Within ten years, Creative Horizons has grown from a one-man project into one of the largest landscape design businesses in the Kingdom of Bahrain. Mona Corporation combined its specialization and constant interest in designs to provide unique customer service. Mona has managed to grow the company so that even with 40 full-time employees working six to eight teams. Mona's company is still open, friendly and personable and her staff were Mona's good friends and volunteer to help her move personal belongings as needed even though it is not part of their job.

Mona became increasingly involved with the staff, but less in her design specialty, despite the growth of the company. With dozens of clients and multiple projects at once, she can no longer say without hesitation if she has the required project materials in stock or when a specific client needs to follow up. But she knew when Aisha was up all night with her baby. And when Ali was late because he went to see his sick father for the weekend. And also know how to deal with Fatima when she was depressed. She kept track of the birthdays of every employee and even their children. Mona got up every morning at 5:30 to arrange her work schedule so that Salem could get his son out of daycare at 4 and Maryam could come back to town for her evening lessons.

Mona's concern for her employees may have pushed her to make a bad business decision that almost destroyed the company. As it decided to make a design for a new large mall with post-paid payment, but the mall was never opened and its owner went bankrupt, Afaq Al-Ebdaa found itself in a difficult problem. The company had virtually no cash and had to pay bills related to a landscaping project at the mall.

One day, Mona called a meeting with her employees and told them that either they would not get their salaries for a month or Afaq Al-Ibdaa would collapse. The news has hit the staff hard as many relied on the paycheck to buy necessities for the month. However, the local unemployment rate in their specialty was low and highly demanded, especially if there was experience, and they knew that they could find another job with ease.

But when they looked around, they wondered if they could find a job like that. The pay was definitely not the highest. At that time, tears fell in the eyes of some of the workers, which were not exaggerated, but were for Mona's dream and her difficulties. They never thought of her as a manager or called her anything but Mona. Leaving the group will not be just a matter of saying goodbye to other employees. Whereas where else will they find employees who spend most of the weekend at work to beat each other up on Monday morning to get close to the manager? Also, in many companies, some employees are forced to come twenty minutes before the start time of work, just to meet with his friends, because there will be no opportunity to meet because of the work pressure. What other manager would really understand when you simply say "I don't have a doctor's appointment, I just need an afternoon off?"

Mona gave the employees a weekend to reflect on their decision, whether to take their paycheck and look for another job or put it in their savings and carry on working. Knowing that it would be difficult for them to leave work, I told them that they did not have to come on Monday. If they do not show up, you will send them their dues.

But when I arrived at 7:30 on Monday morning, I found the whole group already ready to work harder to get the company out of the crisis. In her quest to save the company, Mona decides to promote Abdullah to lead the work teams. She gave him the position her friend Sarah had been waiting for. Sarah started working a year after establishing Afaq Al-Ibdaa and did not encounter any problems. In fact, Mona did not offer guidance nor ask her about any customer. But Mona believed that this is an exceptional period and that a change must be made. Abdullah did a good job maintaining an adequate supply of project materials. He is a serious, task oriented man who knows the details of every project requirement.

Abdullah was confused, and he had never been in this position before, as he sat in his office contemplating his new management responsibilities, and the main issue for him was the question of how to get employees to work hard and increase productivity. With a desire to succeed, Abdullah believed that what helped him get promoted was his way of doing things. So he decided to lead the employees to adopt this method. He began introducing new rules that would change the company's culture, so that employees would follow in his footsteps in accomplishing their tasks. Announce new future cash incentives for more productivity. He redesigned workflows, reframed workgroups, and changed team composition. He also canceled the current idea program because he believes it is unnecessary and also has many successful ideas that led him to his promotion. Abdullah instructed all supervisors to monitor their employees and eliminate all wasted time. In addition, they were asked to identify employees who are resistant to the new way of working. He also decided to cancel the previously scheduled monthly meeting with all groups.

In general, Abdullah thought things should go better. The output must be high and his approach must lead to much higher levels of productivity and profits and thus an additional success story for him as an employee but that did not happen. Abdullah felt that the staff were not doing their best. Performance reports indicated that output was only marginally higher than in the past. Mona began to notice high rates of absenteeism, sick leave, increased turnover, and a lack of engagement with her work. In addition, complaints and quarrels began to appear among employees. What made the situation worse for her was that her friend, Sarah, had not shown up for work for a week. Mona decided it was time to intervene and asked Abdullah to conduct an investigation. Abdullah could not see the need and explained the situation by the fact that "people were resisting change and they were unable to work as a team."

Required from the student: Each student must prepare a report on the attached academic status, which includes many tasks as follows: Identifying the main problems and problems and linking previous studies to these problems, in addition to analyzing the main problems in the case, and presenting perceptions and proposals for more effective solutions that are commensurate with the problems and the problem in the case. The report should be professionally prepared, written in proper language, and the group members should demonstrate report-presentation skills. All members cooperate to work within a group to finish the project, taking responsibility for everyone to analyze problems and problems and provide appropriate and effective solutions.

You are required to prepare the following paragraphs (or you are required to implement / accomplish the following): Each member of the working group must do the following: 1- An introduction to the case of Creativity Horizons Company. 2- Presentation and analysis of 3 challenges and problems facing the company, based on the topics it studied before the midterm. 3- Presenting perceptions and proposals for more effective solutions for the company and justifying these solutions while linking them to recommendations from recent studies. 4- Comprehensive conclusion

Please write a satisfactory solution in order to deal with you always. Thank you