Running Head: PLANET AIR TRAVEL 1
PLANET AIR TRAVEL
Planet Air Travel
Name
Institution
Professor
Course
Date
The case overview
The key issue of the Planet Air Travel (PAT) developed when the company changed the public ownership to be private company or enterprise (Paulson, 2013). The fact remains that, the company underwent ownership change and then it was necessary for the management to take another shape. Initially, the privatization culture came with a lot of benefits which improved the working conditions for the employees and the floating in the stock market attracted many investors who wanted to buy the shares. However, the company was encroached by the global financial status which hauled all the benefits into financial crisis. There is variety of things or factors which made the financial position of the company to deteriorate (Paulson, 2013). The twofold strategy which was adopted by the company faced challenges as the union representatives declined to agree on the terms which accompanied the strategy.
The drivers for the change in PAT
According to Hayes (2014), change is investable in business and it is necessary when there are threats. In addition, business cycles and trends are very common especially when there are external factors influencing the management. In regard to PAT, the previous decision to increase the employees’ salaries after privatization was a very great mistake and is the cause of all the problems. However, the top management twofold strategy is good as it is a competitive advantage approach which seeks to counteract both internal and external management constraints. To evaluate the implementation of the engaged twofold strategy is very critical this because any mistake made again may increase further crisis and may threaten the company to collapse if it is unable to settle down debts due to large wage bill. Based on SWOT analysis, the dilemma in the twofold strategy can be analyzed as there is need to bring both the top management of the company and the union representative into consensus to save the company from going to the wrong direction.
Internal drivers
This mainly involves the internal factors which initiates the need for a change as postulated by McKinsey 7S Model (Hayes, 2014). This mainly constitutes to the management constrains which requires the management to adopt new management strategies. In reference to this model, the twofold strategy which is adopted by the airline services company has strength which yields opportunities and weakness which has can negatively impact the management of the company.
Strengths of the twofold strategy based on internal drives
The strengths in this case trigger the benefits which the company is likely to enjoy after adapting the change management (Hayes (2014). The merging of the companies as suggested by the company will increase the size of the company management. Although this is more of threat, but it can also be perceived as strength with an opportunities because the number of the employees will reduce by 10% which will definitely reduce the wage bill and hence general reduction of the production or management cost (Ramdhony, 2013). In addition the merger is will increase the numbers of services which will see the company reaching as many customers as possible. This because the other companies which PAT is seeking to engage has its destinations and therefore after the merger all the destinations will be operated by the same company under the name of PAT.
In mergers, it is common that the main and the mother company retain most of the employees. Therefore, this is one of the benefits in which the PAT employees will enjoy after the implementation of the new change strategy which is engaged. The implementation of the company also comes with expansion benefits upholding the factor that, other companies have offices and branches in various parts which mean after the merger all those offices will be operated by the same one company. The adoption of the salary scale for Proxima Alliance which is at lowers level than that of PAT, is also a better mechanism to cut down the expense.
Weakness and threats of the twofold strategy based on internal drivers
According to Lewin Change Management model, the employees are the most affected when it comes to organizational destructing and reformations and that is the reason as to why change is always resisted. In this particular case, the change of the terms and working conditions on the side of the employees is the biggest challenge of the change strategy. This is because their salary will be lowered and this will be a frustration and torture to the employees. This will definitely kill the morale of the workers and hence reduced performance. This is likely to affect the company further and threatening its closure because it may be declared bank craft. In addition, such may also go ahead and affect the other companies which it has collaborated with. It is also expected some inefficiencies in the short term since the implementation process may not be that cheap (Cummings & Worley, 2014). The fact remains that taking the new offices it is costly as the company will have to make full reforms for the existing policies because each company may demand to retain its policies. As much as PAT is willing to adopt the salary scale for the Proxima Alliance it may not suit every employee. Reduction of the employees by 10% is creating panic
External drives
These are exogenous shocks which are influencing or contributing to constrain which is experienced by this company (Cummings & Worley, 2014). The twofold strategy is good for the company since it an approach which seeks to develop competitive strategy. The greatest external drive in this case is competition. There is a great opportunity with the engaged strategy of merging the company this is because it will help to face the international market competition. Generally, the company will have increased its travel destinations which translate to increased number of customers.
PESTE analysis
Political
· the twofold strategy may be rejected by the government since salary issues are regulated by the government
· the government may take an action to the company on illegal sacking of the PAT employers
Economic
· it will be easy to compete well in the global market
· the twofold strategy is taken as increase the returns of the company
· PAT will not suffer from diseconomies of scale
· The merger is going to increase the levels of unemployment
Social
· The engaged strategy is causing trauma and psychological to the employees as they fear to be fired
· They will not be able to meet their living standards as the start will be lowered
· The strategy may change the culture of the new formed organization and may take a lot of time to adopt
Technological
· The merged institutions may have technological challenges as each company is seeking the best adopted production technology from the three merged firm.
SWOT analysis
Strength
· PAT has already established itself at the global level
· The other firms to be involved in the merge have well established destinations with customer base
· The union representatives are ready to agree and approve the strategy under some conditions, so there is no much resistance
· The decision by the top management is to rescue the company from collapsing
Weakness
· The strategy will reduce the salary for the employees
· 10% of the employees will be fired
Opportunities
· It is a competitive advantage strategy
· In both long run the company will be able to gain a lot of profit
· It is means of expanding the firm size
· Due to the increased size the new merged comp any may dominate the global market economy
Threats
· The plan to reduce and fire some employees may kill the working morale of the employees and hence reduced performance.
Analysis of the elements involved in bring change
Following the recent global financial crisis, it had adverse negative effects on airline operators especially Planet Air Travel. The PAT airline then adopted various counter strategies to curb the financial crisis. The Twofold strategy was really a great idea in delivering a competitive advantage. Merging with Air Nimble intensified the Planet Air Travel operation it made sure both short haul and long haul flights were incorporated in their business operations. The merge strategy taken by Planet Air Travel will improve the company over performance as well as improve the long term value of their shareholders (Zemni, Mammar&Hadj-Alouane, 2016). This is because it merged with a small airline company that operates short term haul flights that is Air Nimble.
Through merging, the service portfolio will be increased as it will be targeting both long and short haul markets (Zemni et al, 2016).Merging will assist in reducing the expenses of Planet Air Travel hence enabling it to survive through the financial crisis that is being experienced globally (Zemni et al, 2016). Merging will increase the scope of the new company hence budgets of things like marketing will be trimmed. This is because the new formed company after merger will be large hence enjoys a greater purchasing power (Zemni et al, 2016). High purchasing power will lower cost of necessities such as fuel prices as well as general commodities related to passengers such as food, beverages, toiletries and other passenger comfort items (Zemni et al, 2016).
The merger will also help in reduction of others such as salaries for workers. Merged companies share offices which serve to eliminate duplication of facilities (Zemni et al, 2016). Merging also reduces the number of staff members hence reducing the amount of money outflow through salaries. If the money outflow is reduced, it translates to increase in the new merger profits. According to Zemni et al (2016), merging is theoretically associated with increase in the number of customers. Considering both Air Nimble and Planet Air Travel compete on the same market, when they merge customers will not be shared as merging results to formation of one big company in the same field.
Planet Air Travel has opted to retain its name for the new merger; hence these will not loss its customers. This is because Planet Air Travel has a considerable brand power. Merging Planet Air Travel and Air Nimble will result to increase the range of services that will be offered as compared to the services offered by the individual company (Zemni et al, 2016). Planet Air Travel offers long haul flights while Air Nimble offers short haul flights, therefore through merging makes the new company will be in position to offer both long and short haul services.
Mergers complement the services that were initially offered by each sole company (Zemni et al, 2016). Through this complementary mechanism, the merger stands in a position of capturing more consumers as compared to when they were single entities (Zemni et al, 2016). For example, merging travel companies increase the range of services at the point of sale. Through merging it will help in tapping the best skills from the two entities (Zemni et al, 2016). Through combination of the best skills from both Planet Air Travel and Air Nimble it will result to improved performance of the new Planet Air Travel Company.
In addition to tapping of the top cream staff, the staff from each single entity will complement each other skills (Zemni et al, 2016). This will result to positive shift of new Planet air Travel formed. Merging boost the performance of the new Planet Air Travel Company, though merging of the same entities in the same field reduces entities present in the market that posse’s unhealthy competition (Zemni et al, 2016). Merging will increase the supply-chain pricing power of the new formed Planet Air Travel. “Buying out one of its suppliers or one of the distributors, a business eliminates a level of costs. If a company buys out one of its suppliers, it is able to save on the margins that the suppliers were previously adding to its costs (Zemni et al, 2016).”
The decision of Planet Air Travel Company to join a global partnership that is Proximo Alliance will enable the company in recovering from the existing financial crisis. The strategies taken by Planet Air Travel are interrelated, both merging and joining of global partnership increases the customers. In reference to Meyskens & Carsrud (2013), partnership gives businesses an opportunity to stabilize their customer base which in turn results to improved performance of the businesses. Through joining of Proximo Alliance partnership will enable the newly formed Planet Air Travel have an access to new market, increases loyalty of customers and block unhealthy competition enhance leading to prosperity of the business (Meyskens & Carsrud, 2013). It will also serve as a tool of eliminating and strengthening the weaknesses that Planet Air Travel.
Partnership of Planet Air Travel will encourage both process and content expertise as well as act as a guide in management of change (Meyskens & Carsrud, 2013). The partnership will provide an enabling working environment of the workers of the new Planet Air Travel. The partnership of Planet Air Travel with global Proximo Alliance will make the new PAT formed after merging leverage its resources and capabilities in provision of a more services for its large consumers of their services. It will also help PAT develop a diverse range of benefits ranging from priority check-in and flexible frequent flyer programs (Meyskens & Carsrud, 2013). Partnership forms a platform of providing solutions to any inconveniences that might arise during implementation any new strategies as there is interaction with experts (Meyskens & Carsrud, 2013). Generally, these strategies of Twofold are interrelated as they are both geared towards reviving the smooth running of Planet Air Travel through reduction of running cost and expanding of its market coverage.
Normally in accordance with the discussed above, any change in an organization should is treated in several ways. With reference t o the merging of the haul flights that was proposed by the Planet air travel so as to counterfeit the alarming financial situation that resulted to heavy lose being realized by the company brought some disagreement between the union and the management policies .According to Wilson, J. (2015). The reactions could be categorized into three different ways. The ways include:
· Positive Reaction- These occurs when the people believe they have gained something beneficial from the change
· Negative reaction-This occurs when the people believe that they have lost something as a result of change
· Mixed reaction-When the people have mixed feelings in that the loses out balances the benefits
In most cases when implementing change one should ensure that the reactions are keenly examined. One should make sure that the reaction are bend in a way that the two sides that needs to come into agreement see the sense of implementing the change ( Botkin,et al 2014). To strategies on the way forward on how to implement any change requires a specialist and well experienced expert. Basing our argument on the merging of the hauling flights the implementation seemed not to be successful. The meeting that was confined by the management with the union ended up into some disagreement. With reference to this meeting, there were several reaction of that emerged out.
By analyzing the minutes it was clear that the union was not against merging of haul flights but they were against the impacts of the change after it has being implemented. For easy and well recommended way of analyzing the reaction of the employees Is to come up with tabulated information as shown below that concerns the views of the union and the management in the meeting that they had aimed at improving the performance of PATs private company by implementing a change as proposed (Wilson, J. 2015).
Job category
Short-term
Mid-term
Long-term
Management category
Positive
Positive
Positive
Union category
Negative
Negative
Negative
Ground crew category
Negative
Negative
Negative
According to the analysis of the chat above concerning the reaction of the parties involved, the objectives of the business were:
· Covering a wide range of the field
· Make enormous profit in the haul fright
· Build the name of the private company
This change was a good proposal only that it was clear that the management did not put into consideration the welfare of the other employees. In other words, it applied wrong method in implementing the change. According to the table above, the change had different perception concerning the implementation. With reference to the chat, the change impact positively on the side of the management category. This is because on implementing this, the flight haul will end up attracting a lot of customer and as a result minimize the loses that are being incurred as result of the alarming financial situation. As a result of this impact, their salary will increase and at the same time they will receive the credit due to this tremendous move (Hamel, et al 2013). On the side of the union category they feel that the change will result to a lot of work with a minimal pay since the management feels that they should revisit the terms and conditions of the employment. This review of the terms and condition was a directive measure that the management could use to reduce the loses and bridge the gap between the employees salary (Hamel, et al 2013). This was basically for the benefits of the managers and stakeholders but seemed not to favor the union and the other entire employees in any way that is why they rejected the proposed change even though it had some advantages. Therefore it is advisable for the management to strategies on the right mode of implementing this change.
While strategizing on the implementation, the management should make some adjustment on the mode of implementation. The management should also follow all the steps laid down so as to be successful in their implementation (Wilson, J. 2015). The steps to follow are:
· Managing hold for the change-In most cases is important that management to show support for change and demonstrate that support when dealing with the staff. By doing so the workers build up a calm altitude on seen executive sustaining the practice.
· Folder for change-Nobody desires to change just for the sake. A folder for change can originate from diverse sources. In this connection the management should clearly state the importance of the change and its implication for the union to understand the benefit of the change.
· Employee involvement-Similarly it is healthy for this organization to involve the employees in this decision making and try to enlighten them on benefits of change. By so doing, they will end up turning their ideology and be able to succeed in this implementation.
· Addressing the change-This should be well thoughtful and logical. Recruits are always at the sympathy of the administration to update them of the changes. Poor communication will lead to rejection of the change. Therefore, the management should call the employees and try to communicate the change together with its obligations. They should also give an explanation as to why it is crucial to decrease their salary.
· Implementation-Once the change has being planned through the agreement of management of the haul flight and the workers, the change can now be implemented.
· Follow-up- It is important to track the change and see whether the desired results are being realized. Since the problem in the implementation of this change was decrease in salary, for the employers to concur with this degrease, they should be promised an additional allowance. For this promises to be effected, the management should follow up the change keenly to ensure that the desired results are attained.
· Removing barriers-The change that is about to be implemented has some barriers that the management should address these barriers for the union to see the benefits of this change.
· Holding a come together party-It is vital to make merry any small success. With reference to this implementation the management should promise the employ a celebration after a given period of time. This serves to motivate the employees.
Following the steps above, the employees will see the sense of implementing this change and the management will be at a position to implementing it. At the same time, the employees will fill the sense of belonging and in turn will advocate for the change. After the implementation, the management should plan keenly to ensure that the change do not adversely affect the employees. On the top of this, they should ensure that the negative reaction of the employees that seems to bring problems in future are dealt with from the word go so as to change the perception of the employees. During implementation, it is important to do it in a collective manner so as to make employees co-operate as per the change. The manager now should have is own adjusted table that serves as a revised employees reaction table. With the help of this revised table, the management should be analyzing it at regular intervals so as to avoid any Normally in accordance with the discussed above, any change in an organization should is treated in several ways. With reference t o the merging of the haul flights that was proposed by the Planet air travel so as to counterfeit the alarming financial situation that resulted to heavy lose being realized by the company brought some disagreement between the union and the management policies .According to Wilson, J. (2015). The reactions could be categorized into three different ways. The ways include:
· Positive Reaction- These occurs when the people believe they have gained something beneficial from the change
· Negative reaction-This occurs when the people believe that they have lost something as a result of change
· Mixed reaction-When the people have mixed feelings in that the loses out balances the benefits
In most cases when implementing change one should ensure that the reactions are keenly examined. One should make sure that the reaction are bend in a way that the two sides that needs to come into agreement see the sense of implementing the change ( Botkin,et al 2014). To strategies on the way forward on how to implement any change requires a specialist and well experienced expert. Basing our argument on the merging of the hauling flights the implementation seemed not to be successful. The meeting that was confined by the management with the union ended up into some disagreement. With reference to this meeting, there were several reaction of that emerged out.
By analyzing the minutes it was clear that the union was not against merging of haul flights but they were against the impacts of the change after it has being implemented. For easy and well recommended way of analyzing the reaction of the employees Is to come up with tabulated information as shown below that concerns the views of the union and the management in the meeting that they had aimed at improving the performance of PATs private company by implementing a change as proposed (Wilson, J. 2015).
Job category
Short-term
Mid-term
Long-term
Management category
Positive
Positive
Positive
Union category
Negative
Negative
Negative
Ground crew category
Negative
Negative
Negative
According to the analysis of the chat above concerning the reaction of the parties involved, the objectives of the business were:
· Covering a wide range of the field
· Make enormous profit in the haul fright
· Build the name of the private company
This change was a good proposal only that it was clear that the management did not put into consideration the welfare of the other employees. In other words, it applied wrong method in implementing the change. According to the table above, the change had different perception concerning the implementation. With reference to the chat, the change impact positively on the side of the management category. This is because on implementing this, the flight haul will end up attracting a lot of customer and as a result minimize the loses that are being incurred as result of the alarming financial situation. As a result of this impact, their salary will increase and at the same time they will receive the credit due to this tremendous move (Hamel, et al 2013). On the side of the union category they feel that the change will result to a lot of work with a minimal pay since the management feels that they should revisit the terms and conditions of the employment. This review of the terms and condition was a directive measure that the management could use to reduce the loses and bridge the gap between the employees salary (Hamel, et al 2013). This was basically for the benefits of the managers and stakeholders but seemed not to favor the union and the other entire employees in any way that is why they rejected the proposed change even though it had some advantages. Therefore it is advisable for the management to strategies on the right mode of implementing this change.
While strategizing on the implementation, the management should make some adjustment on the mode of implementation. The management should also follow all the steps laid down so as to be successful in their implementation (Wilson, J. 2015). The steps to follow are:
· Managing hold for the change-In most cases is important that management to show support for change and demonstrate that support when dealing with the staff. By doing so the workers build up a calm altitude on seen executive sustaining the practice.
· Folder for change-Nobody desires to change just for the sake. A folder for change can originate from diverse sources. In this connection the management should clearly state the importance of the change and its implication for the union to understand the benefit of the change.
· Employee involvement-Similarly it is healthy for this organization to involve the employees in this decision making and try to enlighten them on benefits of change. By so doing, they will end up turning their ideology and be able to succeed in this implementation.
· Addressing the change-This should be well thoughtful and logical. Recruits are always at the sympathy of the administration to update them of the changes. Poor communication will lead to rejection of the change. Therefore, the management should call the employees and try to communicate the change together with its obligations. They should also give an explanation as to why it is crucial to decrease their salary.
· Implementation-Once the change has being planned through the agreement of management of the haul flight and the workers, the change can now be implemented.
· Follow-up- It is important to track the change and see whether the desired results are being realized. Since the problem in the implementation of this change was decrease in salary, for the employers to concur with this degrease, they should be promised an additional allowance. For this promises to be effected, the management should follow up the change keenly to ensure that the desired results are attained.
· Removing barriers-The change that is about to be implemented has some barriers that the management should address these barriers for the union to see the benefits of this change.
· Holding a come together party-It is vital to make merry any small success. With reference to this implementation the management should promise the employ a celebration after a given period of time. This serves to motivate the employees.
Following the steps above, the employees will see the sense of implementing this change and the management will be at a position to implementing it. At the same time, the employees will fill the sense of belonging and in turn will advocate for the change. After the implementation, the management should plan keenly to ensure that the change do not adversely affect the employees. On the top of this, they should ensure that the negative reaction of the employees that seems to bring problems in future are dealt with from the word go so as to change the perception of the employees. During implementation, it is important to do it in a collective manner so as to make employees co-operate as per the change. The manager now should have is own adjusted table that serves as a revised employees reaction table. With the help of this revised table, the management should be analyzing it at regular intervals so as to avoid activity that may cause danger in future.
Recommendations
Cross functional insinuations of change may make the system wide changes to go askew often (Averill, 2012). For a company to flourish and maximally be effective in terms of the profits, it has to; learn and put measures that will always introduce and as well create a culture for the company to be able to effectively respond to emerging and existing turbulent in the industry by managing changes in an effective manner. Variety of reasons tends to include the lack to understand deeper issues of the organization, or the failure of recognizing them.
There is need to understand and as well examine to what extent does the organizational culture do influence possibility of success that brings change of strategies is likely to happen. Organizational members tend to be more liable to clinch transformation when the organizations culture is in alignment with the goals, visions and company’s missions.(Alvesson, 2012).However, the management above may advocate for values they think is a definition of organizational culture. Members tend to distinguish what is rewarded and what they tend to as the fundamental message and will form a culture that is real and defines the way things are proficient (Averill, 2012). This means that it would be great significance for cultural analysis regarding the PAT and its operations be evaluated and undertaken in order to smooth the progress of the development and the functioning of directorial change in the desired direction. This is according to Kirk Patrick conclusions to change model that also elaborates on the reactions of the employees, and in this case the employee reactions are negative reactions.
Culture embrace and understanding of the same is of importance to the company in the following ways, culture insight helps in the provision of consciousness of the level to which the members of the organization are or may be ready to acknowledge the changes provided by the top management (Alvesson, 2012).The other significance is the cultural assessment which possibly determines main causes of the inconveniences that slow down a better performance. The company should be able to award the employees who they no longer desire in the company again a hefty send-off that will keep them from striking. These will also ensure that no litigations against the company that may otherwise ruin the reputation of the company or in a way tend to lose money again paying for court proceedings and fines in case they lose their Cases to which they are likely to.
In response to the concerns about the escalating fuel prices, airport taxes, general increase in the prices of commodities, stiff competition from competitors who are offering more generous terms all contributed by the global financial crises position PETA in an alarming state that requires immediate action. Labor costs and the stagnating revenues, and the organizational culture that was launched earlier to determine the appropriate change strategy that bore no fruits, the following structural recommendations can be of significance to bringing the company back to its normal operational costs and profits as putting into consideration in going full throttle for the merger (Averill, 2012).
· The employees, customers and suppliers should be given a voce and as well increasing their ability to influence the procedures and the policies (Prokop, 2014). An electronic comment box should be initiated for the purpose of communication from the employees and as well an implementation on surveys on the customer services and supplier satisfaction.
· Establishment of the company’s mission and vision statements those are new and better and as well appealing to the customers. This is aimed at encouraging a sense of ownership and the incorporation of management teams with those of the mergers. There should also be a relocation of artifacts such as the photos of the company and achievements from the early years that facilitate the acknowledgement of the company’s history, integrity and longevity as well as safety standards it has been applying without compromise. There should be a guideline for the team work co-existence of the three mergers.
· A strategic management group should be established and be able to meet on weekly bases to address the progress, emerging business challenges, the coordinate travel between facilities and as well finding of a common ground for trust building (Alvesson, 2012).
Changes cannot occur easily in a firm whose employees have become used to the earlier way of operation. Introduction of new rules or working or modes of the way activities are carried out can definitely be too challenging thugs managers need to introduce strategies that will familiarize their workers with such kind of trends (Alvesson, 2012). A lot of resources may be wasted as well as a lot of time spend if workers are just introduced into a new working model or environment without their prior knowledge and then they are just left to adjust and fit into the basis of that change. All human beings fit well into certain functionality if they are oriented on it in the right way.
To protect the organization from incurring a lot of expenses while trying to recondition its state, managers can use a better way of informing their employees earlier about their proposed changes, this could prepare them physically and psychologically so that they begin to prepare on such (Alvesson, 2012). That kind of information can help them begin consulting and practicing or even seeking some skills from different centres that may be able to be helpful to all. If there is adequate time they could be able exercise that which is new and by the time of full implementation the company.
Special training moments should b set by managers that not charge, these sessions must be free of charge as a way of encouraging them to fit there again. They should draw attention on the new methodologies which they encounter in demonstrations so that they can apply them later. Before changing the way of operation by merging an organization with another, managers also need to consider the status of both parties to be involved to ensure that no one side is too much dependant on the other.
Workshops held also need to be attended because they are good in providing workers with skills that are required. They get introduced and their thinking capacity is raised too high as compared to the situation they have been in their past (Alvesson, 2012). There are also seminars for addressing such issues which they need to attend. The world is too big and has always had changes that make operations in different parts very different from the others. The managers therefore have the role of organizing tours for workers so that they can learn new things that happen daily so that they can get an exposure to the outside environment and get motivated to work under new strategies.
Good relationship between the workers, administration and the people surrounding the organisation should be checked upon regularly to avoid boredom or ignorance after the way of operation is changed. Motivation is also another vital aspect in improving the interest of employees on an organisation (Averill, 2012). The managerial should ensure that employees get some prizes unexpectedly according to their performance. This practice will increase their loyalty to the organisation thus resulting to them being ready and willing to work for it as long as they can. The motivation can be in terms of promotion from a particular department to another or even additional salary over the normal one.
References
Alvesson, M. (2012). Understanding organizational culture.Sage.
Averill, J. R. (2012). Anger and aggression: An essay on emotion. Springer Science & Business Media.
Botkin, J. W., Elmandjra, M., &Malitza, M. (2014). No Limits to Learning: Bridging the Human Gap: The Report to the Club of Rome. Elsevier.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change.Cengage learning.
Hamel, G., &Prahalad, C. K. (2013). Competing for the Future. Harvard Business Press.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Meyskens, M., &Carsrud, A. L. (2013). Nascent green-technology ventures: a study assessing the role of partnership diversity in firm success. Small Business Economics, 40(3), 739- 759.
Prokop, D. (Ed.). (2014). The Business of Transportation 2 volumes. ABC-CLIO
Paulson, H. (2013). On the Brink: Inside the Race to Stop the Collapse of the Global Financial System–With Original New Material on the Five Year Anniversary of the Financial Crisis. Business Plus.
Wilson, J. (2015). Access, Gender, and Agency on Study Abroad: Four Case Studies of Female Students in Jordan.
Ward, J., &Peppard, J. (2016). The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley & Sons.
Zemni, M. A., Mammar, A., &Hadj-Alouane, N. B. (2016). An automated approach for merging business process fragments. Computers in Industry, 82, 104-118.
