Executive Summary FP employs highly professional and highly-skilled tradespeople and the demand for its service has reached an all time high so that they are kept busy even in the lean months. However, if the corporate leaders at FP will not be able to turn things around, then they will begin to lose their key personnel. It will take some time and resources to train a new worker and transform him into a reliable employee that can get the job done on time and in a cost-efficient manner. There is therefore a need to improve how things are being done at FP. Main Recommendations The current organisational structure must be transformed into a matrix type where the company is divided into two equal branches with its respective team of tradespeople and administrative support and this includes a competent Human Resource manager. Aside from that Skip and Bob Donovich will have to shed off their autocratic style of leadership. Finally, investment has to be made on modern tools and strategies to store and retrieve business information. Conclusion Skip and Bob Donovich will agree to the proposal because they cannot afford to keep on hiring and training new workers. They will also realise that a change in structure and leadership style will make the company more efficient and even though they will have to spend money to implement the changes they know that in the long run their profit will increase significantly because they can do their job more efficiently especially when it comes to managing people. Background The success and current problems of the firm can be understood fully if one will study its history. Finemaster Projects (“ FP ”) – a residential and construction firm – was established in 1955 by two brothers. Thirty years later ownership was transferred to their sons, Skip and Bob Donovich who became the managing partners of the said firm. Together they transformed the company into a non-unionized and privately held firm that specialises in high-end residential and commercial building projects. This includes complete turnkey service and at the same time provide their customers drawings and blueprint preparation, cost estimates, budgeting, job scheduling, design, installation and even interior decoration. On average the company employs 55 qualified and licensed trades people who were highly committed to their craft and have the same desire as the owners to provide quality service to their customers (Harvey, p.1). The employees were attracted to work at FP because the company is commuted to use the best techniques and the latest technology. Everyone in the organisation, including the Bob and Skip Donovich continue to strive to use the newest styles and highest quality products. This is the reason why tradespeople who are just starting out in their profession would like to join FP. Employment in this company is seen as a solid stepping stone for better opportunities. The success of the firm based on its specialized service allow the company not only to hire the best but also to keep them motivated in the long run. But only because these employees are well aware of what they can receive from the company. It is not much on the monetary gain but the level of experience about the latest technology and the best techniques to build structures and add style to a project that would surely increase customer satisfaction. However, there is a problem when it comes