Initiatives for Performance, Culture, and Engagement in Qantas Airways
Verified
Added on  2023/01/17
|10
|2193
|68
AI Summary
This report analyzes the performance, culture, and engagement initiatives implemented by Qantas Airways and provides recommendations for improvement.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running head: PEOPLE AND ORGANIZATION MANAGEMENT PEOPLE AND ORGANIZATION MANAGEMENT Name of the Student Name of the University Author Note
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
1PEOPLE AND ORGANIZATION MANAGEMENT Table of Contents Introduction....................................................................................................................2 Performance-related initiatives......................................................................................2 Culture-related initiatives...............................................................................................3 Engagement-related initiatives.......................................................................................4 Recommendations..........................................................................................................5 Conclusion......................................................................................................................6 References......................................................................................................................7
2PEOPLE AND ORGANIZATION MANAGEMENT Introduction Qantas Airways is an Australian airlines organization that has developed its position of largest airlines based on the fleet size, international destinations and international flights. Qantas is also the third oldest airlines organization in the world after Avianca and KLM. The organization was established in the year 1920 and the operations of international flights had started their operations in 1935 (Qantas.com 2019). Qantas Airways has its base in Sydney and the main hub of the organization is located at the Sydney Airport. Qantas has gained 65% share in the domestic market in the year 2014. The report will be based on the analysis of different types of initiatives that have been implemented by Qantas Airways in improvement of employee performance, developing the culture of the organization and increasing levels of employee engagement (Qantas.com 2019). The ways by which these initiatives have been able to provide benefits to the organization will also be analysed and discussed in the report. Recommendations will be provided based on improvements that can be made in the initiatives that have already been implemented in different organizational aspects. Performance-related initiatives Qantas had faced major challengesin the year 2012 based on high levelsof competition from the international and domestic airlines based organizations. The increase in levels of competition is considered to be an important factor that is able to affect wide- reaching strategy developed by Qantas Airways. The feedback offered by customers and levels of engagement are considered to be important factors that have influenced the operations of Qantas. The strategy that has been implemented by Qantas Airways is based on development of strategy and collaboration with different parts of the organization (Ahammad et al. 2016).
3PEOPLE AND ORGANIZATION MANAGEMENT The initiatives that have been developed by Qantas are also based on the people and customers of the organization. The performance based initiative that has been implemented by Qantas Airways is related to the development of visible leadership and high levels of transparency within the organization. The visible leadership qualities are considered to be effective for the ways by which employees are able to depict the best levels of their performances in the organization (Alvesson and Sveningsson 2015). The leadership has been developed in such a manner that is able to impact the work process of the employees and their productivity levels as well. The transparency of leadership is considered to be an important factor that can affect the operations of organizations in the highly competitive environment. The short term and long term related strategies that have been developed by the organization are also considered to be important factors that are influenced by the ways by which leadership is developed (Gambi et al. 2015). The targets and objectives that are set by the organization can also be achieved with the help of proper leadershipactivitiesthatareperformedbythemembersofthemanagement.The collaboration between the employees and leaders is considered to be an important factor that is able to affect the performance levels (Hartnell et al. 2016). Culture-related initiatives The diversity of experience and thoughts is considered to be an important part of the culture that has been developed by the organization. The inclusive culture of the organization has provided major levels of contribution to the success of Qantas Airways in the airlines industry. The major objective of the organizational operations of Qantas Airways is related to the ways by which better business outcomes can be achieved with proper improvement of people experience. The accountability levels based on diversity and inclusion are related to the effective operations of Qantas Airways (Körner et al. 2015).
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
4PEOPLE AND ORGANIZATION MANAGEMENT The major culture initiative that is implemented by Qantas Airways is thereby based on effective inclusion and diversity related activities. The inclusive environment is able to provide an effective experience to people and also support to them to reach the highest potential. The diversity in Qantas is based on the methods of working, enhancing the talent pool and ensuring high levels of diversity as well. External leadership is also able to influence the levels of diversity and inclusion in the airlines industry (Laforet 2016). The Indigenous Australians are also supported in a huge manner by the diversity levels that have been developed in Qantas. The solid foundation of diversity and inclusion that has been formed by Qantas is related to the ways by which focus can be increased on better self-reflection. The major focus areas that are based on the diversity levels developed in an organization mainly include, gender balance, life stages and ages, LGBTI, accessibility, indigenous and cultural diversity (Leal-RodrĂguez et al. 2015). The organization has been able to implement high levels of inclusion in the operations with the support that is provided by different types of employees. The organization has been highly successful in the ways by which the relationships have been developed between the employees who belong to different cultural backgrounds and the leaders (Martinez et al. 2015). Engagement-related initiatives The airlines organizations are able to rely on the supply chains and tasks that come together at a right time in order to deliver safe and reliable services to the customers. The people or employees of the organization play a major role in the ways by which the high levels of investments made by Qantas on training, leadership and engagement can be made effective. Qantas Group has implemented engagement based surveys that are based on the
5PEOPLE AND ORGANIZATION MANAGEMENT ways by which the services provided by employees and their commitment levels can be measured (Peretz, Levi and Fried 2015). The surveys have been able to depict that the employees have provided major levels of contribution to the effective achievement of the goals and objectives that are set by the organization. The major engagement based initiative that has been implemented by Qantas Airways is the pilot training program that is able to the drive the renewal of different career based opportunities. The training that has been provided to the employees in pilot academy is based on the ways by which the organization is able to offer a future talent based pipeline (Rofcanin, Las Heras and Bakker 2017). The academies have the opportunity to train to more 500 employees per years and develop future talent for the organization. Qantas Group is also able to support the industry effectively with the help of proper supply of the employees. Female pilots have been included in the training process that has been developed by Qantas Airways in the airlines industry. Thisisabletoplayamajorroleinthedevelopmentofanengagedworkforce (Valmohammadi and Ahmadi 2015). Recommendations The recommendations that can be provided to Qantas Airways based on the initiatives that the company has taken based on three major business aspects are as follows, Performance related initiatives – The recommendation that can be provided to Qantas Airways based on the improvement of performance of employees is based on the ways by which collaboration between managers and employees can be considered. The performance levels of employees can be increased effectively with the help of proper consideration of the ideas that are provided
6PEOPLE AND ORGANIZATION MANAGEMENT by employees. The employee related issues that have been faced by Qantas can be solved by involving them in the organizational processes. Culture related initiatives – The improvement of culture related initiatives that have been implemented by Qantas Airways is based on the training that can be provided to the employees. The training will be mainly based on the ways by which the employees are able to work in a diverse environment and implement the ideas in order to solve different organizational issues. Diversity based training is highly important for proper improvement of the culture that is developed within an organization. Engagement related initiatives – The development on online communication based channel is an important factor that is able to affect the ways by which employees can collaborate with the leaders. Online communication is fast and the leaders are able to reach the employees as well. This will be able to play a majorroleinthewaysbywhichdifferentorganizationalissuesand requirements can be communicated to the employees. The leaders are also able to develop an effective communication system that can help in increasing the levels of employee engagement and their levels of productivity levels as well. Conclusion The report can be concluded by stating that the different initiatives that have been taken by Qantas Airways are quite effective for the operations of the organization. However, the company has faced some issues based on employee relations and services. These issues can be effectively solved with the help of proper improvement of the initiatives that have already been implemented. The recommendations that have been offered in the report are able to affect the ways by which Qantas Airways can maintain its operations in the industry.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
7PEOPLE AND ORGANIZATION MANAGEMENT The competitiveness of airlines industry can be faced by Qantas Airways can also be mitigated with the help of highly engaged employees and satisfied customers.
9PEOPLE AND ORGANIZATION MANAGEMENT Martinez, E.A., Beaulieu, N., Gibbons, R., Pronovost, P. and Wang, T., 2015. Organizational culture and performance.American Economic Review,105(5), pp.331-35. Peretz, H., Levi, A. and Fried, Y., 2015. Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), pp.875-903. Qantas.com 2019.Fly with one of the world’s most experienced airlines | Qantas IN. [online] Qantas.com. Available at: https://www.qantas.com/in/en.html [Accessed 12 Apr. 2019]. Rofcanin, Y., Las Heras, M. and Bakker, A.B., 2017. Family supportive supervisor behaviors andorganizationalculture:Effectsonworkengagementandperformance.Journalof occupational health psychology,22(2), p.207. Valmohammadi, C. and Ahmadi, M., 2015. The impact of knowledge management practices onorganizationalperformance:Abalancedscorecardapproach.JournalofEnterprise Information Management,28(1), pp.131-159.