"Kodak$$s challenges can be analyzed through key Human Resource Management $($HRM$)$ concepts, particularly its bureaucratic structure, complacent culture, and ineffective leadership. The company$$s rigid, centralized structure slowed decision$-$making, preventing Kodak from quickly adapting to the digital photography revolution. A more decentralized and flexible organizational structure could have allowed for quicker responses to industry changes. Additionally, Kodak$$s corporate culture, rooted in its success with film products, fostered complacency and resistance to innovation. Management's reluctance to embrace digital technology was a major barrier to change, highlighting the importance of leadership that values adaptability and continuous learning. HRM practices related to labor$-$management relations also played a role in Kodak$$s failure to adapt. The company$$s inability to effectively engage and involve employees in the strategic transformation led to dissatisfaction and resistance. Transparent communication, retraining, and consultative practices might have alleviated tensions and helped the workforce transition more smoothly. Furthermore, Kodak$$s leadership, focused on preserving its traditional film business, lacked the adaptability required to lead the company through disruptive technological change. In HRM$,$ leadership$$s openness to innovation and risk is critical for organizational success, and Kodak$$s management failed to embrace this mindset. Finally, work$-$related attitudes like employee engagement and commitment to change were not prioritized, which further hindered Kodak$$s ability to adapt. If Kodak had fostered greater employee involvement and aligned their values with the company$$s new direction, it may have improved morale and increased buy$-$in to the digital shift. Kodak$$s struggles were partly due to HRM failures in organizational structure, leadership, and employee engagement, which prevented the company from navigating its transformation effectively in the face of digital disruption." How to respond to this, while answering the following questions; How does HRM relate $/$ impact Kodak? $2.$How do the four areas of HR law impact Kodak? $3.$What are the main labor $-$ management issues Kodak has? $4.$How might the manager's values, attitudes, and behaviors affect organizational outcomes in Kodak? $5.$What are the work $-$ related attitudes that managers need to be conscious of $,$and how does this relate to Kodak?