Changing Initiative at EasyJet Airlines

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Introduction

From a personal experience as an employee of EasyJet Airlines, I realized that the business environment is characterized by a high degree of dynamism as a result of environmental factors. As a result, one of the issues which should be focused on to attain a high competitive advantage in implementing change. However, the successful implementation of change has to be ensured. To attain this, the EasyJet management team came to a consensus to improve its operations by improving its operational technology. The decision was faced with intense resistance from employees in various departments. This is in line with Carr, Hard, and Trahant’s (1996, p.137), study who asserts that firms experience resistance in the process of implementing the desired change. According to Shaw (2005, p. 146), employees are one of the major sources of resistance in an organization. However, a firm can succeed in its change process is by implementing the D. V. F > R formula, where D=dissatisfaction, V=vision, F=First step, and R=resistance.

Dissatisfaction

In its operation, EasyJet Airlines has a traditional travel reservation system. Most of the employees complained about the system is inefficient. The resultant effect is that the firm’s competitiveness was reduced. The firm also faced intense competition from firms that have integrated new technologies. This has hindered the firm’s effort to attain its profit maximization objective which is a great concern for the firm’s management team. To resolve this issue, the management team has come to a consensus to incorporate an on-line reservation system.

Vision

The decision to implement an online reservation system arose from a shared vision to position the firm effectively in the market. The firm’s employees at various levels are optimistic that the new system would result in several benefits. On my part, I understood that the new system would result in an increment in the firm’s profitability. This would translate into monetary compensation. Besides, the employees understood that the success of the firm would enhance their job security.

First steps

To implement the desired change, the firm’s management team has incorporated Amadeus and Galileo Global Distribution Systems which are online reservation technologies. These technologies will enable individuals to book EasyJet flights online. Through the new technologies, the firm will enable its travel agents to be efficient by offering a booking process that is efficiently integrated into the firm’s regular work process. Besides, new technologies will offer rich information regarding the firm’s daily operations.

Resistance

Despite the firm’s effort to implement the new technology, the employees were resistant to the change. This arose from the fact that a large number of employees are fearful regarding the outcome of implementing the new technology. As a result, most of the employees consider the technology to be a threat to their work. According to most employees, expertise in new technology is required. The incumbent employees do not know the operation of the new technology. Despite the firm offering to train the employees on the operation of the new online reservation system, the employees consider the technology to be a challenge in the process of executing their duties.

Ways through which the change leader could have leveraged the formula to increase the likelihood of success

To increase the chances of success of the change process, the change leader should have ensured that the employees and the management team appreciate the importance of attaining competitiveness through the incorporation of new technology. This could be attained by conducting a competitor analysis to entrench the need for change. To enhance the vision, the firm’s change leader should have conducted an organization-wide change-oversight team whose role is to promote the benefits associate with the change. Also, the change leader should have conducted comprehensive training on the operation of the new technology to ensure that it is effectively integrated. About resistance, the change leader should have involved the employees in the process through effective communication.

Reference List

Carr, D., Hard, K. & Trahant, W. (1996). Managing the change process: a field book for change agents, consultants, team leaders and reengineering managers. New York: McGraw-Hill Professional.

Shaw, K. (2005). The international leader. New York: Syracuse University Press.

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