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Union did not accept management ideas as they found workers on the receiving end and humiliated in spite of their sacrifices in 2004 for saving the company. Management and Union did not able to arrive at the settlement in 2011. New contract negotiations become intractable in such a situation in which union had a conflicting interest and intent from management. Although union negotiators arrived at two deals, but union members did not find it mutually beneficial as they felt deceived because of no concern for personal life and losses occurred in the past (NewsLook, 2011). Labor minister’s disapproval of the strike demoralized flight attendants, and they staged protests. Power abuse by labor minister aggravated the contention that converted possibility of constructive conflict into relationship difference between union and management.
Structural sources of conflict in this case are incompatible goals, resource scarcity, and tightly coupled tasks. Air Canada management has committed negotiation errors of distributive bargaining style to apply the approach of win-lose to resolve the current crisis. They should have applied win-win method of accommodating past concerns of flight attendants in alignment with future goals of revenue generation. Union did not communicate effectively to raise concerns of members. They have ignored management concerns and lost confidence of both union members and management. If Union could have applied integrative bargaining methodology to align interest of flight attendants with superordinate objective to solve problem constructively, relationship between management and union could have been better (CBCtelevision, 2012). Involvement of third party mediation could have avoided conflict turning into toxic
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The paper tells that air pollution has been troublesome to human health since the beginning of time and now it has reached serious proportions with the dawn of industrialization. The main constituent of photochemical pollution is O3 and this troublesome pollutant has now reached unhealthful levels in cities throughout the United States and the industrialized world.
Air Canada claims that it provides its employees with the opportunity of being part of an innovative and diverse team. On their website, Air Canada states their values in these words, “underpinning our Mission and Vision are core Values that inform all we do as individuals and collectively at Air Canada.
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The researcher states that in Canada, child care facilities that are family based are preferred to private residential options. This was mainly after researchers proved that therapeutic foster care for children were less restrictive in relation to placement outcomes compared to private residential child cares.
The airline was founded courtesy of the federal government of Canada, as Trans-Canada Airlines, a public institution, but was later named Air-Canada and was subsequently privatized in the year 1988. It ranks as the world’s ninth largest airline, in relation to the number of destinations served (Yerema & Leung, 2013).
Like any other air force the main objective of this military force is protecting the Canadian sovereignty especially in the airspace. As mentioned in the 1994 white paper the primary role of the Air Reserve is to enhance, maintain and also support the other deployed forces. It is the basis of the national mobilization and it acts like a military link to the community.
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There are two perspectives
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