...Part 1 Research Report- The BA Dispute 1.1: Introduction The issue of managing organisational change is of significant importance within management theory and practice. Therefore the purpose of this report is to analyse the British Airways (BA) change program, which resulted in long-running industrial disputes between its management and crew members in 2009-2011. Additionally this reports objective is to provide accounts on the following areas. 1.2: Internal and external contextual factors, which influenced the introduction of strategic changes at BA It is important to note that change is a significant process with any organisation in order to survive and grow in today’s global economy, without introducing change, organisations such as BA run the risk of becoming stale and unresponsive. Both internal and external contextual factors affected BA leading the organisation to implementing change within the workforce. For a premium, semi-luxurious airline such as BA, low global economic growth otherwise described by the former BA CEO, Willie Walsh as the “harshest environment the airline had ever faced” (Walsh, 2009) resulted in a dampening demand for airline travel. Therefore customers including business travelling customers who were known as BA’s traditional core customer, their loyalty switched towards low-cost airlines such as Ryanair and Flybe, who remained competitors to BA through that time, especially during the volatile conditions of the recession. However...
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...Research report on British Airway’s change program that resulted in long-running industrial disputes between its management and crew members in 2009-2011. CONTENTS LIST 1. Introduction 2. Change management in British Airways 2.1 Organisational context (British Airways: 2009 – 2011) 2.2 The strategic change itself as outlined by its management 2.3 The nature and extent of the strategic changes 2.4 The change management strategy 2.5 The challenges and management difficulties in implementing such change strategy 3. Conclusion 4. Bibliography 1. Introduction This report entails research on British Airway’s (BA) change program that resulted in long-running industrial disputes between its management and crew members between 2009 and 2011. British Airways PLC is one of the world’s leading global premium airlines. The airline is based in London with significant presence at Heathrow, Gatwick and London City. In May and June 2010, the UK trade union Unite carried out a series of industrial actions against British Airways after the airline implemented a series of changes including job losses, a pay freeze and changes to the work practices of cabin crew. However, even though when the dispute started it centred on changes to staffing levels and pay, it was soon bogged down by British Airway’s removal of travel concessions, and in some cases the termination of workers who took part in the industrial action. Unite trade union officials...
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...Change Management in British Airways Name Class Affiliation Instructor Date Table of Contents Introduction 3 Context of the change 3 Evaluation of the nature of such changes 4 The change management strategy 5 The challenges and difficulties in implementing such changes 6 Change management model 8 Stakeholders 10 Managerial challenges 11 Overcoming resistance to change 12 Managing change 12 Conclusion 14 Reference 16 Introduction UK largest international Airline, British Airways, is among the leading airlines in the world, with one of the most extensive route network, running internationally (British Airways, 2010). The income of the airline has been on the increase with the profits for the period between 2007 and 2008 being a total of £8,753, which translated to 3.1% more than the previous period. Throughout its operating years, British Airways has faced different challenges, as it is for all other companies in the industry. During the year 2007, the American economy experienced a crunch due to the bursting of the housing market. This was the beginning part of the 2008 economic crisis, or recession, which had global effects (Åslund, 2010). Like any other industry, the UK airline industry faced a major setback, British Airways being one of the companies and there was a need to implement changes for long company survival. This paper is an analysis of the changes implemented by the British Airways in the period between...
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...Change Management in British Airways Name Class Affiliation Instructor Date Table of Contents Introduction 3 Context of the change 3 Evaluation of the nature of such changes 4 The change management strategy 5 The challenges and difficulties in implementing such changes 6 Change management model 8 Stakeholders 10 Managerial challenges 11 Overcoming resistance to change 12 Managing change 12 Conclusion 14 Reference 16 Introduction UK largest international Airline, British Airways, is among the leading airlines in the world, with one of the most extensive route network, running internationally (British Airways, 2010). The income of the airline has been on the increase with the profits for the period between 2007 and 2008 being a total of £8,753, which translated to 3.1% more than the previous period. Throughout its operating years, British Airways has faced different challenges, as it is for all other companies in the industry. During the year 2007, the American economy experienced a crunch due to the bursting of the housing market. This was the beginning part of the 2008 economic crisis, or recession, which had global effects (Åslund, 2010). Like any other industry, the UK airline industry faced a major setback, British Airways being one of the companies and there was a need to implement changes for long company survival. This paper is an analysis of the changes implemented by the British Airways in the period between...
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...Running head: British Airways 1 British Airways Swipe Car Debacle Christopher Michael Worthington MGT351 ~ Organizational Innovation and Change Colorado State University ~ Global Campus Dr. Demuth, Ph.D. March 6th, 2015 BRITSH AIRWAYS 2 Introduction The case study, British Airways swipe car debacle, British Airways (BA) introduced an electronic clocking in system that would record employees work start and finish times for their work day. The decision was made by management to introduced swipe card but, lack proper and adequate consultation with the affected staff members (Palmer, Dunford, & Akin, 2009). As a result, the BA staff held a twenty-four hour wildcat strike which caused BA to cancel its services to over 10,000 passengers stranded during the onset of their busy season. The lack of change management is apparent as management did not communicate thoroughly and reassure staff there would not be turn-overs and pay cuts. The changes in perspective, such as organizational development, change management, sense making, from the strikes are key issues to understand. Because all employees who operate the airline’s frontline employees were unintentionally not involved, the organizational plan to increase in efficiency by implementing the time card swipe system, resulted in a disaster, an employee walkout. BRITSH AIRWAYS 3 Changes at British Airways British Airways mission, strategies and goals of management, in regard to a swipe card introduction, was...
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...organizations. If the strategy has changed, it will cause many problems. In the process of implementing these changes, there is support or resistance from shareholders. This report focuses on analyzing BA’s strategic changes and dealing with managing these changes. In tradition, HRM is the organizational function that deals with requirement, training, assessment and rewarding of employees, while also managing people and the workplace culture and environment. Now the new role of HRM refers to overcome the challenge form implementing changes of organizational strategies. The case also indicates that the flexible HRM plays a significant role of dealing with the disputes between employees and management. Key words: strategy management, British Airways, change management, labor dispute Implication of strategic change in British Airways 1. Introduction Generally, a company makes strategies based on the changing environment. But if the strategies changes, there are many barriers to conduct. Human resource is performed as the most valuable asset of organizations. How to manage and more efficiently utilize the asset is so significant for organization to operate and develop. Obviously, there are resistance form employees. Therefore, human resource department is responsible for coordination in the organization. Human resource management (HRM) is always known as the governance of employees in organizations. It is responsible for creating, implementing...
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...From each of the change perspectives, organizational development, sense-making, change management, contingency, and processual, identify the key issues to understanding the wildcat strike. * With organizational development, the British Airways management unsuccessful circulated the information about the new procedure execution for the swipe cards. It is obvious that British Airways has issues in personnel with using the clock-in method. This issue certainly resulted in staffing issues with the company. In the case study it clearly shows that administration was very negligent in operating the company effectively. * Regarding sense making, British Airways choosing to use the swipe cards is a rational strategy because it will be successful in the long run. The swipe cards would ultimately protect the company from untruth workers and illegal entries for the company. * With change management the change was versioned as a successful policy and British Airways finally considered the changes essential. * Contingency, British Airways does have the option to replace the strike workers. The most common choice for management it to bring in a consultant who specializes in escalating aggressive unions and drive stabilizing the workplace environment. In the processual portion, the communal bargaining of negation was achieved. Discuss the change perspective that provides the best way of understanding the swipe card issue. This work force is already uneasy about their...
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...perspective, change management can be seen as the strategies, procedures and implementation of policies that are activated while an organization is undergoing changes in its structure. Usually, these changes are stimulated by an agenda or circumstance that forces the organization to change, in order to stay competitive, or even merely to survive as can be seen with the case of British Airways between the years 2009-2011. British Airways is one of the United Kingdom’s largest international scheduled airlines. The airline operates one of the most extensive international airline route networks. Its destination network is spread across 300 destinations worldwide and is a leading and established business in the airline industry, In 2007/08, BA recorded revenues of over £8,753 million, 3.1% up from previous year (British Airways, 2009). This report looks into the recession that affected Europe in 2008, and the change management strategies and the consequences that resulted from the changes British Airways took in order to survive. This covers the change methods that influenced The British Airways Chief Executive Officer; (CEO) Willie Walsh, to restructure the organization and cut down on its expenses, by taking a look at Walsh’s restructuring program, and how it turned out to be taken negatively especially by the airlines’ cabin crews where a long running of industrial disputes ensued. Change Management in British Airways: Change management in this report looks into change kaleidoscope...
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...Diploma in Strategic Management 2012 Human Resource Management Level 6 - L/503/5093 Table of Contents Task One 3 1.0 Introduction 3 1.1 Strategic Human resource Management 3 1.2 The Harvard Model 4 1.3 The Michigan model 5 1.4 Scope of HRM in Organizations 6 1.5 HRM framework 7 1.6 Development & Implementation of Strategies 8 1.7 Obstacles of implementing SHRM 9 1.8 Role of SHRM 9 Task Two 10 2.1 Four Strategies of British Airways 10 2.2 Assessment of Strategies 11 2.3 Application & performance Measurement 12 Balancing continuity and change 12 Turning choices into action 12 2.4 Merger of British Airways & Iberia 12 Reasons of merger between the British Airways & Iberia 13 Key motivators and drivers of the merger of British Airways with Iberia 13 Conclusion 14 Bibliography & References 15 Task One 1.0 Introduction Human resource management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). HR is a product of the human relations...
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...Change Work and Diversity (British Airways) HR 0277 Change, Work and Diversity Part 1 Jasmine Koh W11039857 Word Count: 1893 Contents |Description |Page | |Executive Summary |3 | |Introduction |3 | |Change Management in British Airways | | |Organisational Context (British Airways: 2009 – 2011) |4 | |The Strategic Change itself as outlined by its management |4 | |The nature and extent of the strategic changes |5 | |The change management strategy |6 | |The challenges and management difficulties in implementing such change strategy |6 – 7 | |Conclusion |7 | |References |8 | |Appendices | | Executive Summary This report is a research on British Airway’s (BA) change program that resulted in long-running industrial disputes between its management and crew members in 2009 – 2011. It outlines the contextual information about BA, its strategic change as outlined by its management, the identification and evaluation on the nature and extent of such strategic changes, the change management strategy adopted and implemented and the challenges and management difficulties faced. The report also provides an insight on an understanding of change of management practice from standpoint through the change kaleidoscope; contexture features. Introduction British Airways, UK’s largest international scheduled airline which operates one of the most extensive international scheduled airline route networks, across 300 destinations worldwide, is a leading and established...
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...Quality Management Local vs. Global Company Quality There is no absolute definition of quality. The quality in relation to the products may be defined as fit for the purpose. The more it fit for the purpose more quality product it is. We may also define quality as consistently producing what the customer wants while reducing errors before and after delivery to the customer before and after delivery to the customer. The quality is when customer’s expectation are met or exceeded. Quality is ever changing and dynamic phenomenon; a product may have been a quality product in past but no more a quality product today. Elements of Quality The key elements of total quality consist of strategically based, customer focus, obsession with quality, scientific approach, long-term commitment, teamwork, continual process improvement, education and training, and freedom control.( (Goetsch, 2010) Other elements include unity and purpose and employee involvement and empowerment. Strategically focus means that organization should have a vision, mission and objective and all activities must be carried out to achieve these objectives. Quality goods should be focused towards customers and people associated with it. Obsession with quality requires all employees to always be focused on bringing the organization to higher level. The scientific approach relates to the structure of the work and being able to make decisions and solve problems that relate to the organization. Freedom through control...
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...http://www.batimes.com/articles/change-management-101-for-business-analysts.html Business Analysts Times Change Management 101 for Business Analysts 26 September 2012, Jarett Hailes Change is hard for most people. There are a variety of reasons why change is hard, from our inherent need for a sense of security to having to deal with too much change at once to not following a process to increase the change’s likelihood of success. I know I am personally not looking forward to having to adapt my hyper-productive processes when Windows 8 is released and I may have to re-learn or find new ways to do things efficiently. As Business Analysts, we are often involved in projects or initiatives that cause a great deal of change within an organization. In some cases we are put on the front lines of the change, whether it is gathering requirements from skeptical stakeholders to supporting the review of a solution that was put in place too quickly and is now meeting strong resistance. In order to get our jobs done effectively in such situations, we need to understand how change is perceived by individuals and know how to help guide people through change within the context of our role. All Change is Personal In order to help people work through changes, we need to first understand that change occurs at the individual level. The overall organizational change that occurs is a result of the changes made by each individual. Every person will react to the same change in a different way based on...
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...Journal of Financial Economics 43 (1997) 275-298 Privatization and efficiency: Industry effects of the sale of British Airways Catherine Eckel, Doug Eckel, Vijay SingaP Virginia Pohechuic lrrrliarv (Received ad Apill!?95; Swe Wm. final v&on &c&q. received VA 2UW. July US.4 1996) We analyze the etkt 04 privatization on the performance of British Airways by examining the privatization’s impa on airfares and competitors’ stock priax We find that stodc prim of U.S. annpetil9rs fell a sigoiticant 7% up00 British Airways’ privatb tion. imply@ expectation afa more annpetitive British Airways Closcx rivals d British Aimarn~agcPlcrdrcpinstoclrpiccthanmonctiwntrivakFurthcr. airfares in markets send by British Airways kll sigdcantly upon pcivatizatioo. The results suggest that a change from gov-mamm t to private ownaship improves economic __ -Ker nxmfx IEL Privatization; cfass@ctuionz G32; Ownership; L3k G38; Airlines Eritisb Airways L93 When a firm is privatiz& several factors change ownership changes from the government to private simultaneously. hands. !kcond, Firs4 the the firm’s --.. ._- .--.-l c orqmdmg author. This paper iu.5 bcnditai fran helpful fx3inmmI.s and kalbask from workshop participeDts 81 the Unbwsity d Arizwm, University of North Cardina at Chapel fJill. lad Virginia Pdytbnic Institute and Sate University. We agqxbate the ax~.~ructivc su~kms of Jobn Chahuax Lhvc Dmis Diane Desk. Rob Hansat. Murali Jaganaatban, Greg Kadkc. Dan Lem, Nancy...
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...THE ROLE OF DIFFERENT APPROACHES TO MANAGEMENT AND LEADERSHIP HND Business Level 5 21rd June 2012 THE ROLE OF DIFFERENT APPROACHES TO MANAGEMENT AND LEADERSHIP AC2.1: Leadership Styles Introduction Concisely, leadership refers to the process through which a person manages to influence others in a coherent and cohesive manner so that they can accomplish a certain objective. Leadership practice depends on four factors namely leader, followers, communication, and situation. To a certain extent, leadership practice is closely related to management but there are certain differences that set the two organisational necessities apart. In the traditional thinking present in all organisations, leadership separates the roles of a manager from those of a leader. The rationale behind this is that managers are people who operate under control; they administer through focusing on already existing structures and systems. However, there must be a balance between both management and leadership demands for the optimal survival of any organisation. Both leaders and managers are vital for the positive performance and success of an organisation. Leadership skills model a way forward while management skills enable arriving at a set target. This means that striking a balance between leadership and management demands in an organisation requires an effective leader to carry good management skills and similarly, an effective...
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...Strategic Management Process Angela Howard MGT/498 August 28, 2013 Glenn O’Steen Components The primary components of the strategic management process are environmental scanning, strategy formulation, strategy implementation, and evaluation and control. Environmental scanning is described to be “the monitoring, evaluating, and disseminating of information from the external and internal environments to key people within the corporation” (Wheelen, 2010). Environmental scanning is usually used to classify strategic influences that will control the future of the corporation. Strategy formulation is the act of rising long-term tactics for the future of a company by using the company’s strengthens, and weaknesses, for the efficient management of environmental opportunities and pressure. Strategy implementation is the putting in action of the strategies formulated by a corporation. Lastly, evaluation and control includes the monitoring of corporate activities and performance in order to compare the actual results, to the ones that are set as goals. Strategic management helps a company sustain long-term performance. For companies that do not practice strategic management, it is very hard to attain and to sustain long-term performance. Most companies when they have finally attained a high performance level will soon experience a decrease in their performance. Strategic management will help a company understand, and realize that the environment around them is constantly changing...
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