After emerging from bankruptcy protection in 2004, Air Canada worked with its employees at numerous measures to maintain profitability. However, its share price dropped from around $18 at the end of 2006 to around $3.50 at the end of 2010. Then, in 2011, Air Canada experienced labour-relations problems with the union representing f light attendants, involving calls by union members to go on strike in September and October of that year. A major issue was the schedules that the flight attendants worked.

Put yourself in the place of a human resource scheduler at one of Air Canada’s competitors. It’s clear that operating an airline requires f light attendants to work early mornings, late evenings, weekends, and holidays. However, the individual f light attendants’ schedules should be acceptable to employees as well as the employer. You decide to survey a random sample of f light attendants on two different schedules to assess their job satisfaction. Employees rate job satisfaction on a Likert scale:

A: very satisfied

B: satisfied

C: neither satisfied or dissatisfied

D: dissatisfied

E: very dissatisfied

The results from eight employees on Schedule 1 and seven employees on Schedule 2 are as follows:

It appears that Schedule 2 provides more job satisfaction than Schedule 1. You therefore move the eight employees from Schedule 1 to Schedule 2. After they’ve become accustomed to the new schedule, you survey their job satisfaction and obtain the following results:

Do the survey results (A) and (B) in fact indicate a significant difference between the two schedules? Suggest an appropriate next step for this project.

Transcribed Image Text:

Survey (A) SCHEDULE 1 D D A B B SCHEDULE 2 A D Survey (B) EMPLOYEE # SCHEDULE 1, FROM SURVEY (A) SCHEDULE 2 1 2 3 4 6 . A D D B B A A D B.