An employee may need rest from the place of work, but may not want to ask for it. As a manager, considering the poor output of the employee due to lack of rest, he will force him to get rest. In applying this concept, the manager must show respect to the employees, and balance the respect he has and the task at hand. This concept is characterized by the devotion of a leader to his juniors, and of his desire to assist them in a professional and personal manner. To practice tough empathy, a manager must show the attitude of a value-driven action and portray characters of being firm, tough and direct. He must understand the victim’s view, and thus develop trust. In my own analysis, I agree with this concept of tough empathy, because it builds a good relation and trust in an organization. This situation is effective in a military organization where soldiers are in combat, and one of them faces psychological disturbances, affecting his effectiveness on duty. For example, an officers duty may conflict with his spiritual beliefs on life, and to reconcile these beliefs, and his duty, this concept is necessary (Garner, 2009). A leader cannot build the effective and diverse relationship without depicting some elements of empathy. This is because the ability to see issues in another person’s perspective and identify with the person’s feelings and emotions creates a social atmosphere of building trust. The victim in question sees a sense of concern from the leader. The effect of this is that it produces a stronger sense of cohesion in an organization, strengthening the morale of the staff. It enhances better communication and increases the level of discipline in an organization. Empathy improves the ability of a leader to solve problems and make decisions. It enables workers in an organization to achieve their goals.