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Organisational Theory and Ethical Practices at Qantas Airways

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Organisational Theory and Ethical Practices at Qantas Airways

Introduction

Qantas Airways are a largest airline of Australia and its human resource management department operate in number of areas like business segments, shared services, development, corporate and learning. This report provides an overview of HRM strategies implemented at Qantas and it also limelight the role of management of Qantas to resolve issues related to perfect operation of the company (Hcamag.com, 2019). Qantas is facing a number of issues related to human resource management strategies because the number of workers are working at very low wages in this organization. The employees of this orgnzation are highly unsatisfied with the wages offered by this organization or management of this organization. HRM strategies implemented at this organization are very poor and unable to handle and satisfy the requirements of employees who are working in the organization (Hcamag.com, 2019). There are a number of gaps in the HRM of Quanta’s which is affecting the overall productivity and performance of this organization.


The human resource management at this organization has failed to manage the change in the organization and job design therefore it is required to implement the strategies that will help to fill the gap related to human resource management in Quanta’s (Theaustralian.com.au, 2019). Quanta’s has a solid history as this organization started or initiated its business year back by sending the passengers from source to destination and today this company is operating in 140 destinations all over the world and this organization is Australia's largest employers having 37000 employees working all over the world (Theaustralian.com.au, 2019). In the business segment level of this organization human resource has been collaborated with the other sections to resolve a number of issues related to the human resource management in the organization. Human resource management of this organization is responsible for managing the issues documentation of the activities related to human resources, the remuneration of employees is the responsibility of HRM of Qantas and development of management is core responsibility of higher authority of this organization. But this organization has failed to manage the issues related to satisfaction of employees who are working within this organization.

Research methodology

Qualitative analysis is used in this research for identifying the issues related to human resource management in Qantas and ethical practices implemented by the higher authority of Quanta’s has been exposed and evaluated in this research. explanatory analysis is designed in order to identify and explore the issues being faced by the higher authority of Quanta’s. The data that is elicited in this research can be analyzed by the use of deep and thematic analysis. A systematic review of analysis has been proposed that will help to explore the issues related to human resource management and ethical practices implemented by the officials of this organization. Qantas Airways have involved or implemented the strict measures for HRM in order to manage the labor cost of the human resources working for this organization such as reducing the wages and salaries by eliminating practices which are very costly in concern of human resource management. The official’s website of quanta’s along with the official reports has been evaluated in this research to insight the research topic or issues faced by the higher authority of Quanta’s in concern of employee dissatisfaction and the immense changes in organization has implemented to cope with external and internal factors.

Organisational Theory Utilized Including and Alternative Theories

Adams’ equity Theory: this theory is defined as the theory that is named for John Stacey Adams, who formulate this theory in the year of 1963 like the other theories related to motivation of employees working for the company such as Herzberg’s two factor theory and Maslow’s hierarchy of needs. Adams’ equity Theory addresses that the number of variable factor effect the assessment of employees and perception of employees related to their employers and allocated job responsibility (Van der Putten, 2017). This theory considers the fact that the number of employees get demotivated in concern of employers and theory allocated job responsibility if they feel like the efforts done by them are greater than the outcomes.

The number of employees are executed to behave or respond in different or unique ways in concern of reducing the efforts, including the demotivation factor and becoming the more extreme when it is required. This theory can be implemented in the organization in order to foster the job satisfaction factor among the number of employees and this theory can be promoted to the higher level of hierarchies of organization so that issues related to demotivation among the number of employers and employees can be resolved and reduced. the imbalance between the outcomes and inputs or efforts done by the employees can be managed by using the Adams’ equity Theory and the input can be considered as efforts, support of colleagues, Hard work, commitment, skill, Adaptability, Flexibility, tolerance, determination, enthusiasm, trust in superiors and personal sacrifice (Sabir, 2017). The output can be considered as Recognition, Reputation, Responsibility, Sense of achievement, Praise, Stimulus, Sense of advancement and growth and Job security (Sabir, 2017).

Frederick Herzberg’s Motivation-Hygiene Theory: in this theory the traditional method of motivation can be used, according to this theory the motivation at workplace can be fostered by reducing the number of factors which are responsible of demotivation among the number of employees such as dissatisfaction related to job or the dissatisfaction related to wages and dissatisfaction related to work culture of the organization. The factor which can motivate the number of employees in the organization are quite different from the factors which demotivate the employees and the negative job attitude also affect the overall performance of the employee (Larrick, 2012).

Table 1 Frederick Herzberg’s Motivation-Hygiene Theory

Motivators

Hygiene Factors

Achievement

Policy and administration

The work itself

Job security

Advancement

Relationships (Supervisor, Peers, & Subordinates)

Potential for promotion

Work conditions

Responsibility

Personal life

Potential for personal growth

Status

Recognition

Micromanagement


Theory X and theory Y: according theory X managers of the organization take a pessimistic related to Workers of the company and assumes that Workers of the company are unmotivated and dislike work naturally as a result the performance of the organization get affected. According to theory Y Workers of the company or People want responsibility and also Prefer self-direction naturally so that the objectives of the organization can be achieved. Along with this Workers of the company want Wants to work toward goals of organization and the Workers of the company Have the potential to develop & adapt the environment of the organization. according to this theory, the workers of the company has specific of intelligence that will help to resolve the issues related to human resource management in the organization. This theory also revealed that Managers of the company Are creative and Work conditions need to be set to achieve worker & organizational goals (Van der Putten, 2017)

Table 2 Theory X and theory Y of motivation

Theory X

Theory Y

According to Theory X People dislike the work and also discover the ways to avoid the work

People perceive work as natural and find it enjoyable

Workers of the company want to avoid the responsibility at work

Workers of the company or People want responsibility

Workers of the company want direction

Workers of the company Prefer self-direction

Workers of the company Resists change

Workers of the company want Wants to work toward goals of organization

All the Workers of the company are Not intelligent

All the Workers of the company Have the potential to develop & adapt the environment of the organization.

All the Workers of the company Not creative

All the Workers of the company are intelligent

Managers of the company must control, reward or punish the number of employees to maintain performance of the organization

Managers of the company Are creative and Work conditions need to be set to achieve worker & organizational goals



Quanta’s employee motivation and Adams’ equity Theory

The employees of Quanta’s are demotivated because this organization has failed to manage the issues related to satisfaction of employees who are working within this organization. According to Adams’ equity theory the demotivation factor among the number of employees can be reduced by balancing the inputs and outcomes and of the employees work in the organization and Qantas is facing a number of issues related to human resource management strategies because the number of workers are working at very low wages in this organization and there is an imbalance between input or the efforts done and outcomes of by the employees of the organization. The employees of this orgnzation are highly unsatisfied with the wages offered by this organization or management of this organization (Theaustralian.com.au, 2019). HRM strategies implemented at Quanta’s by the higher authorities are very poor and unable to handle and satisfy the requirements of employees who are working in the organization. There are a number of gaps in the HRM of Quanta’s which is affecting the overall productivity and performance of this organization. with the implementation of Adams’ equity Theory the imbalance between the input and outcomes can be managed effectively (Hcamag.com, 2019).

Role of ethics and ethical practices

The code of ethics is the main principle of corporate government policy is Qantas and code also governs the conduct of its employees working in the organization. The key principle related to code of conduct is regulation, laws and ethical standards and it also applies to the employees of Qantas group (Qantas.com, 2019). At Qantas effective work culture has been developed by implementing the anti-bribery law compliance policy and the employees of Qantas must regardless of the location of comply with all the anti-bribery laws and failing to comply with the anti-bribery laws is a criminal offence and the penalties related to breaching of laws related to bribery are significant for the individuals and Quanta’s group including imprisonment and reputational damages (Qantas.com, 2019).

The management of the Quanta has implemented a number of ethical practices which will help to resolve the issues related to human resource management in the organization. but this organization is paying less wages to the number of employees which is unethical conduct because the effort of employee is greater as compared to the outcome of the organization (Qantas.com, 2019).

A discussion of the role and legitimacy of the management function and how it is impacted by politics and the social environment

The management of Quanta played an important role for managing the issues related to HRM but the management of this organization has cut off the cost of strategies which are required for the effective management of human resources in the organization. The salaries of the employees are very les in this organization as a result of which the employee of this organization was protested the number of strategies that are being implemented in by the higher authority of Quanta (Qantas.com, 2019). The functionalities or the outcomes of Quanta’s also get affected by the political activities in Australia, therefore it is the responsibility of authorities of Quanta to make unbiased decision that can foster the effective work culture at Quanta (Qantas.com, 2019).

The value based strategies can be implemented in the organization in order to handle the issues related to politics and social environment in the organization (Qantas.com, 2019). The employee of Quanta’s must ensure that all third parties must be aware about the policies of this organization so that any kind of conflict related to social environment in the organization can be handled effectively. The social issues related to various employees and resources can be managed effectively by the use of contractual arrangements in the organization (Qantas.com, 2019).

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