Problem/Phenomenon (news release,blog,company websites etc.

that of interest to your group that you can relate to your chosen learning unit)

This article first appeared in The Edge Financial Daily, on February 9, 2018.

Malaysia Airlines Bhd is hiring again, three years after it shed about one-third of its workforce as part of its restructuring efforts.

According to its website, the national carrier is on the lookout for cabin crew. It also has 11 other job openings on its website’s career section, for
positions such as analyst, captain, first officer, fleet manager, airline security and customer service trainee.

It is understood that Malaysia Airlines has had three job fairs since the beginning of this year for cabin crew recruitment in Penang, Melaka and
Pahang. The airline is holding its fourth recruitment drive for cabin crew in Petaling Jaya, Selangor tomorrow based on its Facebook posting on
Wednesday.

Fact (sentences,etc..that Ideas(What do you think Learning Issues(What you do

are coming from your
phenomenon,there should
be many facts coming
from the phenomenon that
you have chosen.Take the
sentences at it is,copy
paste from the article)
Malaysia Airlines told
The Edge Financial Daily
that the current
Action (Where do you find Solution (What you have
or your opinion of the not know,that you need tothe answer to your found from your readings on
facts.You need to relate know to solve/approach the
questions. They must be previous references)
your ideas to the scope of problem. They can be in reliable sources coming
relationship marketing. 1 terms of keywords,such asfrom journals/books.
fact may have few 3 or 4 what is relationship
Various sources are
ideas) marketing?) necessary 3 or 4 references
arenecessary. this is in the
form of references
1.New blood brings new i. Is the new employees fit to 1.The Hartford; Business How to Hire Your First
perspective. be in the position? Owner Playbook Employees; How to Tell If
https://www.thehartford.co Job Applicants are the Right
recruitment drive is meant
to fulfil the airline’s 2
operational needs as it is
expanding its network and
fleet size.
“Malaysia Airlines
recently began a
2. Cheaper and faster
recruitment drive for
than
pilots and cabin crew to
professionals.
fulfil current operational
needs. Since 2016, the
airline has expanded its
network by adding several
destinations and
increasing frequency, as
well as up-gauging its
services to wide-body
operations.
“Malaysia Airlines
continues to fly up to
40,000 passengers daily as
a result of a significant
increase in the number of
flights operated by the
national airline,” it said.
However, it did not
3. Internal
disclose the number of
method by
people it is seeking to
ii. Will their new m/business-playbook/in- Fit
perspectives relevant and depth/determining-right-fit
beneficial to organisation? Throughout the hiring
process, from crafting a
iii. How will the new
employee cope with the detailed job description, to
routine and stress in the conducting thorough
organisation? interviews, you’re not only
zeroing in on the candidates
i.Does the quality of a new
hiring trained with the necessary skills and
hired staff meet the
requirement set by experience, you’re also
organisation?
evaluating whether they will
1. Ii.How much organisation can be a good fit in your
rely on new staff to help in company.Two qualities
improving the
every employer wants in
organisation?
their employees are passion
2. Iii. How much can an
and commitment. Passion
organisation save on cost
shows itself as an eagerness
by hiring cheaper
employees? to try anything and a
willingness to learn as well
as improve. A committed
employee is one who puts
helping your company grow
above personal needs and
achievements. You don’t
want someone who’s just
recruiting
looking for a job to pay the
recruiting
bills.Determine if your
recruit or whether it plans
to rehire those who were
laid off in 2015.
former employees. i. Will it affect the former company offers the kind of
employees emotionally if
environment and culture
they are not chosen?
your candidate needs to
ii. Can the re-recruitment succeed. Ask them straight
motivate the employees? out about the type of culture
iii. What the organisation
and management style they
can offer other than
higher salary to re- require to be happy and
recruited employees? productive in a job. Evaluate
if this conforms with what
you have in place. Give
them a detailed description
of your company and the
job. Be sure to include the
physical space they will be
working in, to make sure
your expectations conform
to their expectations.
The cultural fit extends to
life and work values, as
well. People tend to be
happiest working with
others who share their basic
values and goals. Find out
how your job might fulfill
the applicant’s needs beyond
the paycheck for such
factors as recognition,
advancement, challenges,
and leadership
opportunities.It’s human
nature to gravitate toward
people you like. You could
find a candidate with off-
the-charts qualifications and
experience, but if their
personality and
communication style makes
you uncomfortable, they
may not fit in over the
longer term despite their
superior skillset.

This column is part of Globe

Careers' Leadership Lab
series, where executives and
 experts share their views
and advice about leadership
and management. Follow us
at @Globe_Careers. Find all
2.Experience vs. fresh Leadership Lab stories
perspective: Get the attgam.ca/leadershiplab.
best of both worlds
DENISE HAYES By way of natural evolution,
SPECIAL TO THE most companies are made
GLOBE AND MAIL up of a mixture of
PUBLISHED APRIL "experienced" and "fresh
27, 2016 perspective" employees.
https://www.theglobeandm Each group is characterized
by their own unique talents,
ail.com/report-on- but are often left with little
business/careers/leadership guidance for how to
-lab/experience-vs-fresh- maximize their interactions
perspective-leveraging- with one another.
the-best-of-both-
worlds/article29745155/ For the sake of the article,
"experienced" employees
refer to individuals who
have spent most of their
career working in a discrete
number of related roles,
oftentimes within the same
company or industry, and
possess a wealth of
historical knowledge and
context. By contrast, "fresh
perspective" employees are
new to roles that force an
extension of their
established skills and
knowledge, either the result
of switching industries or
pursuing different career
paths altogether.

Traditional workplace
culture has led us to believe
that experience meets fresh
perspective in a classic
battle of wills. In actual fact,
these employee groups
create a culture of
complement rather than
conflict. Today's most
successful organizations
foster environments where
the work and values of
experienced employees are
enhanced by a healthy
influx of fresh talent, and
vice versa.

A culture of complement

Among their many well-

developed skills,
experienced employees
carry invaluable information
about an organization's past.
They were present for the
major events in company
history and helped establish
the current benchmarks for
success. When charting a
forward-looking course,
"how we got here" is just as
important as "where we're
going," and these employees
are key to that legacy
information.

Their brand of historic

experience is offset by the
varied experiences of fresh
perspective employees.
Coming from all different
walks of life, these
individuals validate their
past learnings through
meaningful application in
new settings. They are often
seen as the proponents of
change, and push for new
processes that inspire
different ways of thinking.
However, much of their
success comes from
knowing how to adapt their
fresh outlook to fit the
current milieu.

Curbing fresh perspective

through learning

About two years ago, I took

one of the biggest
professional leaps of my
career by accepting a
position in an industry
unknown to me. My new
role required me to lead
cross-functional change,
which I was used to doing,
but without the important
context of organizational
background.

Payment processing is a
business many of us know
in only a superficial sense:
you put your credit card into
the terminal, wait for
something to happen, and
walk out of the store with
purchase in hand. As it turns
out, that "something" is
pretty sophisticated. I knew
that my potential to add
value to the company
depended on how quickly I
assumed the role of student.
So I did my research. I spent
time with more experienced
peers across the business
and met with leaders at all
levels. I learned about what
was done in the past and
how we had gotten to the
current state, and what
needed to be done
differently in the future.

This period of learning gave

me the understanding I
needed to implement change
that not only addressed the
immediate needs of the
organization, but prepared it
for the future. In setting the
groundwork for future
change, I was able to
leverage my past
experiences that reflected
my personal style of
leadership. In the end, I built
credibility as a leader by
showing respect for the
contributions of experienced
employees while also
demonstrating the value of
my fresh perspective.

Creating a shared vision

Regardless of the nature or

length of their employment,
a shared vision helps
employees connect their
individual contributions to
the future of the
organization. This is
especially important in
organizations with a high
integration of experienced
and fresh perspective
employees. In these cases,
leaders can endorse beliefs
and behaviours that nurture
respect for all employees'
contributions across the
organization.

Fresh perspective
employees need to be
especially transparent about
introducing change of any
kind to the organization.
They need to make
concerted efforts to
understand why things are
the way they are and then
assess realistic opportunities
for change. Wherever it
makes sense, they should
leverage what was done in
the past and engage the
expertise of experienced
groups to improve upon it.

On the flip side, experienced

employees need to realize
that change is not a sign of
personal failure or a
criticism of previous work.
There are many external
forces that necessitate
change, including market
shifts and emerging
innovation. They need to
welcome a fresh perspective
for exactly what it is – an
objective viewpoint
enriched by experiences that
could have only been
cultivated outside of the
organization.

My own personal
experience speaks to the
necessity of striking the
right balance between
experience and fresh
 perspective. To realize the
most beneficial change to
your organization, you need
to temper the influence of
one with the other. If not,
you are missing out on a key
ingredient of success – by
disregarding the important
lessons of the past, or failing
to shape a fully inspired
future.

When’s the last time you

were recognized at your
job? What immediate
feelings did you have when
this happened? Whether it’s
3.O.C.Tanner Connect a simple “thank you” or an
https://www.emergenetics. office party thrown in your
com/blog/workplace-
favor, everyone likes to be
appreciation-gratitude/
appreciated. On a surface
level, appreciation is good
for employee engagement,
motivation and
retention. Employee
recognition and appreciation
can also create unique
company culture and
strengthen employee
relationships.

How does workplace

appreciation and gratitude
bring in these positive
effects? Digging deeper,
what are the psychological
effects concerning
appreciation?

There have been numerous

studies on the relationship
between gratitude and work
engagement. Consider this
study reported by Harvard
Medical School and done by
researchers at the Wharton
School at the University of
Pennsylvania:

“Researchers randomly
divided university fund-
raisers into two groups. One
group made phone calls to
solicit alumni donations in
the same way they always
had. The second group—
assigned to work on a
different day—received a
pep talk from the director of
annual giving, who told the
fund-raisers she was grateful
for their efforts. During the
following week, the
university employees who
heard her message of
gratitude made 50% more
fund-raising calls than those
who did not.”

What compels employees to

act this way? The answer
may lie within our brain
functions.

A Psychology Today
article discusses which areas
of the brain are affected by
appreciation and
gratefulness. The
hypothalamus, which
controls basic bodily
functions such as eating and
sleeping, and dopamine, the
“reward neurotransmitter”
are heavily affected from
feelings of gratitude. Alex
Korb Ph.D writes,
“Gratitude can have such a
powerful impact on your life
because it engages your
brain in a virtuous cycle.”

Furthermore, these brain

boosts can have significant
positive effects in the
workplace and in the
employee’s work/life
balance. Showing gratitude
can increase a person’s
wellness, increase better
sleep habits, increase
metabolism and lessen
stress. This directly impacts
work results and employee
interaction. With employee
appreciation, you’re not
only boosting performance
and engagement, but the
employee’s well-being and
health.

In addition, showing
appreciation or gratitude
towards co-workers creates
more social and prosocial
interaction. According
to Positive Psychology
Program article, “Gratitude
is currently one of the
hottest topics in positive
emotion research. People
who participated in gratitude
exercises were found to be
more prosocial than others.”
The Positive Psychology
Program defines prosocial
as “promoting other’s well
being usually through
altruistic acts.” By
implementing gratitude into
company culture, employees
are more willing to spread
their positive feelings with
others, whether it’s helping
out with a project or taking
time to notice and
recognizing those that have
gone the extra mile.

Lastly, as mentioned
previously, the greatest
psychological effect of
appreciation and gratitude is
the happiness and other
emotions immediately felt
whether we’re giving or
benefiting from. Gratitude
creates good feelings,
cheerful memories, better
self-esteem, feeling more
relaxed and more optimistic.
All of these emotions
creates a pay it forward and
“we’re in this together”
mentality in the workplace,
which in turn, makes your
organization more
successful. Plus, the
dopamine effect will
encourage a continuous
cycle of recognition if
everyone participates. All of
these emotions, plus many
more, are what most
employers want out of their
staff to again, create unity.

Now that you have a better

understanding on how
important appreciation and
gratitude are on a personal
level and how it directly
impacts the workplace,
create an appreciation plan
that fits your company
values, mission, culture and
most importantly, something
all employees can
participate in and benefit
from.