Evaluation of Cathay Pacific

Evaluation Employee In our case, the mainland China Pacific race Attendants Union (FAU) did non satisfy with a new-fashioned constitution that required them to work at to the lowest degree 70 hours a month in front they could deal shifts with colleagues and they thought this new indemnity had hurt their comport and lifestyle. Pay and benefits is matchless of the factors that affect affair satisfaction of the employees and it is perchance wizard of the most rewards employees would like to guide in ordinance to support their lives.So when the flight of stairs attendants partnership alerted that their usual benefits gain from the job has changed, they immediately voiced their concern and bargained with the employer to cherish their rights. Moreover, the flight attendants viewed the new close as the companys measure to bring their benefits that they are entitled to receive, which are claimed to be clearly stated in the repel contract with Cathay Pacific. They argued t o the employer that this action was smuggled as the company did non lapse this decision with them beforehand.This give the bounce be explained by the principles of umpire of the employees which consists of outcome fairness, procedural evaluator and interactional justice. In our case, interactional justice can be applied. A light of interactional justice is a vox populi that the organization carried out its actions in a way that took the employees feelings into account. It includes the explanation of decision to the employees, respectful treatment, consideration and empathy. Referring to our case, the employer did not honor the employees before the implementation of the new polity which made the employees think the company did not concern their opinion.As their feelings are being snub by the employer, the flight attendants jointure potently opposed this new policy and caused mesh with the employer. Through this case, we discover that conflicts cannot be avoided in the w orkplace since the management goals and labor nub goals are always opposite. The management aims to dismantle costs and raise outputs, as in our case, Cathay Pacific wanted to annex the productivity of the flight attendants and ensured every one of them should work at least 70 hours a month before they could swap shifts with colleagues.However, the labor union aims at obtaining pay and working conditions that satisfy their members and of giving members a voice in decisions that affect them, and in our case, the flight attendants bargained with the employer not to accept the new policy which terms their benefits. As near degree of conflict is inevitable betwixt workers and management, the labor union has a epoch-making role to represent their members interests and resolving conflicts with employers. When to a greater extent than employees join the labor union, it can get along the bargaining power of the union as it represents more employees.The Cathay Pacific Flight Attend ants Union represents over 5,800 cabin man in Cathay Pacific Airways which is a high ratio. Collective bargaining is and then one of the ways to manage conflicts. It can be defined as a voluntary, formalized process by which employers and self-governing trade unions negotiate, for specified groups of employee, terms and conditions of employment. Regarding our case, the union would like to negotiate with the management at first but received no response so the union peril to take industrial action, including a work-to-rule or a potential fringe to crusade the reply of the management.The pressure of an impending strike deadline forces both union and management negotiators to take for concession and resolve their differences. Threatening of leaving on strike is usually a weapon of the labor union because it leave behind cause a big harm to the employer and that the union can gain more attention from the management and gain a higher chance to win the negotiation. as luck would have it with the intervention of the Labor Department the affray was brought to an end with an agreement signed to hit the hay the swap restriction permanently.The Biggest Winner was the union, which gained more than 600 new Members as a conduct of the ordeal. Through this case, it is obvious that the labor union gain a high richness in representing the employees and bargaining with the employer in order to get their desired results. http//www. aspireaviation. com/2010/04/05/cathay-pacific-threatened-with-strike/ http//www. thestandard. com. hk/news_detail. asp? pp_cat=11&art_id=96074&sid=27482954&con_type=1 http//www. businesstraveller. asia/asia-pacific/news/cathay-pacific-cabin-crew-mull-strike http//www. cpafau. org. hk/eng/index/