1. Role in the businessA leader provides the long-term vision for the business. Their job is to inspire staff and promote innovation so the business reaches its goals. A manager organises the resources of the business so it can achieve its day-to-day objectives. The leader sets the direction; the manager ensures it is executed. 2. Role in innovationA leader encourages creative thinking and pushes staff to come up with new ideas and better ways of doing things. They embrace change and drive innovation. A manager implements the ideas that have already been agreed. They organise the resources, track progress and make sure targets are met. 3. Risk-takingA leader is a risk-taker. They are willing to try new things and accept that some attempts will fail. A manager focuses on controlling and minimising risk. They try to reduce uncertainty and keep operations running smoothly and consistently.

1. Creates shared values and purposeProjectOne's culture is built around a clearly defined mission and values that all staff understand and believe in. When employees are aligned around shared goals, they make consistent decisions that support the long-term direction of the business. This creates a unified team that pulls in the same direction, which is a direct driver of commercial success. 2. Fosters collaboration and innovationA culture of openness and trust means staff at ProjectOne feel safe to share ideas and suggest improvements without fear. This leads to a steady flow of creative ideas that drive new products and process improvements. Businesses that foster this kind of intrapreneurial thinking are better placed to adapt and lead in competitive markets. 3. Increases employee loyalty and retentionWhen staff feel valued and supported by the culture of their organisation, they are more likely to stay. Lower staff turnover at ProjectOne means the business retains experienced employees who contribute more effectively over time. It also reduces the significant costs of recruiting and training new staff.

Option 1: Democratic leadershipA democratic leader involves staff in decision-making, trusts their judgement and keeps communication open. This style fosters innovation because employees feel valued and safe to suggest new ideas. Staff are more willing to take creative risks when they know their input is welcomed. The result is a culture of intrapreneurship — where employees act like entrepreneurs within the business, driving product development and process improvement from the inside. Option 2: Laissez-faire leadershipA laissez-faire leader takes a hands-off approach and allows skilled, self-motivated employees to work independently. This fosters innovation because creative individuals thrive when given freedom. Without constant oversight, they can experiment, take bold steps and develop original ideas. This style works best with experienced teams where clear goals have already been set. Option 3: Autocratic leadershipAn autocratic leader makes decisions alone and expects staff to follow instructions. This style does not generally foster innovation. Staff have little opportunity to contribute ideas, and a culture of top-down control discourages risk-taking and creative thinking. However, it can be effective in crisis situations where fast, decisive leadership is needed and there is no time for consultation.

(i) Reason 1: Disputes over payEmployees at Amazon may seek higher wages or cost-of-living increases, particularly during periods of high inflation. If management refuses or delays these claims, workers feel undervalued. This creates tension and can lead to industrial action such as the strikes seen at Amazon facilities in the UK and US. (i) Reason 2: Disputes over working conditionsAmazon has introduced new technologies, productivity targets and monitoring systems in its warehouses. If workers feel they have not been properly consulted or given adequate support for these changes, they resist. They may believe the extra demands are unfair and not being properly compensated. (ii) Impact: Damage to productivity and collaborationConflict at Amazon damages trust and teamwork. Staff who are in dispute with management or colleagues start to avoid each other and stop sharing information. This slows down workflows, increases mistakes and reduces the overall output of the team. For a large logistics operation like Amazon, where efficiency is central to the business model, this has a direct impact on the business.

1. Meet and talkManagers at Amazon could arrange a meeting with the employees or their shop steward (trade union representative) to discuss the issue directly. By creating a space for open conversation, many disputes caused by misunderstanding or unclear communication can be resolved before they become formal grievances. This is the fastest and simplest internal method. 2. Negotiation / BargainingAmazon's management could negotiate directly with employees or their union representatives to reach a compromise. For example, if workers are demanding a 15% pay rise and management initially offers 3%, both sides could negotiate and agree on a middle figure such as 8%. Each side gives something up, but the dispute is resolved without outside involvement and operations can continue.