British Airways’ wildcat strike took place in 2003 cost the company 40 million pounds because of managements’ oversight. Management announced that the check-in employees will be using a new timekeeping system, swipe card. The swipe card system is being implemented to improve and modernize their timekeeping system as well as to manage the staff better, according to British Airways’ management. This announcement was five days before implementation and left British Airways’ employees feeling disrespected. The check-in staff felt that British Airways will monitor their time and make them work the split shift and harder without additional compensation (Palmer, Dunford & Akin, 2009). Women employees felt that the card swipe system is designed to alter their schedule and will result in their inability to manage their work and home life. Senior management failed to entertain further questions or concerns which further led to employees believing that BA had ill intenti...
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...nce to change. British Airway’s blunder included ineffective planning and communication which resulted in the loss of credibility and profits. Reducing workforce is a colossal undertaking, particularly if the reduction is an unremitting process. Thorough planning with the right approach will ensure a smoother transition between the employees and the company. Planning organizational change does not cease at implementation, but should be maintained until the change has been stabilized and sustained. A holistic approach was crucial prior to executing the swipe card process, which may have occurred if senior leadership engaged in organizational development. British Airway should have invested in their approach appropriate for the change. The right change approach is paramount to secure efficient transition with minimal disruption to operations and loss of profits.
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