Most American Airlines are currently facing shortage due to the management’s inability to incorporate balance in gender and social inclusion (Germain, Herzog " Hamilton, 2012). Studies indicate that over the last three decades, the number of pilots has drastically reduced, but e replacements have been few. As such, there is a case of low supply and high demand in the sector. The airlines should recognize the importance of inclusion and start hiring both genders, as well as other qualified personnel regardless of their social practices (McGirt, 2016). The long-held stereotypes that portray women as inferior should also end so that everyone gets a chance of participating in their favorite jobs. The minority should also participate in the jobs to ensure a balance in the aviation field and avoid the shortages.
American Based Airlines Hatred towards Inclusion
Introduction
The US is currently facing severe pilot shortages, making it increasingly important for airlines, government agencies and academic institutions to work together in addressing potential future pitfalls. The U.S private and commercial pilots with current certificates have been decreasing over the last decade (Freed, 2018). With the increasing number of clients, it is evident that the pilots’ available pool is shrinking and becoming insufficient to satisfy the airline's needs. This paper will evaluate the issue of correcting the American Aviation pilot shortage by use of gender and cultural inclusion practices.
The Problem
The Federal Administration Aviation (FAA) is a national authority whose primary mandate is controlling the civil aviation. The most vital aspect of the study will include leadership whose primary objective is to ensure proper planning, development, and maintenance of safe and effective airport systems. Additionally, the management provides that it protects the public’s interest and investment through ensuring that compliance with Federal obligations by the sponsors is the operations further and aviation culture (Federal Aviation Administration, 2018). The purpose of all these organizational branches is to ensure timely delivery of services.
Additionally, their generic and specific process for recruiting pilots includes the determination of whether PRIA applies to the applicants (Reitz, 2017). In cases where it is applicable, one will need to clarify if he/she is an air carrier or operator operating under part 121 and 125 respectively (Velázquez, 2016). It will also be vital to clarify whether the applicant engages in transportation. The hiring process involves advertisement of the vacant positions before picking the best candidate for interviews. The tools applicable to recruitment and hiring include applicant tracking systems as well as mobile recruitment and collaborative tools.
Unlike in the past, women and minorities have currently advanced their education in various fields including piloting (DeLyser, 2014). However, the recruiting agencies have been overlooking this aspect and avoiding the professionals during the hiring process. This issue has failed to adopt inclusion practices in the airlines has resulted in the shortages because a significant percentage of prospective professionals is in the unrepresented groups (Opengart " Germain, 2018). By adopting inclusion, it will be possible to solve the problem and sustain a viable solution because most of the unrepresented populations will participate in the process. The gender and cultural inclusion will be more efficient if the firms eliminate the qualitative hiring techniques and adhere to the qualitative standards that are specific to the aeronautical decision making.
In ensuring that the recruitment process is fair and inclusive, the firm will need to break down the process into recruitment, interview and hiring procedures (Elias et al., 2016). Additionally, they should consider these parts at both the individual and system levels. All the workers involved n these steps should understand and agree with the minimum job requirements and the necessary job functions. It will also be vital to build cultural competencies into the hiring process, identify barriers and bias for different applicants and educate all the people involved in the hiring process about the presence of the biases (Heilman, Manzi " Braun, 2015). As such, it will be easier to eliminate them and conduct a fair and inclusive process.
Areas to be Analyzed
The attached documents highlight several matters including the Federal Aviation Administration (FAA) national authority whose duties entail controlling the civil aviation. It deals with airport constructions, aircraft, and personnel certifications as well as protection of the government’s aerospace assets. The organization recognizes that companies intending to employ several workers require a structure (Burke, 2018). Therefore, it has implemented a structure to help in avoiding misunderstandings and chaos among workers and leadership (Pinto, 2007). Attachment 2 highlights the stereotypes that have always portrayed women as inferior and unable to be effective in the cockpit. It also highlights the reasons for few women pilots in the American airline industry and compares various literature about gender imbalance in aviation. In 2014, the number of female pilots decreased from 8000 to 6000 in the US (Puckett " Hynes, 2011).
In the third attachment, the author analyzes various matters including the relationship between organizational structure and business processes. As such, they described OS as the coordination in information flow between different levels (Blau et al., 2008). Attachment 4 highlights various matters affecting the organization's finance process and observe that all offices collaborate in systematic ways through specified roles and responsibilities (Hammer, 2015). Therefore, they utilize work centers, financial tools and always monitor the workflow to ensure adequate performance. Article A explains the ways of conducting research and points to consider while B discusses exploratory case research which allows more profound understanding of complex matters (Gioia, Corley " Hamilton, 2012). As such, it aims at determining why 95 percent of the American airline's pilots are white males. Finally, article C addresses the importance of cultural diversity and gender variety in the global aviation industry.
Organizational Structure
The top US airlines use the functional structure which groups workers according to their specializations or similar set of roles (Gall, 2018). Since the top American airlines are less inclined to changes and dynamism, the structure seems to work well for them (Griffin, 2015). However, the bureaucracy makes it difficult to respond to market changes promptly.
Graphic of the Organizational Structure
Various areas need assessment through interviews and surveys. For instance, most of the top airlines recruit white males compared to other populations, and it is vital to identify their reasons behind the practice (Harl " Roberts, 2011). Additionally, the private sector does not practice diversity, and just like the other airlines, they prefer white male pilots.
Vertical Processes
Various airlines have a bureaucratic structure which only allows the following of authority from top to bottom (Aggarwal, 2014). As such, consultations are mandatory in every step of decision making. Therefore, authorization has to come from the senior level executives. Under this approach, inquiries through interviews or surveys are not necessary.
Horizontal Processes
Organizations like FEE have several elements of departmentalization, chain of command and span of control. The aspects reflect in different offices including budget and programs, financial analysis as well as financial operations offices. The integration of hardware, software, and network resource streamlines the organizational processes (Shao, Feng " Liu, 2012). Therefore, the execution of finance processes is efficient due to the different work centers and finance tools that ensure workflow in various departments. There are no indications of areas requiring early assessment through interviews or surveys.
Formal and Informal Learning Methods
The formal and informal learning methods involved include financial guidance for agency contacts, management of internal and agency related costs as well as analysis of business decisions to ensure that they are sound (Hill, 2016). These procedures are mandatory because they help in the smooth running of the organizations processes and deal with the most sensitive area of finance. Areas like finance section workflow need advance assessment in the form of interviews or surveys.
The IT Systems
The tools which enable vertical and horizontal processes include organization Learning Mechanisms (OLM) which allow the firms to methodically collect, analyze and utilize data in the best way. The learning method mainly occurs regarding organizational structure and culture (Ng et al., 2006). The organizations have also adopted the IACRA platform which subjects the airmen to the same application procedures. As such, the online processes equip the users with IT and support systems to acquire the necessary information. Areas like the organizational departments need advance assessment because they consist of different units and subunits which may make it challenging to master roles in every unit.
Conclusion
American Airlines are currently facing an acute shortage of pilots due to the conservative perspective that men are superior and should hold some roles. Despite the forecast of the persistence of this challenge in the future, the airline industry has exhibited no effort in trying to incorporate diversity and gender inclusion. Organizations should also integrate processes and systems in the dissemination of information to the necessary parties to ensure inclusion for everyone. The American based airlines are responsible for the shortages because they have failed to adopt the female and minority inclusion practices that would help in keeping up with the population growth, transport demand and the need to replace the retiring pilots.
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