<span lang="EN-US">The purpose of this study is to examine the relationship between perceived transformational leadership style and employee commitment in Royal Jordanian Airlines (RJA). Leadership plays a significant role in all fields of life, including the public, private, and non-profit sectors. The effectiveness of a given leadership style can be appreciated and evaluated based on the level of commitment displayed by followers. Multivariate Analysis of Variance (MANOVA) is the research methodology employed in the RJA’s study. The study utilizes Free Online Surveys link which included the transformational leadership questionnaires part from the Multifactor Leadership Questionnaires (MLQ) and the Three Components Models (TCM) Questionnaires. Results of this study showed a significant relationship between the affective and continuance commitments with the transformational leadership style and insignificant relationship between the normative commitment and the transformational leadership style.</span>

Purpose: This Paper studies the group rewards effects as a result of the tight action control system applied in (GAM), how they deal with this issue especially the fair treatment for rewards distribution and what is the criteria the organization follows at the end of the year.GAM gives group rewards as bonuses depending on the self-opinion of the general manager believes in the ability of the team to accomplish the project, which might cause conflicts and unfair bonuses distribution among the group members.This study diagnosis the problem and suggests solutions in order to fix the lack of confidence between the employees and the high management decisions especially with rewards, if it is not processing fairly, the organization will face un-commitment behaviors from employees to achieve the organizational objectives, in addition, they will start looking for external opportunities sooner if this issue is not solved. Employees' motivation varies among individuals, some are motivated by monetary compensations, while others by promotions and so on.Future implications: GAM should design a group rewards system that fairly distribute the rewards among the group members. Human resource management should follow a role in evaluations of individuals performance in order to give the HR his tasks.

This project explores the human resource management (HRM) that's the organization needs in order to perform effectively and efficiently. Dawacom HRM is the case study of this project, using qualitative approach methodology, and collecting data via researcher observations, experiences, and practices.Through the project we expect to identify Dawacom HRM roles, tasks, objectives, workflow, and manager's duties. Also, this project explores Dawacom HRM attributes, diversity, job analysis, recruiting and selecting processes, compensation systems, measuring HRM performance, training and developing programs.The project highlighted issues that affect HRM Processes and organization performance such as: health and safety, ethical workplace and fair treatment, global human resource.The project will show Dawacom HRM advantages and disadvantages and how can improve Dawacom HRM by what actions, personnel, cultural things. So, HR team will be able to focus his importance toward those areas.