Changes On Air Canada During Covid 19 Crisis Assignment Sample-13163

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Introduction Of Changes On Air Canada During Covid- 19 Crisis Assignment 

Changes are the most important factor for the development of any organization and this implementation process follows proper strategies and techniques. In this context, changes management is engaged to help the company grow and evolve by making necessary changes (Galli, 2018). Change management plays a very significant role in the organization. There may also be a hinder to resistance in the entire change process. For the organization, the resistance may come from the employee’s side. Resistance refers to an unwillingness to bring the change. It can hamper the entire organizational change process. It is therefore necessary to overcome the resistance. This paper will highlight based on the recommended strategies for overcoming resistance to the change procedure. “Air Canada” has been chosen as the company. Essential strategies have been recommended that the organizational leaders can adopt to deal with the resistance to their change process. Along with that, an implementation plan has also been mentioned which highlights some key objectives and its action plans. The plan has also focused on the process of implementing the strategies within a time frame to accomplish the change goals. The probable risks, possible outcomes, and also reason for the change have been described in the section.

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Overview of Organization & History

The organization Air Canada is located in Canada which is a national airline service. With is a higher level of service it tends to provide the organization as the country’s top Airline. Air Canada's brand image a significant value due to the number of the individual with commuters and the size of fleets it has grown their operational function over a long way. The headquarter of Air Canada is located in “ Saint-Laurent Quebec” (Hartt, 2018). This organization initiated its business airline operation in 1937. Air Canada utilize their commercial schedules charter flights to transport passenger and cargo container to more than 200 destinations across the world. Air Canada is the country's major domestic and international airline, serving over 210 locations on six continents. Canada's national airline is one among the top 20 in the world, servicing approximately 50 million passengers each year.

Mainly Air Canada trace their root back to earlier with the formation of the Trans Canada Air Line. The business has changed its name to Air Canada in 1965 before it changed its name to Air Canada in 1965 and later on it was privatized in 1988 (Schwartzentruber, 2021). Because of national interest, the Canadian government has formed a TCA in 1936 which was subsidiarity for the Canadian National Railway. The company which has created back in December 1918. Further, the department of transport has sought to carrier the connection between the cities with two costs of the country. “In September 1937, the first passenger flight took place, ushering in a new era in Canadian aviation” (Schwartzentruber, 2021). Early operations included a combination of passenger and postal services. Nonetheless, passenger trains began to expand, and the airline hired its first flight attendants the following season.

“Air Canada's predecessor, Trans-Canada Air Lines (TCA), inaugurated its first flight on September 1, 1937,” Air Canada shares”. With Air Canada slowly scaled it up by the time 1930 over the TCA that has boasted approximately over 500 members of staff. And was highlighted by the launch of first “transcontinental flights on April 1st, 1939” (Stein, 2018). In this new framework, Air Canada displayed industry leadership. For example, after establishing its first business class in 1983, it was the first airline in the world to impose a no-smoking policy throughout its whole fleet in 1987. Before this revolution, the airline's “CEO, Pierre Jeanniot”, introduced the airline's first non-smoking aircraft in response to the professional cluster's worries about second-hand smoke. Advanced technology, such as “Air Canada's Reservec II”, which was advertised as the world's first real-time computer computerized reservation, was also developed.


Image Change Recommendation

The Image of change justifies with six images for the manager as director, interpreter, navigator, coach, caretaker, and nurturer. Thus, a change leader is expected to exhibit all the six changes for their roles that are not inseparable categories.

Controlling and shaping for the image of managing the control includes many of the dominant views that are associated with top-down management. It is also based on controlling the activities for the organization that can be depicted by their functions of management that include the planning, organization, commanding, coordinating is needed to run Air Canada operation more swiftly (Rzepka & Bojar, 2020). I would also recommend that the shaping image for managing its decisions about the participated style of management tends to attempt the change consequences through encoding the variety for the player within the organization that is included in many stages of change.


As a director, I recommended that for the image of change perspective over the controlling image as organizations function there is a need of process involved for the controlling change.

I would like to recommend establishing the standard to measure the performance as it would highlight involve in deciding the aim of organization those that want to focus during the period, it strongly recommended to the customer satisfaction, production, worker performance-related goal for Air Canada (Matthews et al., 2018). Next for me as the director, I would recommend comparing the performance it stands for Air Canada which includes comparing the actual performance based on the standards that were collected for controlling the image of change function. The suggestion is to use the balance sheet, the Air Canada sales report, the collected data from the satisfaction of the customer as the survey, and the employee performance report. Further, in my point of view, I would recommend comparing the performance with the standards, as it includes comparing the actual performance with the performance standards that are based on collected data for the controlling process.

Further, it tends to measure the role that is created with the second step, as the manager can compare the current performance and productivity of set standards. Next, the director would recommend taking corrective action which involves whether the change is needed to be made or not. And what type of changes is needed to be made, and devising the plan for making the changes (Buschow & Suhr, 2022). In addition, the manager will utilize to compare to determine the need that is to be explored. As a director I would recommend for the navigator role is to suggest to indicate, the project is steered by a navigator. This is equivalent to implying that ships and airplanes cannot always be flown on autopilot (Buschow & Suhr,2022). The ships require continual instruction from the captain to navigate all sorts of circumstances. Similarly, a change manager will ensure that objectives are accomplished despite changing dynamics within and outside of the organization (Air Canada). Further, I would strongly recommend that change management navigation there is not intentional as the change is the process that tends to unfold differently over time and coordinated to the context for which the originations find themselves in a suitable position (Laval & ?tefea, 2018). The change management strongly suggests to through the variable and the change management should tale subtle advantage to account there will be unanticipated disruptions and must use the bootup approach to navigate Air Canada operation to survive for the longer term. Also, another recommendation includes the A change leader should be able to navigate beyond opposition like a navigator, addressing team members' concerns while keeping them focused on the larger purpose of the change process.

Further, as a caretaker, I would recommend that there are several uncontrollable internal and external forces exist. The concept of a caretaker stems from the idea that managers do not have complete control over all events. As a consequence, one of the stereotypes of change agents is that of caretakers (By, 2020). Businesses act as factors, ensuring that the transformation process proceeds as planned despite obstacles. I would suggest that the caretaker's main supportive role play is nth making a contingency plan as also the role of the organization. Air Canada cannot be contemplated by the manager over the change process thus there is a need for the caretaker to see all those materials are done or not as a portion of delegation of work for Air Canada business operation. Moreover, I would recommend practicing empathy as one of the most vital skills for caretakers might be having. Empathy would tend to allow one to understand the difficulties that the client might be facing.


As a coach, I would recommend stating that the coach collaborates with team members. Change is a difficult process. A coach's job is to make something less daunting. They hold meetings to discuss the perspectives of their employees, providing important comments and ideas (Waddock, 2019). Because a leader's actions and decisions might generate a change that must be reversed, the image of a change manager as a coach is crucial. It may be prolonged, or it could just fail. Change is conceivable failed if the persons responsible for putting the change into action are dissatisfied. If people are unsatisfied, if their view is skewed, if we see a difference, don't trust it (Waddock, 2019). Genuinely dishonest leaders, or if corporate governance is jeopardized in addition to perceived power will have to circumvent in a major way.

As an Interpreter, I would recommend to the manager to provide context to other members of the organization by assisting them in making sense of various organizational events and actions. However, as events change, only a subset of these meanings are realized, which must be formalized by the change manager (Pengra et al., 2020). Formally I would suggest the interpreter role as the change that should make the sense of the people who will endorse the change.

Resistance of the Recommendations that increase the effectiveness and efficiency of the organization

Recognizing the interdependence of assets, people, and processes is the first step toward increasing efficiency. The state's value chain is defined as a knowledge of a full workflow spanning resource consumption to service delivery. As a consequence, it is crucial to determine which of these process chains are supportive and which are essential. Furthermore, each department will have its own set of fundamental procedures that explain the agency's overreaching objective and contribution to the city (Lubnina et al., 2018). The integration of this process information will help to maintain department alignment and proper execution of each unit can be utilized basis the broader organization.

The dislike of changing conditions or altering the status quo is referred to as resistance to change. Employees may be resistant to change if they have not been educated on the motivators or rationale underlying decision-making. Because of resistance to the change management observed in Air Canada is that its effectiveness is usually expressed in terms of the net profit compared with the desired profit. As per the resistance involved accordingly to Noer’s model, there are four models with different envelop redundancy that might come during the implementation of change.

Level 1

 The problem for getting the implementation process is right. Thus, it is highly recommended for-Air Canada system implementation as the process that depicts how information system might be made for a physical system designed to ensure that the information system is used in a more informative way system needs and to meet the quality standards for the organization. Next, the communication as the resistance for the organization that would tend to recommend is to improve the communication in the organization (Coch & French 2018). Firstly, learn to empower the employee to share feedback, where it correlates to the recommendation. Provide several channels for workers to provide feedback to guarantee that they feel. Sending out staff engagement surveys regularly is a wonderful place to start, but don't stop there. Consider having frequent stay discussions to hear why workers have stayed with your organization, what is working well enough for them, and what they would like to change. If you utilize a learning interaction platform like “Bloomfire, you can also collect feedback and start dialogues by simply publishing open-ended questions to which employees may react (Stouten, Rousseau & De Cremer, 2018). Further, A decent communication plan is compulsory for incapacitating this redundancy. It can be suggested for checking whether it is a better time and to communicate with the person in the organization and also being clear and using the language that induvial tend or understand and communicating one thing at one time and effective process for its effectiveness of air Canada as an organization

Level 2

The resistance to change is about dealing with the emotion of the employee of Air Canada. Thus, the resistance to change involving the employee layoff during the crisis time of Air Canada seems to be the most important emotional cause for the employees. Thus, to increase, the effectiveness and efficiency of the organization manage HR as they would need to handle the layoff conversation properly and, on the basis, the recommendation can be made. Throughout your employee's life cycle, mutual regard acts as the cornerstone (Mujtaba & Senathip, 2020). This factor should have been taken into account during the recruiting, training, onboarding, coaching, and counseling phases. This should not be exceptional when it comes to layoff an employee. It is frequently a difficult dialogue to advise employees that their roles are being terminated. When delivering the terrible news, it was not the employee's fault.

Level 3

In this resistance to change the issue is about focusing on the future aspect of Air Canada employees and their operation. Thus, resistance to change for the implementation of the change process strongly hold the idea about the change process that the alders are comfortable with the exiting action and do not want to improve their role (Mujtaba & Senathip, 2020). Thus, the recommendation for the empowerment of the employees that can have an intensification of the effectiveness and efficiency of the organization can be made by delegating the work and responsibility that delegation and empowerment in the organization usually go successively. It majorly allows the organization to manage their progress and less because one has already shown that the trust and belongingness for the competency for doing the work. Also, for effectiveness and efficiency setting clear boundaries and expectations is typically suggested. It can be done by clearly defining the project boundaries and the outcome that can be expected for the employees to produce. Further is assigned to reinforce individual standards of excellence. Further, it can be recommended to focus on the end outcome for the not the process. 

Level 4

The managers must provide enough information to the employees regarding the change management process. When the employee get proper information about how to change, what to change and how to change, they can effectively implement the change process. Moreover, they can also get motivated when the managers help them provide proper information. The most profitable workplaces appear to be those that are creative, sensitive, and insightful (Ford, Ford, & Polin, 2021). With the correct adaption, implementation, coaching, and assistance, technology may help bridge the gap between teams and supervisors, paving the way for supportive organizational behavior. For the change process, the most important thing is information about the changes (Nejati, Rabiei, & Jabbour, 2017). When they have an idea about the reason for changing the existing work pattern, the employees of Air Canada can easily grasp the process. It can help them in improving their working process.

It is also vital to deploy mobile applications to provide staff with more freedom. With the help of these devices, the employees can communicate with one another. They can also share their ideas, information, and knowledge (Saad, Sudin, & Shamsuddin, 2018). The information thus helps them in reducing their fear and tension for bringing the changes, Utilizing the most up-to-date communication and networking technologies encourages staff to connect and interact in new ways. The managers need to give every detail of the change management process to the employees.

The most crucial thing of the change program is to develop a vision statement that can get extensive support from colleagues across the organization (Cinite, & Duxbury, 2018). The document should outline the overarching goals, as well as how each tiny change may help the company's overall success.

Change attempts will initially create more disruption than good improvements since it requires upsetting the status quo. Additional training to enhance productivity might initially result in a loss in current performance since individuals are gaining new abilities and working techniques (Stouten, Rousseau & De Cremer, 2018). It can demoralize those who are attempting to change their ways. To solve such difficulties, executives in charge of change should concentrate on short-term advantages inside long-term reforms. They should develop short-term goals logically, reward employees for achieving short-term goals, and provide a thorough grasp of how these short-term goals fit into the broader plans and goals of the organizational transformation initiatives.

 An Implementation Plan for your recommendations


Action plan

Time frame

Possible outcomes

Reason for implementation of the plan

Strategy 1. Development of communication systems

· Using social media platforms, other communication tools like messaging apps, calling, and video calling systems, the communication system will be developed.

· The managers need to improve the communication system by regularly connecting with the employees and workers in the organization.

  • Skill

development courses will be provided to the employees for increasing their communication skills.

3 months

The employee will become more productive when they can connect for clearing their doubts regarding any task.

It is important to overcome the resistance among the employee to bring the change.

Strategy 2. Empowerment of the employees

  • Advanced skill development training and courses will be developed for the employees to empower their skills and knowledge. 

3 months

An employee can efficiently deliver their tasks. It will bring a positive outcome in the organizational functions.

It is also required to overcome employees' resistance to change. When the employee has the potential to bring the changes, they can effectively complete the change management process.

Strategy 3. Employee well-being

  • The managers will develop health-related policies and schemes for improving well-being.
  • A pension plan will be provided to the employees.

3 months

When the employee gets necessary policies, health benefits, welfare schemes, and other facilities, they can effectively help the managers in implementing the change process.

The employee will be more productive to the work. They can also effectively help the manager implement the changes.


Technological advancements

  • Advanced technology bases software, machines, equipment, will be installed. It will reduce the workload.
  • Ticket booking, cancelling, and information for flight updates will be organized with the help of technological advancements.

3 months

The operational management in the aviation sector will be effectively performed in the organization. The changes in technical advancement can help in boosting the functions swiftly.

The entire world is becoming technically advanced. The aviation industry also needs to be developed.

Strategy 5. Healthy workplace

  • The workplace will be developed by enabling a healthy work culture in which the employees will be able to connect.
  • By developing a communication system, sharing information, healthy workplace culture will be created.

3 months

The development of a healthy workplace can also reduce the employee's resistance to the change management process.

The reason is mainly to improve the workplace culture for enabling the employee to help the change process.

Source: Hameed et al., 2019; Ford, & Polin, 2021).


It can be concluded that due to the Covid-19 pandemic, every business field has been greatly affected. The aviation industry has no exception to this. It was an unexpected crisis and for that, the organizational operations of Air Canada have been adversely impacted. It has been an important factor to make some changes in the organizational operations to deal with the problems. Bringing changes in the company, a change management system is required. The managers need to help the employees understand the concept of change. The employees may resist bringing changes to their existing activities. It is a great responsibility of the managers to guide them in the right direction (Saad, Sudin, & Shamsuddin, 2018). By developing necessary training and skill development courses for the employees the managers can empower them to the change process. The contribution of the managers to the process of overcoming the resistance in the change process is huge. Not only the strategies but the right implementation of the strategies are the most significant thing. Changes are required to be implemented with the right strategies.


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