Question

After reading the Case Complete Overhaul for Malaysia Airlines, following questions are supposed to be answered by all the members of your group BRAINSTORMING is required which you can do during your class schedule for HR or anytime convenient to all the members of your group. One can lead the group simply to collate the insights and/or synthesize though all the members are welcome to help in doing this.

 

Questions:

If you are an employee of Malaysia Airlines terminated and not offered re-employment, how would you view the quality of the organization-individual relationship at the airline and what would you do subsequently? What if you are terminated but offered re-employment? Please be specific and justify your answers.

What opportunities and challenges does management face when it tries to forge a winning organization-individual relationship at the airline in the next three years? What should management do to capitalize on the opportunities and address the challenges to ensure that a winning organization-individual relationship can be realized? Please be specific and justify your answers.

Answer 1

 

* If the Malaysia Airlines terminated and does not offer re-employment, then firstly, there should be a valid reason for termination. If they are not able to provide a valid reason for the same, then it will be considered that the organization-individual relationship is not good and needs to be addressed. Subsequently, as an employee, I would ask for a re-employment opportunity or ask for a training programme or a counselling programme to help find a job.

* If I am terminated but offered re-employment, then I would view that the organization - individual relationship is strong. The organization considers its employees as an important part. The degree of their identification within the organization depends on the nature and intensity of the motives for participating in them.

* The challenges faced by the management when it tries to forge a winning organization-individual relationship at the airline in the next three years will be-worker engagement and retention. It is because the new employees will sooner or later come to know about the sudden termination of employees in the past. It will always maintain a fear in the minds of the employees. Therefore, they will switch to some other job as soon as they find a better and more reliable one.

* The opportunities will be fewer in this case like-workforce diversity and a chance to build strong employee-organization relationships.

* Management to capitalize on the opportunities and address the challenges for a winning organization-individual relationship can be realized by-

• Ensuring employees' participation in the management of the company.
• Better policy formulation for existng and new employees.
• Softer termination policies
• Employee grievance redressal
• Employee training programmes and job rotation to ensure better performance.