The following case study report is based on my personal experiences during a 6 month internship within the HRDepartment of Lufthansa Technik AG (LHT). I worked in central personnel development, whose job is to provide systems and processes for succession, rotary and career planning and assist the managers in their role as the “first personnel developer” for their employees.
Two personnel developers and I formed a project team to address the problematic issue of increasing employee turnover in the past years. All the information and data provided by the company has been translated from German into English and was gathered in 2013.
The purpose of this report is to make recommendations to optimize the existing potential analysis tools of LHT. Executives were questioned about their beliefs and experiences using indepth interviews. Their opinions are integrated in the optimization process in order to produce a practical reference guide for identifying potential. I also use a SWOTanalysis to develop appropriate strategies by determining strengths and weaknesses and examining organisational behaviour (OB) factors. In addition, the statements of managers are analysed with regard to aspects of transformational leadership.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Organizational Background
- Problem Identification
- Expert-interviews
- The Interview Guide
- Corporate-Management-Grading
- Critical Incident Technique (CIT)
- SWOT-analysis
- SWOT-analysis based on Expert-Interviews
- Strengths
- Weaknesses
- Opportunities
- Threats
- Implications of the SWOT-analysis for organisational behaviour
- Role Model
- Individual Development
- Communication
- Emotions
- Recommendations
- Conclusion
- References
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This case study report aims to provide recommendations for optimizing the potential analysis tools used by Lufthansa Technik AG (LHT). The report analyzes data gathered from expert interviews and a SWOT-analysis to understand the reasons behind employee turnover and identify potential solutions.
- Employee turnover and its impact on LHT
- Leadership styles and their influence on employee motivation
- Potential analysis tools and their effectiveness in identifying and developing talent
- The role of organizational behaviour in managing employee turnover
- Strategies for improving communication and fostering a positive work environment
Zusammenfassung der Kapitel (Chapter Summaries)
The report begins with an introduction outlining the context and purpose of the study. It then provides a brief overview of Lufthansa Technik AG, its organizational structure, and the problem of employee turnover. The following chapter details the methodology employed, including expert interviews and a SWOT-analysis.
The expert interviews section focuses on the perspectives of managers within LHT regarding employee turnover and the effectiveness of existing potential analysis tools. The SWOT-analysis section examines LHT's strengths, weaknesses, opportunities, and threats in relation to its organizational behavior and potential development strategies.
The report concludes with a series of recommendations aimed at improving LHT's potential analysis tools and fostering a more positive and supportive work environment.
Schlüsselwörter (Keywords)
Employee turnover, leadership styles, potential analysis, SWOT-analysis, organizational behaviour, expert interviews, Lufthansa Technik AG, talent development, communication, employee motivation, work environment.
- Citation du texte
- Anonym (Auteur), 2014, Individual Case Study Report. A Change of Leadership Style within the "Lufthansa Technik" Using Expert Interviews and SWOT-Analysis, Munich, GRIN Verlag, https://www.grin.com/document/301904
