British Airway Change Research Paper

“When you're finished changing, you're finished” ( Ben Franklin).We live in a very dynamic world, where things are constantly changing and what was great yesterday isn’t good enough today. Every day there is a new thing or idea coming up and competition is constantly increasing, which is why companies are always seeking ways to change and fit in that market and compete. Companies go through transformations to make it in the complex world that we live in. Some changes might be incremental and small while others are major and discontinuous such as restructuring. Change is a process in which an organization may adjusts or transforms its structure, strategies, operational methods, technologies, or organizational culture all of those are changes
Some changes might be more complex and difficult to implement while others are incremental, small changes. However, even small changes can create unanticipated resistance. The level of change that British airways took was fine tuning which is a part of the first-level change. The change was done in order to adapt in the market and improve the operations by allowing the employer to have full control of all employees working hours. Their change was in adding a machine that records when the employees start and stop work, where it records their time and attendance. They installed the card swipe machine to enhance the operations and effectively track the employees’ attendance. It was a way to modernize the company by improving the processes they take. That will help reducing the risk of errors that are common in manual systems, as well as allowing the workforce to be more productive rather than wasting time on administrative tasks. But the employees resisted the change and wildcat in order to stop it. Top management must take into consideration that employee acceptance and usage are the bridge between a great solution and ultimate results. There are several things that the company should’ve taken before implementing that change, because no matter how big or small the change is it will have an impact on the employees and
It helps increase the level of inter-personal trust among employees and to confront the problems rather than neglecting them which is exactly what British airways need to effectively manage their conflict. The first part of the OD is problem identification: The main problem is the miscommunication between the employees and management. The manager’s image of change is a director who enforced an incremental change on the company with the intention of modernizing BA and improving the efficient use of staff and resources. He took the decision without consulting the lower levels of the organization thinking that the outcomes are 100% beneficial to the company. He did not take into consideration the positives and negatives of that change, which led to the wildcat by the employees since the change wasn’t communicated to them. He thought a change is necessary so he just took the decision, and used withhold and uphold communication which was ineffective because the employees were given a little or no information regarding the change .After that British airways must consult with an external party to help in managing the change. They 3rd part is data gathering and problem diagnosing. Companies can collect information through surveys, observations or interviews, choosing the method depend on the situation, company