MBA ASSIGNMENT Strategic Leadership and Human Resource Practices in Organizations Named of the University Author Name: The Assignment Task

Running head: MBA ASSIGNMENT
Strategic Leadership and Human Resource Practices in Organizations
Name of the Student
Name of the University
Author Note:

2
MBA ASSIGNMENT
Table of Contents
Assignment Task 1..........................................................................................................................3
Introduction..................................................................................................................................3
Background of the organization...................................................................................................3
HR policies and Procedures.........................................................................................................3
Strategic Objectives of the organization......................................................................................3
Brief Opinion...............................................................................................................................4
Recruitment and Selection Process and Strategic Recruitment Process Achievement...............4
Workforce Demand and Supply Forecast for a new location......................................................5
Assignment Task 2..........................................................................................................................6
Assignment Task 3........................................................................................................................14
References......................................................................................................................................24

3
MBA ASSIGNMENT
Assignment Task 1
Introduction
The following assignment is based on the study of the HR objectives and the strategic
goals of Etihad Airways. The report has provided detailed background of the organization and
the way by which it ensures the strategic objectives.
Background of the organization
Etihad Airways is the second largest airline company of the UAE and has its operational
centre in Dubai International Airport. With a fleet size of 113 airlines (+3 order as per plan), the
company flies to over 75 destinations worldwide. The company with a huge workforce of nearly
25,000 employees has annual revenue of around US$6.1billion. Apart from providing core
passenger services, the company is also involved in providing Etihad Holiday services and
Etihad Cargo services.
HR policies and Procedures
The Human resource department of the organization plays a crucial role in the success of
the organization and to ensure its sustainability in the market (Holloway 2017). The company
always looks out for the people who can truly inspire the customers and are quite passionate
about the delivery of the best practices. The 3M workplace is believed to be the best place for the
organization here the employees especially the ones with an innovative mind are best suited.
Strategic Objectives of the organization
The strategic objective of the Etihad Airlines is to deal with international transportation
of passengers and cargo to different global destinations of the world. Apart from this the

4
MBA ASSIGNMENT
organization also adds tremendous value to the products and services that they offer. Currently
the largest competitor of the business organization is namely Emirates and Gulf Air which have
been dominating a portion of the West Asian aviation market.
Brief Opinion
The mission of the company is to achieve the highest possible growth in business and be
the best Airline in the World, connecting the globe via Abu Dhabi. The airline seeks to provide
its customers the warmth and pleasure of Arabian hospitality and make their travel a memorable
experience. The fierce competition and the struggle to overtake each other in West Asian market
is one of the most important element in the business. The huge market as well as the risks in
investing a huge amount in the market has been one of the most problematic for the organization
in recent times. Therefore a change management procedure can help improve the performance of
the business accordingly.
Recruitment and Selection Process and Strategic Recruitment Process Achievement
The recruitment and selection process of the organization can also be termed under the
HR policies and procedures of the business organization. The recruitment process of the
company is as follows;
Step 1:
Submission of the applications by fulfilling the entire criterion
Step 2:
Scrutiny of the applications against the qualification criterion and the selection of the best and
rejection of the other applications.

5
MBA ASSIGNMENT
Step 3:
The time if they are successful one would be called for the final assessment day. The interviews
and the final observations can be achieved at the same day.
The recruitment process is thus one of the most critical terms as the organization has to
be on its toes in order to ensure the success of the business accordingly. The recruitment process
has to also be in line with the strategic management process that can be useful for the success of
the business.
Workforce Demand and Supply Forecast for a new location
The workplace demand and supply forecast model has to be implemented during the
establishment of its new hub in Bahrain International Airport (Yilmaz and Flouris 2017). The
new hub at Bahrain International Airport is being established in order to challenge Gulf Air and
other competitors like Emirates in this sector of West Asia. The demand and supply forecasting
model has been the key to establish the new location. There has been a rising demand of
customers from this sector to Europe and other North American countries (Nankervis et al.
2016). The company is in plans of establishment of the new hub in order to capture the market
share of this attractive sector and ensure growth in revenue.

6
MBA ASSIGNMENT
Assignment Task 2
1. Explain the purpose and functions of HRM with specific reference to Human
Resource Management Practices at 3M. Explain and assess how these functions
assist 3M in their HR planning and resourcing, to eventually help them achieve
their core organizational objectives.
According to, Dickmann and Piacentini (2017) Human Resource Management of an
organization can be termed as a strategic and coherent approach to the management of an
organization’s most valuable assets. The most valuable assets are considered to be the people
who work for the company. The employees of the company individually and collectively
contribute to the achievement of the different types of the business objectives. The management
of the human resources is based on the efficient utilization of the employees of the organization
for the achievement of two main goals within the business enterprise (Sparrow and Otaye-Ebede
2017). The first goal of the company is to effectively make use of the different kind of talents
and the abilities of the employees to achieve the operational objectives that can be termed as the
ultimate aim of the business organization. The main purpose and task of the human resource
management is to ensure the satisfaction of the individual employee while they work for the
company and are also happy for the benefits that he receives (Crawshaw Budhwar and Davis
2017). There are certain instances when the aims of the company clashes directly with the desires
of the employees. Such cases requires special attention as because there can be cases when the
management is unable to come up with proper and effective solutions that can be helpful for both
the parties. In such crisis period the Human Resource Management is faced with the task of

7
MBA ASSIGNMENT
finding a clear and easy solution that can help in protecting the rights of the company. The
process will however, take a great deal of expertise from the part of the Human Resource
Personnel but ultimately will help in the establishment of the best solution for both the parties.
According to, Wilton (2016) the main purpose of the human resource management is to
coordinate people and bring all the ideas of the people under one umbrella in order to have a
better and productive business workforce. Apart from this the management of the HRM is also
aligned for the re-engineering of the organization processes and the management and transferring
of the different changes within the company (Brewster 2016). Like the other multinational
companies of the globe, 3M Corporation of USA has also a dedicated HRM department that
takes care of all the different kinds of the organizational procedures as stated by the management
of the company. The staffing program of the company has enabled the organization to develop a
loyal and productive workforce (Wilton 2016). A variety of programs exist within the company
that provides the organization with the perfect set up for the management of the employees as
well as the management of the company in a proper and efficient manner. The “15 percent time”
initiative created by the organization can be termed as one of such initiatives where the company
allows the employees to use apportion of their paid time to innovate their own ideas. Such
innovations have been highly successful as a number of world class global products and ideas
have been developed and marketed by 3M in this process. The following process usually helps
the company to allow the necessary freedom to the employees to innovate different ideas. The
strategic framework of the business organization provides legitimacy for the different kinds of
organizational activities and creates ownership and loyalty along with motivates creative ideas
and innovative products and services (Nankervis et al. 2016). The strategic framework of 3M has
established HR strategies that are tied to its mission, vision and values. The HR management of

8
MBA ASSIGNMENT
the company uses both employees as well as paid non employees to execute their 15 percent
program. For example the HR management of 3M uses medical experts like nurses, doctors,
physicians for carrying on the operations of their medical business. Such kind of unique and
innovative leading models clearly depicts the process by which the management of 3M
implements its HR strategies.
2. Explain different approaches to recruitment & selection, as well as employee
engagement practiced at 3M, and state the observed strengths and weaknesses of
such approaches.
The recruitment drive for 3M is one of the most important and interesting perspectives of the
business organization (Brewster Chung and Sparrow 2016). The employees are recruited and
retained on the basis of their ability to provide innovative ideas that leads to highly successful
business solutions and other discoveries. Specialized workers of the business are heavily prized
for and fought for by the management of the business organization. There are few perspectives
that determine the process of recruitment and selection in 3M. This includes salary, expertise and
most importantly innovation (Brewster Mayrhofer and Farndale 2018). There are not many
companies in the market that generally offers freedom to the employees and also pay attractive
salaries to the employees. The management of 3M allows huge freedom to the employees in
these regards and provides them with attractive salary and other monetary or other benefits that
can be helpful for their success in the business.
According to, Slavić Bjekić and Berber (2017) the management of 3M Corporation has to
focus on the strengthening of the recruitment and the selection process in order to ensure the
selection of the best employees in the market. The more the focus of the organization in hiring,

9
MBA ASSIGNMENT
the more will be the benefit of the organization. The HR management of the business
organization by means of finding, hiring and retaining the right candidates for the different kinds
of positions has to ensure the sustainability and success of the business. As the management of
the company refines the hiring process to bring on the best candidates, it becomes increasingly
self-sustaining. Apart from that the team’s commitment and an increased focus on engaging staff
throughout the employee lifecycle will lead to the building of a strong workforce for the years to
come (Ekwoab,Ikeije and Ufoma 2015). The management of 3M has to also review the needs of
the position before reaching out to the candidates and also check the performance of the tracking
metrics of the former employees who held the position to gauge the previous approach to it, as
well as the results that other employees delivered. The greater preparation in these cases will
help the organization to ensure the avoidance of any kind of misunderstandings. The
management of 3M Corporation also has a fixed screening committee to analyze the employees
and recruit them in the organization (Preenen Vergeer Kraan and Dhondt 2017). The selection is
done totally on the basis of the merit of a person. The screening committee ensures that the
candidate has a sound idea or knowledge about the organization and also an idea of the
organization according to the organization.
The observed approaches of 3M Business Corporation is quite attractive and proven in
the business market. The 15 percent program and the college campus program of 3M have huge
advantages. The program has been emulated by large scale business organizations like Google
and Hewlett Packard (Ferguson 2018). However, the absence of the skills can be a negative point
for implementing innovation in the organization. Apart from this there are times when some
ideas fail to bloom at the particular moment just because of the absence of proper technology.
This is one of the largest disadvantages of the process.

10
MBA ASSIGNMENT
3. Analyze the importance of employees’ relations in 3M organization, as well as
identify the key elements of employment legislation in the organization; discuss their
influence and impact on HRM decision making in 3M.
The management of 3M has a unique advantage of bringing in new products in the
market. The innovative 15 percent program of the company has been one of the major inventions
that has been the source for major discoveries and smart business solutions since the last few
decades. The main motto of the management of the company has been to provide the employees
with the proper and necessary benefits s they are the ones who come up with the latest innovative
ideas that can lead to unique innovations (Huang et al. 2016). The management of the
organization also has other plans to survive during the crisis period. In those particular times, the
management continues to increase their market shares by innovating and further developing new
and existing products that are important for the business to ensure success. The trust and
dedication of the employees working for 3M has been achieved only by means of extreme
innovative ideas. Some of the major areas that need to be addressed are as follows;
a. Providing the employees with challenging and meaningful work
b. Teaching basic supervisory practices
c. Involvement of different kind of stakeholders
d. Improvement in communication and collaboration
e. Teaching basic supervisory practices
f. Making the employees understand the pay and benefits scheme of the organization
g. Re-emphasizing the role of the supervisors as the people developers

11
MBA ASSIGNMENT
According to, Huang et al. (2016) the management of 3M trust is one of the key elements
that help in the creation and development of the employee relationship in between the
organization and the employees. Trust can be defined as the feeling when one can count others in
a relationship. Trust is totally dependent on relationship. The better the trust, the better will be
the chances for the company to ensure sustainability of the business organization. Trust allows
the parties in a relationship to take the necessary risks as such a situation helps both the parties to
believe in each other as they think that neither of them will be acting without any prior thinking
of the possible impact of such an action on the relationship (Jackson Kim and Schuler 2018). The
importance of employee relationship can be determined by a number of key perspectives. This
includes;
a. There are several issues are there on which individual cannot take the risks alone. There
are times when the employee misses out on important points which can be raised by
fellow workers of the company. Apart from this a process or innovation might need the
help of others or consultation with others for proper and effective implementation.
b. Work becomes quite easier when it is shared by all of the people. A healthy relation
with the fellow workers will easily reduce the load of the other people and will help in
the proper and effective productivity for the business.
c. The friendly working environment of 3M has been one of the greatest achievements of
the business. The freedom for the employees to think and innovate new ideas and
products has helped the organization to ensure healthy productivity for the business.
d. Healthy employee relation reduces the problem of absenteeism and engages employees to
work together in a better and friendly manner. The presence of healthy employee
relationship is another major positive for the following business

12
MBA ASSIGNMENT
Employment Legislation is one of the key factors to the success of the business organization.
The federal employment laws govern the major issues of the business organization. Some of the
major issues that are generally addressed by the management of 3M are;
a. Job Discrimination- The Title VII of the Civil Rights Act of 1964 prohibits the
organization from the discrimination of the employees of the organization during hiring,
firing or any pay related issues based on the race, religion, sex and origin of a particular
person.
b. Minimum Wage and Overtime- The Fair Labor Standards Act (FLSA) is the nation’s
main wage law. It sets the federal minimum wage (Jackson Kim and Schuler 2018). The
law must be followed in order to provide the minimum wage to the employees of the
organization.
c. Age Discrimination- Age Discrimination must be followed as the management must go
by the rules of the terms and guidelines of the age discrimination act.
d. Diversity in work place- Workplace diversity is another major area that has been
addressed by the business organization. Workplace diversity must be maintained to
support culture and good values.
4. Illustrate at least two, or more specific examples of HRM practices followed by 3M,
and provide a rationale of their application in the organization’s work environment.
Different reports related to the business enterprise and Human Resource Management of
the business organizations has suggested that there has been a radical shift in the employer/work
relationship in the recent times. There has also been a change in the concept of the employment.
The more the changes, the more will be the innovation that will ultimately lead to the
sustainability of the business organization. The changing concept of employment has also led to

13
MBA ASSIGNMENT
the appointment of more skilled and efficient workers who can be utilized in the best possible
manner to ensure the sustainability and success of the business organization (Jackson Kim and
Schuler 2018). According to the management of the business organization the company has been
adapting to the different changes of the market in its own possible manner. The first and
foremost step that the company has been doing is fitting the contract workers into better role than
the others. There are certain specific posts and positions that requires huge amount of expertise
and specific knowledge. Though the management of the company heavily relies on internal
expertise and skills in areas like sales and technical service solution, the areas like health care
and safety business of the organization is managed by external or hired employees who are not
the full time workers of the organization.
Apart from such a perspective the organization also ensures the healthy mix of contract as
well as non-contract workers. The full time employees generally communicate the organizational
goals of the business along with the culture, ethics, branding and values of the business
organization. The values of the business organization are one of the key factors to the success of
the business organization. Employees tend to provide the strong core that generally perpetuates
culture and brand of the business organization (Jackson Kim and Schuler 2018). The
organization also uses the contracted workers as a mechanism to screen the talent of the
employees. The management of the business is interested in hiring the best talents both for the
internal as well as the external processes of the organization. Another important program of the
organization that has earned huge reputation in the last few days include the likes of the Campus
connect program which has been an integral part of the recruitment of new talents across the
globe. The most important concept of 3M has been the implementation of the 15 percent
concept, which has been a hit not only in 3M but also in the other business organizations.

14
MBA ASSIGNMENT
Assignment Task 3
1. Introduction to the background of change.
Change management can be defined as the concept that the management of the business
organizations implement in order to deal systematically with the changes (Shiri Anvari and
Soltani 2015). The term change management is a word that is used in most of the business
organizations. It can be best defined as the set of processes employed to ensure that the
considerable changes are implemented in a systematic, controlled and proper fashion in order to
bring in large changes within the business organizations. The time when the change management
is implemented in the business organization, there are 5 main principles that need to be taken
care of. This includes the likes of;
a. Different kinds of people in an organization reacts differently to change
b. Fears are to be dealt with in a professional manner
c. Fundamental needs of the employees must be taken care of
d. There are times when change can bring loss to the organization, the loss has to be
accepted and the people have to pass through the loss curve
The organizational change management considers both the tools that are used by the
managers and the processes. The management of the organizations always expects least
resistance from the employees during the process of change; however the absence of proper
process must be implemented to ensure success (Hayes 2018). However, the presence of a
structured approach to ensure the smooth transition of one behavior to the other is as smooth as
possible. The management has a huge responsibility to identify the behaviors of the different
people and implement the change management accordingly. The management must also ensure

15
MBA ASSIGNMENT
to assess the reaction of employees to the implemented change and try to understand their
reaction to the situation in a proper and effective manner. It is the job of the management to
completely support their workers through the process of change (Bligh 2016). Finally the
management should help employees to accept these changes and help them to adjust well and
effectively once the changes are implemented.
2. Examine the role of a leader in your chosen organization by discussing the
situational leadership functions done by the manager.
The management of Etihad Airways has been stressing on the need for effective
leadership as they believe that effective leadership is highly essential for the business. The
presence of an effective leadership in the organization can help the leaders to communicate the
messages of the company, delegate the works of the organization and also motivate he
employees of the organization (Demirtas et al. 2017). All these functions are important for the
success of the business. The management of the Airlines Company can employ a manager who
uses the situational leadership model and bring in changes according to the needs of the
employee. Leaders are role models who influence culture, values, thoughts and actions of the
organization and its people. The style of the leadership practiced by the supervisors and the
managers in Etihad Airways influences the performance and productivity of the employees at the
workplace. There are certain perspectives that need to be considered by the business organization
to ensure the success of the leadership change in the organization (Demirtas et al. 2017).
1. Development Level of the Employee- The situational leaders generally adjusts the
leadership style according to the behavior and skill level of the employees in the business

16
MBA ASSIGNMENT
organization. The developmental level of the employee depends on the skills and the
motivation of the employees.
2. Motivation- The management of Etihad Airways has plans to train the managers and the
supervisors in such a manner, so that it can provide the right support for the employees
based on the needs that can provide a motivating environment (Grote 2016). The
coaching and support from the management of the airways is necessary to ensure the
right steps needed for the success of the business organization.
3. Employee Retention- The presence of high morale and motivation is essential for the
success of the business organization. The high morale and motivation can help to increase
the productivity of the organization and ensure the success of the business. Employee
turnover has a high cost for the business organizations to recruit employees and to hire
and train them. The presence of a proper training activity on the other hand can ensure
high productivity for the business organization.
4. Productivity- A motivating and supportive work environment is utmost necessary to
increase the productivity of the business organization. The major duty of the manager and
supervisor of the business organization is to ensure the increase of business productivity.
The situational leadership approach can build morale among the employees and help to
create a productive business environment.
The situational leadership has all the more relevance when the teams in the business
organizations come together and work closely across the different functions and locations of the
business. The involvement and motivation of the workforce in such cases is utmost essential as it
helps to ensure the success of the organization accordingly (Grote 2016). The leader has to
provide a clear vision to the organization that includes the like of the changes that are rapid and

17
MBA ASSIGNMENT
have to be implemented in a fast manner to implement the action of the changes. The time when
the change starts settling in and people adopt it, the style can become participating, where the
people get an opportunity to partner in the change and take it ahead. The last change would then
become delegating when the change can now be carried on by the others. The ultimate aim of
any leader is to smoothly arrive at a stage where he/she can easily delegate tasks without
worrying about its completion or effectiveness. Therefore leadership style is one of the most
highly essential elements in the success of the business (Akdoğan Arslan and Demirtaş 2016).
The implementation of a situational leadership style can be effective in the presence of well
trained and groomed leaders. The ultimate aim of the leader in Etihad Airways is to manage the
employees and make them align with the goals of the company.
3. Explain any two change management models and evaluate the relevance of these
models to your chosen organizations in the current economy. Analyze and evaluate
the various approaches and theories of leadership including situational leadership,
systems leadership and contingency theory in the given change environment and
how will these support the successful implementation of the mentioned change. Also
devise the appropriate measures to monitor the implementation and progress
There are different kinds of Chang Management Models that are generally accepted by
the business organization (Cummings Bridgman and Brown 2016). The implementation of the
different change management models in the business is essential for the effective changes in the
organization. Two of the most used models by the organization are namely;
 Lewin’s Change Management Model McKinsey’s 7S Model

18
MBA ASSIGNMENT
Both the models have their own relevance in Etihad Airways. The explanation of both these
models and the way they are implemented can help the organization to ensure the success of the
business accordingly. Lewin’s Change Management Model is one of the most popular as well as
effective models that is used by the organizations for a structural change. The model which was
designed by Kurt Lewis in 1950 holds great value to the management of the organizations even
now. The change in Lewin’s model has been evaluated by description of a block of ice. The three
different steps in the change model are as follows;
 Unfreeze- The very first stage of the change process where the preparation for the
change has to be taken place. This states that at this particular stage the organization
has to get prepared or the change and the change that will be undertaken is absolutely
needed. The particular phase is important as because this is the stage when the
process of change will face huge resistance. The following change stage is important
for breaking the status quo of the organization. The major task of the management of
any organization is to make the employees understand the actual need for the changes
and also to explain on how the change can bring in new profits and development. The
following step also involves the organization to examine its core and analyze it
accordingly.
 Change- Change process is the stage where the actual transmission takes place. The
process takes some time to happen as the people usually spend time to embrace new
kind of happenings, development and different changes. At the following stage good
leadership and reassurance is important because the following aspects not only lead to
steer forward in the right direction but also helps the changes in the process easier for

19
MBA ASSIGNMENT
the staff or the individuals who are generally involved in the following process.
Communication and time are thus key to the stage.
 Refreeze- The change must be accepted, embraced and implemented by the people in
order to make the company stable. The following stage of acceptation and successful
integration of the change process is termed as refreeze. This is the particular time
when the staff and the management of the organization must coordinate with each
other in order to achieve all the goals of the organization. At this particular time the
staff and processes begin to refreeze, and things start going back to their normal pace
and routine. This step requires the help of the people to make sure changes are used
all the time and implemented even after the objective has been achieved. Now with a
sense of stability, employees get comfortable and confident of the acquired changes.
The Change management model of Lewin can be ideally used by the business in order to
ensure the success of the organization. The strategic goals of the organization to achieve the
highest market share can be implemented by means of the implementation of a proper training
program for the managers and the supervisors (Hussain et al. 2018). The presence of a proper
training program will help the managers and the supervisors of the organization to steer towards
the common goal of achieving a great growth and surpassing all the other airlines in the aviation
market of West Asia (Bakari et al. 2017). The management will have to make the managers
understand the need for the training program to the managers and will then have to implement
the program and make all the arrangements that will lead to the stability of the business as well
as its growth.
The McKinsey’s 7S Model on the other hand can also act as one of the best change
management models to implement the necessary changes in the business . The model is one of

20
MBA ASSIGNMENT
the very few among all the other change management models that has been able to persist in the
market even when other models were termed as outdated in nature (Hayes 2018). The model has
seven different stages. The stages are as follows;
 Strategy- Strategy is the plan to achieve the goals of the company by means of getting
past the competition. This is the first step of change and involves the development of a
step by step procedure or future plan.
 Structure- The division of the business organization according to the necessary change
management model is the second step.
 Systems- In order to get a task done, the way in which the day-to-day activities are
performed is what this stage is related to.
 Shared values – Shared values refer to the core or main values of an organization
according to which it runs or works.
 Style – The manner in which the changes and leadership are adopted or implemented is
known as ‘style’.
 Staff – The staff refers to the workforce or employees and their working capabilities.
 Skills – The competencies as well as other skills possessed by the employees working in
the organization.
The change management model of McKinsey is extremely useful for Etihad Airways.
The involvement of the staffs along with the skills of the business is necessary to promote the
shared values of the organization (Ravanfar 2015). The implementation of the strategy of the
business by means of a scientific system can be the best for the business organization (Shiri
Anvari and Soltani 2015).

21
MBA ASSIGNMENT
4. Conclusions and recommendations.
The change management models of the company have to be directed through difficult times
in order to apply the change management in a proper and efficient manner. Etihad Airways
happens to be the one of the largest Airlines in West Asia and thus the company has to ensure to
implement the right models in order to ensure the change in the business. The management of the
company must resist itself from taking untimely and inappropriate decisions that can be sensitive
and have an impact in the future business of the airlines. The aims of the business are to ensure
the implementation of the change management in the proper and effective manner to enable the
success of the business organization. The implementation of the new strategies and the programs
within the company through the means of a marketing communication is done to create a better
image for the business organization. Also, the current management realizes the need of
leadership and entrepreneurial competence which could wipe out all the problems from the
company. For the company to fully run again on the track of success the management should
identify the problems existing within the company. They should try to resolve the issues and
come up with effective change management programs that can again benefit the company. The
management of the company has to ensure the implementation of the change management in the
perfect time in order to ensure maximum success for the business. The change management
framework has to be led through an agile approach to ensure the best results. During the process
of change management, the leaders of the organization will have to ensure the delivery of;
 A communication plan
 A roadmap for the stakeholders
 Training and coaching plans
 A methodology for the management of resistance to change

22
MBA ASSIGNMENT
The final phase of the effective change management is the reinforcement of the new
processes, practices as well as procedures. Apart from all these the business organizations has to
implement different kinds of corrective measures in order to be introduced to ensure that new
ways of doing things are maintained and built upon. The organization has to ensure the change
management framework fit accordingly to ensure success of the business organization. The
management of the business organization has to empower the employees according to the
business procedures to ensure the success of the business organization according to the
organizational guidelines. The change management framework helps to solidify the aims and
objectives of the change, as well as engage the stakeholders on the way to be successful and
profitable change process, no matter how big or small the scope of the change management
project.
Some of the recommendations for Etihad Airways to implement the change management
model are as follows;
a. Needed a Systematic and proactive approach- If the change is not implemented correctly,
the results can range from being inconvenient to disastrous, such as inefficiencies,
duplicate efforts and lots of business opportunities. The management of the company has
to manage the change in an effective manner to gain distinct advantages over other
competition that can lead to greater success. The companies can gain distinct advantages
over the other rivals in the market.
b. Overcoming Resistance- Employee resistance will be a natural process and the company
has to overcome the resistance by means of engaging employees and implementing the
change management in a proper and effective manner.

23
MBA ASSIGNMENT
c. Better Communication- A better communication model is helpful for the employees to
ensure the success of the organization in the business. The better the communication, the
better will be the organizational development which can lead to the success of the change
management process.
d. Foundation for success- Although implementing organizational change is complicated
and complex, it does not have to negatively affects your company’s performance. The
management can minimize the disruption to your organization by beginning the planning
and communication process early to build the foundation for a successful
implementation.

24
MBA ASSIGNMENT
References
3m.com. (2019). About 3M | 3M United States. [online] Available at:
https://www.3m.com/3M/en_US/company-us/about-3m/ [Accessed 19 Apr. 2019].
Akdoğan, A.A., Arslan, A. and Demirtaş, Ö., 2016. A strategic influence of corporate social
responsibility on meaningful work and organizational identification, via perceptions of ethical
leadership. Procedia-Social and Behavioral Sciences, 235, pp.259-268.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Bakari, H., Hunjra, A.I. and Niazi, G.S.K., 2017. How does authentic leadership influence
planned organizational change? The role of employees’ perceptions: Integration of Theory of
Planned Behavior and Lewin's three step model. Journal of Change Management, 17(2), pp.155-
187.
Bligh, M.C., 2016. Introduction: Exploring compelling contexts through paradox, tension, and
new approaches to leadership. In Leadership lessons from compelling contexts (pp. 1-27).
Emerald Group Publishing Limited.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.

25
MBA ASSIGNMENT
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: Strategic
and international perspectives. Sage.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-60.
Demirtas, O., Hannah, S.T., Gok, K., Arslan, A. and Capar, N., 2017. The moderated influence
of ethical leadership, via meaningful work, on followers’ engagement, organizational
identification, and envy. Journal of Business Ethics, 145(1), pp.183-199.
Dickmann, M. and Piacentini, A., 2017. Programme management and compliance: the backbone
of a successful Global Mobility Function?.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Ferguson, M.A., 2018. Building theory in public relations: Interorganizational relationships as a
public relations paradigm. Journal of Public Relations Research, 30(4), pp.164-178.
Flouris, T.G. and Oswald, S.L., 2016. Designing and executing strategy in aviation management.
Routledge.
Grote, G., 2016. Leading high-risk teams in aviation. In Leadership lessons from compelling
contexts (pp. 189-208). Emerald Group Publishing Limited.
Hayes, J., 2018. The theory and practice of change management. Palgrave.

26
MBA ASSIGNMENT
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Holloway, S., 2017. Airlines: Managing to make money. Routledge.
Huang, L.C., Ahlstrom, D., Lee, A.Y.P., Chen, S.Y. and Hsieh, M.J., 2016. High performance
work systems, employee well-being, and job involvement: An empirical study. Personnel
Review, 45(2), pp.296-314.
Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. Kurt Lewin's
change model: A critical review of the role of leadership and employee involvement in
organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.
Jackson, S.E., Kim, A. and Schuler, R.S., 2018. 20. HRM practice and scholarship in North
America. Handbook of Research on Comparative Human Resource Management, p.373.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Preenen, P.T., Vergeer, R., Kraan, K. and Dhondt, S., 2017. Labour productivity and innovation
performance: The importance of internal labour flexibility practices. Economic and Industrial
Democracy, 38(2), pp.271-293.
Ravanfar, M.M., 2015. Analyzing Organizational Structure based on 7s model of
McKinsey. Global Journal of Management And Business Research.

27
MBA ASSIGNMENT
Shiri, S., Anvari, A. and Soltani, H., 2015. Identifying and prioritizing of readiness factors for
implementing ERP based on agility (extension of McKinsey 7S model). European Online
Journal of Natural and Social Sciences: Proceedings, 4(1 (s)), pp.pp-56.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management, 22(3), pp.36-43.
Sparrow, P. and Otaye-Ebede, L., 2017. 10 HRM and productivity. A Research Agenda for
Human Resource Management, p.163.
Wilton, N., 2016. An introduction to human resource management. Sage.
Yilmaz, A.K. and Flouris, T., 2017. Linkages between risk and human resources management in
aviation: An empirical investigation and the way forward in selection of ideal airport manager.
In Corporate risk management for international business (pp. 141-151). Springer, Singapore.