This paper spotlights the concept of "micromanager" with regards to managerial relationship between managers and employees. Micromanager can lead its co-workers to be less productivity. Monitoring each and every working detail results a daunting mission and a bad habit. Intervening and setting job priorities for employees could create a convulsive relationship between the manager and the followers. The aim of this subject review is to clarify the characteristics or symptoms of micromanager and what effects that can bring on the functional relationship in the long term. That can be perceived through knowing at what level of involving, collaborating, directing, communicating, and monitoring become micromanagers from the perspective of employees. The significance of this paper includes some advice and guidance about how to deal with micromanager to avoid engaging in functional conflicts. The review concluded what the micromanager should do in order to instill confidence within his or her staff.

The reason behind choosing this topic " internal marketing (IM) of human resource management (HRM)" is to highlight the advantages of using IM in the organization framework. The problem of the research paper lies in not paying enough attention to employees genuine needs as they interact with each other in the sake of organization prosper. This research paper can be used as indictor to expose the weaknesses that the organization encounters daily. The current research paper attempts at examining the possibility of developing philosophy of internal marketing of human resources and its most practices, empowering staff, training courses, motivations and recognitions, and within departments communication, in order to reach targeted results such as performance, knowledge, and quality. That can be done through getting rid of processes that do not create value for the final product presented in the General Company for Electrical and Electronic Industries in Iraq. The main hypothesis of the research is to investigate whether the General Company for Electrical and Electronic Industries in Iraq applies IM as one of the significant approach to boost and alter employees' performance and attitudes in order to increase organizational commitment. The research in order to reach its target relied on the “check list” method, which is one of the case study methods that rely on personal observation and interviews mainly in its preparation. The “check list” involved different levels of management, directors, executives, and employees who work at General Company for Electrical and Electronic Industries in Iraq. The study reached a number of conclusions.  The most important one is dissemination of culture and principles of IM of HRM within all units of the company. The benefits of this system lead to improve the overall company performance. Organizations should be more flexible in administrative decisions by opening diverse communication channels at all levels of management, viewing employees’ suggestions and listening to their complaints, and involving them in the decision-making process as a part of principles of internal communication.

he current research aims to determine the extent of interest of the Oil Products Distribution Company (OPDC) and its various departments in the process of strategic foresight (SF), and the extent of interest that is reflected in the achievement of strategic leadership (SE). As well as knowing the nature of the relationship and the impact on the company. To achieve the objectives of the research, one main hypothesis was formulated, and three sub-hypotheses emerged from it. As the research relied on an analytical survey approach, the research targeted the workers within this company, And he reached a set of results, based on which a number of conclusions were formulated. The research community consisted of (185) individuals, and (160) questionnaires were distributed to them, (153) of which were retrieved, and the number of good people reached (141). The current research indicates that there is a direct relationship and a positive effect of strategic foresight in strategic leadership, and the sub-variable (entrepreneurial mentality) had the highest influence in strategic leadership, as this research proved the existence of an influence relationship and the correlation between strategic foresight and strategic leadership

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Having wise and rational leadership will prosper the future of any organization. Strategic leadership is one of the highest levels of managing styles that affects every part of the decision-making process in the organization.Strategic leadershiphas required special skills and unique capabilities in creating managerial and instructional decisions that drivesuccessfor the organization. This subject review concentrates onreviewing essential characteristics of strategic leadership style and their effects on overall employees and organizational performance in order to be aneffective leadership ideal. The strategic leadership style plays a critical role in choosing the right and suitable strategic alternatives due to owningacumen experience administratively and functionally. The motivational future direction of strategic leadership increases job satisfaction. The aim of this paper is to address the issue of confining strategic thinking to the highest levels of the organizationusually. The main concern of the subject review uncovers how leaders can create bottom-up communicating path to encourage employees to think rationally.