Download file to see previous pages...
As the employee integration is proceeding in the newly merged entity called United, flight attendants belonging to the AFA union, which represented the group in the defunct United Airlines and the flight attendants affiliated with the IAM, the representative union of the group in pre-merger Continental Airlines battle it out at the National Mediation Board by hurling accusations against each other. This runs counter to the very principle of unionizing, whose aim is to present a united front against a much formidable adversary in the person of the employer. This paper looks into the events surrounding the controversy at United involving its divided flight attendants and the instances of failures of communication that triggered it. It also suggests measures that could remedy the deep division between the two warring groups.
In the middle of last year, two of the largest airline companies based in the United States announced a merger creating as a result the world’s biggest airline overtaking all of its closest rivals in both side of the European and North American continents. The merger of United Airlines and Continental Airlines under the name United Airlines is predicted to earn a staggering $30bn annual revenue servicing about 144 million passengers in 59 countries. Despite this good news, however, there are quarters that are lukewarm to the consolidation. Consumer groups, for example, are wary that the merger would result in higher fares and less choices. On the other hand, employee unions from both the original UA and CA are worried that this would mean downsizing and lay-offs (Clark 2010). A different conflict involving flight attendants has been brewing, however, within the newly merged company that involves representation issues more than employment benefits concerns.
Before the merger of the two airlines, the flight attendants of the defunct UA, numbering about 12,900, were represented by the Association of Flight Attendants (AFA hereafter) while
...Download file to see next pagesRead More
Lee’s availability and the agreement should have been made effective only after it being studied or approved by J. Lee. Irrespective of the agreement being a tentative one, it was clearly stated that it would be affective from July 1 and any differences should have been raised before this date.
Workplace Law- Case Study The case states that no formal contract or agreement was signed between the employee, Jane Jones and the employer - T Total Mechanic Management Services Pty Ltd. However, according to Common Law, when any firm agrees to hire or employ an individual a contract of employment is said to have been made, regardless of whether it was formally signed or not.
The purpose of this paper is to discuss these two management communication approaches normally employed in the corporate world. This paper includes my reflection about the practical experience with these approaches. The one-way management communication system receives less significance and more criticism.
After conducting studies in which Unilever examined the impact of narrowly defined beauty as seen by women on fashion magazines, advertisements and billboards, Unilever found that only two percent of women describe them as beautiful (Traister, 2008) which served as the basis for this campaign.
A Catholic bishop is summoned as a mediator when Cuban-American prisoners begin to riot. Neutral third parties are called in to help resolve community housing disputes in the Midwest. Thousands of couples, instead of retaining a divorce lawyer, seek out mediators who help facilitate the process whereby the couples work out the conditions of the divorce on their own.
A conflict management system provides a company with expertise, support and guidance when approaching a conflict. The company needs to involve conflict management system consultants in developing an effective conflict management system. The conflict management