Managing People in Aviation: Employee Turnover Report Analysis

This report examines the critical issue of employee turnover within the aviation industry, analyzing its causes and impacts. The report delves into factors such as lack of growth opportunities, demanding work environments, and conflicts, which contribute to employee attrition. It explores the consequences of high turnover rates, including decreased profitability and employee morale. Furthermore, the report offers practical strategies to improve employee motivation and retention. These strategies include bolstering employee engagement, addressing personal needs through flexible work arrangements, providing fair compensation, and implementing Maslow's Hierarchy of Needs to address employee needs. The report highlights the importance of providing opportunities for professional development and creating a positive work-life balance, using British Airways as a case study. The conclusion emphasizes the need for aviation companies to implement these strategies to increase profitability and competitive advantage. References include academic papers and industry sources.

Running head: MANAGEMENT
Management
Name of the Student
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Executive Summary
The report has helped in examining the various aspects that leads to turnover among the
different employees in the aviation industry. In the complex business environment, there are
different issues such as conflicts or lack of growth related opportunities which has led to the
attrition among employees and it has affected their morale. However, there is inclusion of
various strategies which have been identified that helped in improving the growth of
employees in the companies. With the help of the Maslow’s Hierarchy Theory, it can be seen
that basic needs of employees are required to be identified and analyzed that can be suitable
for growth of employees.

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Table of Contents
1.0 Introduction..........................................................................................................................3
2.0 Analysis of Reasons of High Turnover in Aviation Industry..............................................3
3.0 Analysis of Realistic Processes to Improve Motivation of Business’s Workforce..............5
4.0 Conclusion............................................................................................................................9
References................................................................................................................................10

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1.0 Introduction
In current scenario of business environment, it has been noticed that Employee
Turnover has become a common issue that is disturbing the development of the companies
undesirably. The different people join and leave companies which is not new and the main
reasons include lack of growth or progression, being overworked or there are different other
better opportunities which are available to them which is efficient in improving the job lives
of the individuals suitably. The main aim and purpose of the report is to understand different
reasons of the turnover or attrition of the employees in the aviation industry along with
suggesting the different strategies and solutions to reduce the respective issue and become
competitive in nature.
2.0 Analysis of Reasons of High Turnover in Aviation Industry
In the present scenario of the business environment which is complex, there is high
level of attrition among the different employees in the aviation industry such as flight
attendants or the pilots. As commented by Sun and Wang (2017), the expanding usage of
flights or escalating the costs of flights along with growing focus on the different quality of
the flights have been able to increase the demand for the flight attendant jobs and it helps in
creating great opportunities of employment for them.
According to Reina et al. (2018), the increase in the economic pressures, the
different airline companies continue to demand that one single person needs to perform the
job of two or more individuals which distresses the morale of the employees and it creates
pressure on them in continuing such tiresome work. By asking the different workers to
choose between their personal life and work life, it has led to the extra turnover among them

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leading to the downfall of the profitability of the company negatively and leads to conflicts
among employees and employers.
For instance- In Virgin Airlines, there was a huge conflict between the management
and pilots of the airlines which led to decline in the profitability of the company. The main
reason for the conflict was that management of Virgin Atlantic did not agree to the hike in
salary and other benefits which were demanded by the employees (Financial Times.com
2019).
Figure 1: Turnover Rate Among Employees in Transportation Industry
(Source: Cloutier et al. 2015)
Furthermore, as commented by Pereira, Malik and Sharma (2016), the proper and
suitable opportunity for development as well as growth are essential for retaining the
different employees successfully. In the different airline industry, it has been noticed that the
employees are feeling trapped in dead-end related position, in such scenario, they try to look
for changes which will be suitable for providing them with chance for improving the income
and status. Additionally, as opined by Cloutier et al. (2015), there are introduction of different
airline companies in the market that can be providing the appropriate scope for showing their
skills and the income is better.

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Figure 2: Employee Turnover Rate at Aviation Industry
(Source: Cho et al. 2017)
From the different surveys, it can be identified that the rate of turnover of employees
in the Airline industry has increased and touched to more than $1.5 lakh crore in the year
2015-2016. From the respective graph, it can be seen that there has been increase of turnover
among employees in which it can be identified that in 2016, there has been more than 29.9
billion euros that influenced growth of the aviation industry negatively. From the year 2015,
the percentage has lessened to a certain extent, however, the condition of the entire airline
industry is still the same and the management of the companies need to undertake certain
changes which will be suitable for improving their position in the business environment
which is competitive.

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3.0 Analysis of Realistic Processes to Improve Motivation of Business’s Workforce
In managing the respective turnover issues in the Aviation Industry, different
strategies which can be adopted by the different airline companies for cultivating the morale
of employees and increase the efficiency of the company in an appropriate manner.
As opined by Aldrich and Wiedenmayer (2019), there should be bolstering of the
engagement among the different employees wherein the different employees need societal
communication as well as rewarding type of working environment. The proper respect as
well as recognition for the flight attendants and the pilots from their managers along with
challenging position with the room to learn as well as move up. Additionally, as opined by Al
Mamun and Hasan (2017), the management of the company needs to pay proper attention to
the different personal needs and offer high level of flexibility wherein they can. It can be
inclusive of compressed schedules or the backup day care solutions can be suitable for
increasing loyalty among the staffs which will worth the effort.
As opined by Aguenza and Som (2018), there are different scenarios in the business
environment, it can be seen that while money is not always the primary reason for the high
level of turnover among employees, in such scenarios, the different employees should be
paid with fair wages which will be increasing in par with professional development. In
performing the respective aspect, it will be suitable in ensuring that the different employees
do not start searching for better offer elsewhere. As commented in the Maslow’s Hierarchy
Theory, there are few basic needs which needs to be implemented in the workplace as it will
be suitable for engaging the employees.

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Figure 3: Maslow’s Hierarchy of Needs
(Source: Cho et al. 2017)
As per the respective theory, the different people have needs which must be satisfied
and, in such scenario, Maslow have used the pyramid which helps in describing along with
categorizing the needs. The physiological needs such as proper working conditions are
required to be incorporated in the companies in aviation industry which will be suitable for
engaging employees and improving their morale. Job security is the other aspect which
should be followed in aviation industry as it will be beneficial in growth of employees which
can enhance the productivity of the companies.
Moreover, as commented by Maslow, the social needs such as the creation of sense of
belongingness is the other aspect which should be adopted by the different airline companies
as it will be suitable for securing the building and improves the morale of employees in
managing the different job-related aspects. The self-esteem is the other aspect in which the
recognition and confidence are the two key elements that should be managed by the
employees as it can be suitable for making them more engaged and productive. Lastly, as

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commented by Cho et al. (2017), the self-actualization helps in translating to maximizing
potential of the individuals which will make the employees feel trusted and empowered.
For instance- From the respective theory of Maslow, it can be seen that there should
be proper motivation is needed for different employees working in the companies as it
improves morale of employees. In the case of British Airways, the management of the
company tries to satisfy the different needs of employees as the satisfied employees will be
able to meet the demands of clients and improve their experience (Marketing Week.com
2019). British Airways employees are being recognized and they are being supported and
authority is provided to them which helps them in performing well. British Airways have
encouraged flexibility and provide a proper work life balance which is suitable for them in
providing the nice environment. Due to the such kind of changes in the work environment, it
has reduced the turnover among employees and increased the growth and profitability of the
company.
In addition, as opined by Lee et al. (2017), the extra opportunities related to
employment along with increasing pay are the two major aspects which leads to the high
turnover rate among the employees working with airline industry. There can be inclusion of
training and development related programs which can be suitable for the growth wherein they
will be having the opportunity to utilize their skills and talents for the future advancements.
There can be introduction of on-the job and off-the job training aspects which can be
effective in establishment of the long as well as rewarding career.
From the analysis of the different strategies, the proper job satisfaction is the key
element which will be suitable for improving the growth prospects of the company and will
be playing a vital role in reduction of rate of turnover among the employees (Employee
Benefits.co.uk 2019). From the analysis of the instance of British Airways, it can be seen that

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the growth prospects and the proper work-life balance are the two key elements which should
be followed by the companies for increasing the profitability of the business and increase
competitive advantage in the business environment which is competitive. As commented by
Cloutier et al. (2015), the motivation is the most crucial element for creating significant
impact on the work given with limited budgets and it will be encouraging the employees to
perform the different tasks in an efficient and effective manner.
4.0 Conclusion
Therefore, it can be concluded that in the past few years, due to the high level of
imbalance in work-life, it has been a huge disadvantage for the different aviation companies
to retain the employees. The lack of growth opportunities and less pay are the different
elements which has affected the growth of the employees negatively and it affected the
productivity of the companies. In such scenarios, there can be introduction of the different
kinds of strategies such as proper rewards and pay as well as meeting the basic needs that
plays a vital role in improving the role of the employees and it helps them in meeting the
objectives successfully.

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References
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. IJAME.
Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound
retention strategies in business organization: A conceptual view. Problems and Perspectives
in Management, 15(1), pp.63-71.
Aldrich, H.E. and Wiedenmayer, G., 2019. From traits to rates: An ecological perspective on
organizational foundings. In Seminal Ideas for the Next Twenty-Five Years of Advances(pp.
61-97). Emerald Publishing Limited.
Cho, Y.N., Rutherford, B.N., Friend, S.B., Hamwi, G.A. and Park, J., 2017. The role of
emotions on frontline employee turnover intentions. Journal of Marketing Theory and
Practice, 25(1), pp.57-68.
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability &
Ethics, 12(2).
Employee Benefits.co.uk 2019 British Airways gives staff allotment (online) Retrieved from
https://www.employeebenefits.co.uk/issues/august-online-2015/british-airways-gives-staff-
allotment/ [Accessed on 26th August 2019]
Financial Times.com 2019 Virgin Atlantic faces threat of pilot strike (online) Retrieved from
https://www.ft.com/content/abf5d6e4-e366-11e8-a6e5-792428919cee [Accessed on 26th
August 2019]

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Lee, T.W., Hom, P.W., Eberly, M.B., Junchao (Jason) Li and Mitchell, T.R., 2017. On the
next decade of research in voluntary employee turnover. Academy of Management
Perspectives, 31(3), pp.201-221.
Marketing Week.com 2019 BA readies staff morale boosting campaigns (online) Retrieved
from https://www.marketingweek.com/ba-readies-staff-morale-boosting-campaigns/
[Accessed on 26th August 2019]
Pereira, V., Malik, A. and Sharma, K., 2016. Colliding Employer‐Employee Perspectives of
Employee Turnover: Evidence from a Born‐Global Industry. Thunderbird International
Business Review, 58(6), pp.601-615.
Reina, C.S., Rogers, K.M., Peterson, S.J., Byron, K. and Hom, P.W., 2018. Quitting the boss?
The role of manager influence tactics and employee emotional engagement in voluntary
turnover. Journal of leadership & organizational studies, 25(1), pp.5-18.
Sun, R. and Wang, W., 2017. Transformational leadership, employee turnover intention, and
actual voluntary turnover in public organizations. Public Management Review, 19(8),
pp.1124-1141.