Employee Management Issues in Qantas: A Reflective Study

This reflective study focuses on the impact of restructuring on the human resource functions of Qantas. It discusses the perspectives of both employees and employers, implications on the organization, and recommendations for better handling the situation.

Running head: EMPLOYEE MANAGEMENT ISSUES
Employee Management Issues
Name of the Student
Name of the University
Author Note

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Executive Summary
This is the reflective study that is aimed towards understanding the aspect that will be
influencing the human resource functions of the Qantas after the recent restructuring. It is one
of the significant factors that is associated with the operations of the organisation. It is one of
the most important aspects that is associated with developing the activities that will be liable
for projecting the activities that are associated with the influence of restricting on the
employees of the organization along with acknowledging the perspective of both employee
and employer as restructuring have an influence on both of them. This reflective study will
focus on studies and incorporate them in identifying the effects of restructuring the
organisation in the employee and the employers. The study will be integrating the perception
of the organisation as well as the perception of the employee and finally state about the key
aspects that are associated with resolving the issue.

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Table of Contents
Introduction................................................................................................................................3
Key Issues and Themes..............................................................................................................3
Employers’ Perspective..............................................................................................................4
Employees’ Perspective.............................................................................................................5
Implications on the Organization...............................................................................................5
Recommendation for Organization............................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

3EMPLOYEE MANAGEMENT ISSUES
Introduction
Employee engagement is a critical factors that are associated with the organisation
(Anitha 2014). It is one of the significant aspects that contribute to the structure of the
organisation and effects the operations of the business. My reflective report is aimed towards
developing the points to understand about the employment issues. In this report, I will
emphasise on the perspective of both the employee and employer will be considered. The
organisation that has been recognised for the study is Qantas. The key issues that have
affected the organisation and the perspective of the employees and employer will be
discussed along with implications on the organization.
Key Issues and Themes
Qantas has faced a significant restructuring that has impacted the human resources
management of the company. Restructuring of the organization is a vital issue that is related
to organisational development (Cooper, Nieberding and Wanek 2013). One of the major traits
that is associated with the duties of human resource management is that job designing and job
analysis (Haque Talukder 2014). I found it a major component that has contributed to the
enhancement of the operations in the organisation.. Restructuring of Qantas has also
projected the effects that show that there have been adverse effects on the functions that are
related to the human resource functions of the organisation. Slowing profitability is one of the
significant issues with Qantas (Qantasnewsroom.com.au 2019). This is one of the major area
that have impacted Qantas in an adverse manner. Qantas’s decision to restructure the
organisation is purely based on the motive to strengthen the organisation. However, I feel
there can be perspectives of both employee and employer and it is important to consider those
views. According to the study it has also been observed that there can be an adverse effect on
the commitment levels of the employees. This has been a reason for the fundamental

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structural change in the Qantas. My perception about this is that it is one of the critical factors
that have motivated the Qantas to incorporate the restructuring of the company. However,
studies have stated about the adverse effects of the restructuring of the organisation. The
issues such as low productivity and employee motivation are one of the critical issues that
can impact the organisation while incorporating a necessary restructuring of the organization
(de Jong et al. 2016).
Employers’ Perspective
The impact on the company is significant as human resource activities are major
aspects that are contributing to enhancement of the organization (Stockhammer, Durand and
List 2016). It is important for the study to incorporate the aspects that are related to
perception of the employer. One of the key reason for restructuring of the organization is to
provide the organization with a competitive advantage (Noe et al. 2017). Restructuring of the
Qantas is also aimed towards that which has to incorporate activities that will be contributing
to the enhancement of the organization. Such activities require support from all the resources.
Productivity is one of the critical issues that is influenced by culture of the organization.
Motivation of the employees is also a significant aspects that can be influenced by the
restructuring of the organization (Hofmeyr 2013). As likely stated by authors about key
issues that can be related to restructuring of the organization are inclusive of the factors such
as culture in the organisation (Yıldırım and Birinci 2013). However, I have also observed that
the intention for restructuring of the organization is inclusive of the positive factor to
incorporate necessary changes that will be beneficial for the organization such as Qantas. I
must emphasize on aspects that the restructure of Qantas was one of the major steps that has
been taken by the officials. It was not only intended to undertake the restructuring based on
strengthening the organization, but it was also intended to incorporate strategies to bring back
positive cash flows in the organization. Thus, it has been observed by me that there is a

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significant factor that will be liable for the development of practices to utilize the aspects that
can help the employer to mitigate issues that are related to managing the employees of the
organization.
Employees’ Perspective
Employees are one of the critical elements of human resources. It is a significant
aspect for the employee that is associated with the organisation. From the perspective of the
employees I have observed, it is hard to undertake to adjust with the change as it has an
emotional attachment with the earlier state. Restructuring might adversely affect human
resources by demotivating them and impact their wellbeing (de Jong et al. 2016). It is one of
the critical aspects to discuss the attributes that get affected after restructuring of the
organisation (Tiwari and Lenka 2016). The key factors that get affected are well-being of the
employee. It is a significant factor that affect welfare and work-life balance of the employees.
There is another key attribute which is affected by restructuring of the organization is
consisting of effects such as motivation of the employee as there is uncertainty with future of
the employee (Cattermole, Johnson and Jackson 2014). There is another feeling that can be
generated within employees of Qantas that is one of the major aspects that is related to value
of the employees. It has been observed from the studies that there is the existence of a doubt
on the employees about their importance in the organisation. I have also observed that there is
a significant change within the organization that is associated with the restructuring and that
has a significant impact within the employees. This has influenced the organization and
employee within the organization. The intention to grow can impact employees of an
organization was also observed from the studies.

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Implications on the Organization
My observation has revealed that is a significant impact on the organisation as there
has been a major factor such as operations and human resources of the Qantas has been
compromised while restructuring has been incorporated. I have observed major issues that
have impacted the organization that has been a key element from functions of human
resources. First and one of the most significant impacts that I have understood by studying
the research papers is that impact on the organization can be inclusive of the positive and
negative. My study with emphasis on the aspects of restructuring of the organization has
revealed that both effects have a significant impact on the human resource functions of the
organization. It is a major aspect that is related with the development of the organization. I
have perceived about the implication such as productivity of the employees. My observations
of those attributes of the human resources have revealed that it becomes difficult to
incorporate job design. The analysis of a job also becomes challenging for Qantas as it
becomes difficult to assess needs of the employees. This can adversely impact the
organization. However, I have also observed that there are positive implications for the
organizations too such as incorporating the necessary cultures, expansion of the organization,
updating approach towards the business. Thus, I can state about the facts that are associated
with changes that have been incorporated within the organization. This incorporation of
strategies will be impacting the human resources in a negative way with restructuring of the
organization in form of low productivity, less employee motivation, difficulties with relating
to job analysis and design (Sivris and Leka 2015). However, there is also scope for
organization to improve the existing structure of the organization that can provide a
competitive advantage to Qantas.

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Recommendation for Organization
I, as a specialist for employee relation, can draw a few recommendations. These
recommendations can help Qantas to incorporate restructuring with the benefit of addressing
the problems of job designing, job analysis, productivity of employee and one of the most
critical parts that are motivation of the employees. The following are recommendation that
can contribute to better handling a situation of the restructuring;
 Communication: This is a key area I observed that Qantas must incorporate in their
strategy to convey a message about the importance of restructuring organisation. This
is one of the important aspects that can contribute to enhancement of the process of
restructuring. They can implement an internal communication system within the
organization to address all the employees of the organization.
 Collateral for Employees: My observation has put emphasis on the hostile effects on
the employees of Qantas. This needs to be addressed and there is a certain need to
provide them with the collateral for their losses. The assurance can be in the form of
monetary benefit such as bonus or non-monetary benefit such as recognition to the
employee of Qantas. My observations about the aspects that are related to motivation
and productivity can be resolved by adopting this approach.
 Considering Potential Employees: It is vital to contemplate employees that are
cherished within the organisation and can be advantageous for the future of the
organisation. In my opinion, it is indispensable to take care of the productive
employee as I have understood that restructuring can have detrimental productivity
rate.
Conclusion
To summarize the study it has to mention importance of the aspect that will be
influenced by restructuring of the organisation. It is one of the significant element that is

8EMPLOYEE MANAGEMENT ISSUES
related to incorporate changes in the organisation. There are substantial effects on the
organisation from the perspective of both employer and employee. Thus, significant steps
need to be included for the organisation to resolve issues.