Alternative Courses of Action for Improving Employee Engagement at WestJet

Running head: ALTERNATIVE COURSES OF ACTION
ALTERNATIVE COURSES OF ACTION
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1ALTERNATIVE COURSES OF ACTION
The lack of collaboration has been noticed in WestJet among the senior leadership
team and the pilot association. WestJet needs to use these alternative theories for engaging
their employees as they are unable to grow the engagement culture, there are three alternatives
listed below:
Internal recruitment
WestJet needs to improve the relationship among the employees and need to engage
them in various job roles that will help them to become responsible and build trust in the
company. The internal members are needed to be hired instead of the external members
(Taneja, Sewell & Odom, 2015).
Advantage: It will reduce the time for hiring, the internal member’s track record is easily
accessible and they are culture fitted. The internal members will require a short time to
onboard and adjust to the new role. It is cost effective as there will be no need for the
arrangement for the interview procedure.
Disadvantage: It will create resentment among the employee and managers, may result in
the inflexible culture and will leave the gap in the existing workforce. It will also limit the
pool of the applicants (Taneja, Sewell & Odom, 2015).
Open door policy
WestJet needs to introduce the open door policy for building the protective and strong
engagement culture among their employees.