Organization

While I read this article, thinking in my head for a long time is that it is very hard to change a corporate culture that is diffused throughout the company for a long time and efforts made by a few people are not sufficient. A corporate culture of South African Airways (SAA) appearing in this article refers to the apartheid established for more than 40 years, employee's distrust in management and a separate culture in which employees feel like that they do not belong to the company as one family but the company is completely separated from employees. Now that I have read whole article, today I would like to point out three problems that SAA has.

First, we can easily recognize the corruption of CEOs in SAA appearing in this article. I think a word of "Trust" about management in employee's mind goes gradually farther away under this situation in which trust is not given. Viewed in the South African historical light, because the black employees in SAA are stricken with a victim mentality of racial discrimination, they must have a negative disposition-based trust. In such a situation, the corruption of management may give the opportunity to remove "Trust" which may remain in 1 % or less from their mind. Also, what about cognition-based trust? CEO's false strategy (wrong hedging strategy) drives employees to the situation of distrust about the company. Various corruption and lies of management (Andrews did not establish control measures for consultants) remove even the integrity in employees' mind. As a result, Affect-based trust has made a negative direction. Which employee can call this company as a company like a family? Although the SAA makes an attempt to develop and run a cadet pilot program for black employees, the distrust which widely spreads out in a company is not easily settled down.

Second, one of the biggest problems that the SAA has is the racial issue that South Africa has for over 40 years. Many employees have questions on whether the company...