British Airways Case Study



British Airways Case Study

A.

Key issues to understand wild cat strike:

1.The swipe cards were taken by workers as if they were to manipulate their timings and closing monitor their shifts and schedules.

2.Before the introduction of swipe cards the workers were not consulted.

3.The workers were already complaining about low wages, working shifts and hours, with limited knowledge and unilateral decisions.

4.The timing of the swipe cards was inappropriate, the time before the load season was not the correct time to bring in such a change.

5.The workers were not open towards the change.

6.In the swipe cards program decision, the workers didn't feel they were part of the decision process.

From Organizational development perspective, re-freezing after changing and unfreezing, British Airways didn't get a chance to unfreezing, nor they communicated with their workers well enough, they did not gave the reason for the change and the complete process of program and freezing.

From proper perspective, unfreeze, change or re-balance, and freeze, the changing or re-balance process is the one in which the problem analysing and solving is done, the actions, British Airways took were inadequate in terms of finding the problem, like the British Airways CEO wasn't aware of the fact that there were problems in the work force.

From a change management perspective, the actions and efforts BA took, as in how the change will be brought, didn't work out, about how the staff should approach it and how it should have been introduced. British airways wasn't clear about the decision, and the change, as in what sense it would help their company, and what it can achieve for BA, and what the employee consequences will be.

From a contingency perspective, the workers weren't explained as, why the new swipe cards system was being introduced, what effect it would have on their jobs and what ...