From the scenario, it is inevitable for the Division Head to ensure that he is keeping to his task on the review

objective and to prepare the submission for funding for the next financial year. From my experience, to handle financial reviews, and especially across various departments, you will easily take up more than 2 hours or even a couple of sessions, to get into the respective department case and its priorities. Out of the 8 unit managers, we can be conclusive that Paula & Lennie has already been swept away in their thoughts on Paulas food issue and Lennies kids pick-up. From these cases, we could see that the care and concern for the welfare of the staffs with respect to their personal health and family must be considered and not to be taken for granted. Workplace equity connotes fairness in the allocation of jobs, duties, promotion, benefits, and other terms and conditions of employment. Rational and fair workplace rules improve workers job satisfaction, productivity and emotional wellbeing, and reduce work-related stress. The Division Head should consider a more individualized approach to his workers needs and abilities, which is at the core of both occupational safety and health and workplace equity. At the same time, it will expand the pool of qualified workers and maximizes their skills and abilities. An effective leader should be more sensitive towards his subordinates. Their body language that may be displayed when they are not focus during the meeting. Some could be looking at his watch and other could be trying not to give too much eye contact with the chairperson to avoid further requirements to elaborate on the subject matters. In another word, they wish to cut short the discussion and hope the chairperson could summarize the point, make a decision and dismiss them earlier. I would suggest that some finger food and drinks should be arranged if the team has to work extra time. Having such gesture could go a long way and avoid some apparent health issues whether physically (for the case of Paula) or mentally (for the case of Lennie). It also helps to put the discussion atmosphere at ease and most likely could yield better result. On another aspect, the Division Head should obtain the unit manager consensus before he pushes the meeting further. And during the process, those managers with genuine reason that have to excuse themselves and leave early should be allowed to table their related issues first before others. On some cases, the unit manager who requires to be excused could have his case presented by another unit manager. In another situation, due to urgency, instead of over stretching everyone, the Division Head could end the meeting earlier but have the consensus of the unit managers to report to work an hour earlier the following day to complete the outstanding issues instead. But before he dismisses them for the day, he could set forth his expectation and the duration require for the following day discussion and he could also arrange breakfast to encourage them for their efforts. 2

Its a chain reaction or an immediate effect when the subordinates know that their leaders are not just slave drivers who are only concern for results from their project or work related issues. When a team leader or in this case of the Division Head, could fill such needs of the hearts at the appropriate time, the effects and supports that he could gain in return or being reciprocated from his unit managers could be tremendous and at time could be in folds. It will be apparent that the result and participation for the next meeting will be totally different when they have free their mind and knowing that their Division Head show care and concerns for them. An equitable principle suggest that the risk should be reduced or avoided through engineering controls, product substitution, or other means, rather than by depriving an entire class of individuals of opportunities or subjecting them to conditions that are known to pose a hazard. Ideally, workers abilities and needs should be assessed individually, and individual needs accommodated to the extent possible. Work-related standards that treat these circumstances and anticipate them, create workplace environments in which equity, and health and safety, can co-exist comfortably. To carry through an effective discussion with the team in this scenario, the Division Head should have already pre-formed an outline or overview of all the area of concerns that he want to table for discussion with the unit managers. Able to form this in mind will allow effective discussion and prevent from digression from the main point and could keep in time on the discussion topics for each of the unit. Having an overview will also allow the Division Head to know when the topic is to be address or discuss and whether it has been schedule at a later part of the meeting. Any issue that has no decision make after exceeding the allocated time for it should be put for further review rather than going round the bush and could cause boredom (for those unit managers not related with the topic) and loses the momentum for the meeting. Minutes of meeting taken by the meeting secretary must be precise and clear so that key points that were discussed can be noted and followup accordingly. In some cases, when the minutes of the meeting were unclear, it causes confusion and delays in execution plan or agreement on the parties concern.