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Tag Archives: Gavin Elliot-Wilson

Emirates Airline fired my friend for supporting me

Emirates management fired a good friend of mine today out of blue for something she did at the end of last year.

Namely, she commented my article on Truth About Emirates Airline Management Facebook page. My friend wasn’t given a notice period or warning. She was just fired for writing a comment on my article so many moths ago. She didn’t lie about it. She was honest and straight until the end. Emirates managers do not care about honesty. They don’t care about their staff. They left my friend on the street with debts and no money for a rent.

This particular friend of mine supported me all the way through my fight. She was always open in her support, always wanting Emirates to become a better place for all. This is why she was brave enough to ask right questions at the Open forum for ground staff and to speak clearly and loudly about inhumane conditions in Emirates Airline. I guess managers never forgave her that and just waited for a “right moment” to terminate her service. But nobody would expect that they will do it in such a cruel way, suddenly and without giving her a chance to prepare herself. They just took away her whole life in Dubai from her in five short minutes.

To be honest, I wanted to stop writing this blog. My previous article on managers’ salaries supposed to be my last one. But this information changed everything. I don’t know why EK managers decided to fire my friend now for something she did so long time ago. What crosses my mind at this moment is a revenge to me and my blog after my last article. It wouldn’t be the first time for Airport Services Divisional Vice Presidents Anoma Manuel and Walter Riggans to revenge on staff for speaking up.

Let me remind you that I was also fired without notice period or any money in my pocket and was literally kicked out from the airport building like a dog. I couldn’t even get the information about my next steps for visa cancellation process because my HR profile was cancelled at the spot. I was left in the dark and on the street. Same happened to my friend.

I wanted you to know this. There is no humanity or decency among EK managers. They just keep responding to complaints and bad working conditions with cruelty, pressure and service terminations.

Shame on you, ruthless people. Shame on you in your expensive villas, with your 100.000AED salaries and bonuses. 

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HR manager in charge for intimidating and firing staff in EKAS

In another, shorter, news for today, I finally found the full name of a mysterious “Karen“. The EK Human Resources manager in charge for scaring, intimidating and firing staff in EK Airport Services (ground staff). I guess Emirates has a lot of managers like Karen is, but I don’t know them.

I do know Karen, though. I have met her three times. The first time was when I had my disciplinary meeting. She was in the room with Rami El Samra (my disciplinary meeting manager) when I knocked. They told me to wait a little bit. Karen exited the room and went and Rami El Samra called me to come in for my disciplinary meeting. I never found out about their discussion before I came in, but I find it suspicious and unfair. 

Second time I met Karen it was at the airport hallway, the day I was supposed to be fired. She was walking towards offices with HR manager Maktoom Mohd. Hassan. Mr. Maktoom greeted me, Ms. Karen ignored me.

Third time I met Ms. Karen was at the same day at my line manager’s office (Gavin Elliot-Wilson). I greeted Mr. Gavin with a hand shake, and I greeted Ms. Karen as well, but she was a little bit surprised that I wanted to greet her, so she got confused with her hands and papers. This meeting was the moment when I found out that the person who talked to my manager before the disciplinary meeting was the very same person who fired me – HR manager Karen Galer. The judge, the jury and the executioner.

Ms. Karen was sitting in the office silently, while Mr. Gavin told me that my service is ended. I asked Ms. Karen where I can read about my rights and obligations after service termination, and she got confused, obviously not ready for the questions or knowing about the basics of the service termination in Emirates. She directed me to the End of Service counter in HQ.

I heard a lot about Ms. Karen Galer. I heard how she invites staff to the offices at the airport and intimidates them with close service terminations. She does it with coldness and regardless of anything that staff has to say in their defence. A the same time, if asked something about Emirates rules and policies, she doesn’t know the answers. So, her only job is to tell people that they are fired.

I was seeking for so long to find out who “Karen” is. Please, feel free to describe your experiences with her because she is, by my opinion, typical representative of an inhumane approach to employees in Emirates Airline, especially as she is working as an HR manager – who supposed to be responsible for staff’s well-being.

Ms. Karen is also welcome to comment.

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Open forums for Cabin Crew

Seems that Mr.Terry Daly (Divisional Senior Vice President Service Delivery) has finally acknowledged the problems that his department has. Since Emirates Airline managers always try to “resolve” their problems by using force and pressure first, I am not surprised that Mr.Daly introduced new sickness certification process without any discussion with his staff or possibility for receiving crew’s feedback on his unpopular decisions.

According to some unofficial data around 1000 crew called sick two days ago which is enormous number for already suffering Service Delivery department. This fact, along with huge turnover rate, drop in service delivery quality, lack of crew and crew’s writings on the Internet may forced Mr.Terry to try and find a different solution besides the unpopular benefit cuts. Mr.Daly promised to organize some Open forums for cabin crew where they will discuss problems and issues.

Mr.Terry Daly's call for Open forums

Mr.Terry Daly’s call for Open forums

Now, these open forums were already organized in EKAS (Airport Service) department without much success (anyway, Ms.Anoma was moved to another position soon after the forums). The absence of success is only normal when your managers think that their participation at Open forum is an act of good will and that they are there to “help” their employees. No open forum ever will resolve any departmental issue until EK managers start to comprehend that they are not there to “help” (which was Ms.Anoma Manuel‘s vision on forums’ purposes) but to work together with their team and, actually, help themselves. Managers are not there to help, but to do their job and make decent working conditions for all.

While Ms.Anoma Manuel’s Open forum turned out to be a farce which resulted with my service termination as she couldn’t handle honest and desperate questions in any other way than to punish me for asking them, I hope that Mr.Terry Daly will have more intellect and reason than Ms.Anoma to hear what his staff has to say without firing them.

I know that it is hard to achieve Ms.Anoma Manuel’s levels of mismanagement, bullying and incompetence, therefore I truly hope that Mr.Terry Daly will use these Open forums to really show some care for his staff and to deal with burning issues with success. This blog started with Ms.Anoma’s incapability to lead her department. Let’s hope that it will all end there and that nobody will have to go through things I have been through with Ms.Anoma as my manager.

Good luck to Mr.Terry Daly at his Open forums.

And just to remember how the “Open forum” looked like in EKAS department: 

 

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Workplace harassment in Emirates Airline

Harassment at work is an omnipresent thing in Emirates Airline. This is due to undeveloped organisational culture and lack of education among EK managers.

Emirates Airline had a bad luck (or bad HR department?) to get some people with “slave holder” mentality on top positions. And while this kind of mentality was certainly efficient in the disturbing times when people were forced to pick the cotton for their “owners”, these times are different and humanity agreed about something called The Universal Declaration of Human Rights. Unfortunately, it is possible today that some people reach high positions of VP, SVP, DVP, etc. still not being familiar with this Declaration. People with this kind of mentality are usually weak and always afraid that they’re not capable enough to cope with their responsibilities, so they use bullying and force, misusing their positions, to scare and threaten others, so that their incapability remains invisible. This is why I will write about harassment at work in this article which has the aim to raise the awareness of a workplace harassment in EK.

7174-HARASSMENT3

Workplace harassment is:

  • the offensive, belittling or threatening behavior directed at an individual worker or a group of workers[1]
  • the odious dealing through pitiless, malevolent, hurtful or embarrassing attempts to undermine an individual worker or groups of workers.[2]

Recently, matters of workplaceharassment have gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. In Oriental countries, it attracted lots of attention from researchers and governments since the 1980s, because a significant source of work stress is associated with aggressive behaviors at workplace.[3] Third world countries are far behind oriental countries in that there are limited efforts to investigate the questions on workplace harassment. It is almost unseen and the executive leaders (managers) are almost reluctant or unconscious about it in the third world countries.[2] Under occupational health and safety laws around the world,[4] workplace harassment and workplace bullying are identified as being core psychosocial hazards.[5]

This is a definition from Wikipedia. I would not use the term “Oriental”, since there are some really developed oriental countries (Japan, South Korea, China) which have implemented the concept of human and labour rights a long time ago. Nevertheless, I will use this definition and my case with former DVP EKAS Anoma Manuel as an example of a workplace harassment.

First of all, Emirates Airline has a policy on work related molestation of employees. Even if Ms.Anoma doesn’t read EK manuals, HR managers should know them by heart because they are the ones who write them. But it seems like EK HR high managers don’t read their own manuals as well.

For your information, this is the Emirates Airline Manual on Harassment which you can use if you are harassed by your colleague or boss.

C6-5 Avoidance Of Harassment

Context

1. Definition

2. Policy

3. Required Action By Employee

Context
The Company’s overall policy is to act with care and consistency in dealing with individual employees at all times. This is given as one of the principles in the Employment Regulation on “Code of Conduct and Business Ethics”. Details of how this policy/principle will be applied, are given below.
This policy covers the work place only. The Company cannot extend the coverage to outside the work place unless there is a very clear overlap or linkage between events and/or persons, so as to adversely affect work performance.
1. Definition
1.1
Harassment is defined as a regular and repeated pattern of behaviour between people, during interactive situations in the work/business environment, which is considered intolerable or offensive, because it is based on or includes forms of behaviour given in paragraph 1.2.
1.2
Harassment takes many forms including, but not restricted to, physical contact ranging from touching to assault, domineering and bullying behaviour, verbal and written interaction through offensive jokes and language, gossip, threats, distasteful photographs or pictures, mimicking, anonymous letters, emails, sms, telephone and mobile  calls.
1.3
Harassment does not exist merely on the basis of setting regular or repetitive performance targets, unless the method of describing these is accompanied by forms of behaviour given in paragraph 1.2.
2. Policy
2.1
The Company accepts the right of every staff member to a working environment free from harassment and will take appropriate steps to promote and maintain such an environment.
2.2
The Company will not accept that any employee should give or be subject to any form of harassment. The Company will provide protection for employees who consider that they are being harassed.
2.3
The Company is opposed to any form of harassment being practised against its employees or potential employees on the grounds of their race, creed, nationality, gender, marital status, age, colour, physical or mental disability, religious or sexual persuasion, or as given in the Definition above.
2.4
The Company will provide the means to address problems as quickly as possible, and as near as possible to the level at which the problem arises. All reports will be treated seriously and without prejudice to employees or their careers.
2.5
An employee who in good faith, reports an incident of alleged harassment of whatever form, will not suffer any penalty for doing so.
2.6
Retaliation against an employee for having complained of being involved in harassment will be deemed to be harassment itself and will be treated as a disciplinary offence.
2.7
An employee who repeats harassment action after an initial warning, will be subject to disciplinary action which could include termination.
3. Required Action By Employee
3.1
Employees should ensure that they do not harass a colleague or colleagues.
3.2
Employees should report any form of harassment as outlined under “Definition” above, provided it is supported by recorded factual details of each incident. The report should be to the appropriate Line Manager or Manager Human Resources.
3.3 Employees who observe what they consider to be unacceptable behaviour, are encouraged to report factually on behalf of the harassed colleague.

You can hear my whole story on the audio record from Termination Appeal Meeting with Ms.Michelle Carswell and Mr.Mohammad Mattar.

Long story short – the whole “molestation situation” with Ms.Anoma Manuel began when I have “replied to all recipients” in the e-mail which I got from admin, notifying me that I have to go to the training on my day off otherwise “penalty applies”.

This is the point where Ms.Anoma showed a serious lack of knowledge about labour rights and her staff’s contracts (this is nothing new, since Ms.Anoma also didn’t know that her staff has a 7 hours shift without a break. You can hear that on the audio record from the Open Forum).

Uneducated and weak personality managers are the huge sore point of Emirates Airline, because they make this gigantic company look like a concentration camp. At the same time, there are many, many check in agents, for example, who are much more educated and better mannered than former DVP EKAS and many EKAS managers. This situation was the core of the catastrophe which happened in EKAS. That department is ruined, so now a new DVP Walter Riggans has to repair the damage. He started with cancelling the new “ABC” check in and boarding system which was implemented forcefully while Ms.Anoma was there.

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So, Ms. Anoma called me for a meeting several times “to talk about my e-mail” and several times she cancelled the meeting. I don’t know if Ms. Anoma is aware, but this is a pure psychological harassment (intimidation) – employee has to prepare for the meeting with nobody else but the very DVP, and DVP is prolonging the stressful situation by delaying the meeting. By doing this, Ms.Anoma showed very severe disrespect for her staff. Third time when Ms.Anoma scheduled the meeting, I called sick due to heavy headache and nausea. At the same time I was constantly “warned” by my supervisors and duty officers that I am “monitored” by the management.

I went to the forced training, under the stress, and I didn’t agree with the trainer that we “have two options in the company – to find the happiness inside or to resign”. I disagreed in a very civilized manner, but majority of trainers and managers in EK are not aware of the concept of “civilized discussion” and the fact that “if you are not with me, you are against me” is not true. (Local) trainer complained on me, and Ms.Anoma was happy to give me the warning, although all the witnesses from the training confirmed that there was no arguing at the class and that we were just discussing Richard Branson’s thesis about the importance of staff’s happiness.

ASM (airport services manager) who gave me the warning told me that it is “from Ms.Anoma” and that she told me that this time “I have to schedule a meeting with her” if I want to talk about my warning. This was already even beyond bullying, as it was, by my opinion, a pure revenge because I didn’t come to a third scheduled meeting with her.

Anoma Manuel, former DVP EKAS

Anoma Manuel, former DVP EKAS

I left it as it was. I didn’t go to Ms.Anoma and I kept quiet, continuing to do my job. But, I was already under the huge pressure, shaken by meetings, interrogations and stress.

I have got my final warning for a (local – this is important thing to say, because staff is often given a warning when a passenger with a western or local passport complains on staff) passenger. Passenger went against my instructions aggressively, I told the staff that passenger is not checked in and not to check her in, because I have instructed her where to go, and the passenger made a whole drama which nobody, from a supervisor, via duty officer, ASM and MAS (manager airport services) COULDN’T RESOLVE. This speaks a lot about management capability. Hysterical passenger got an upgrade, and I got a final warning, although I was just doing my job (guiding the passengers to the right counters), I didn’t offend or yell at the passenger. Many passengers know that if they make a fuss, they will get everything they want, so passengers use that strategy a lot. Management, on the other hand, doesn’t want to take the responsibility and stop this practice. Instead, they are wasting company’s money and punishing staff.

Ms.Anoma was happy to arrange this warning as well.

Only after all of this torture I came to the Open Forum and asked Ms.Anoma about her salary. After all the “inappropriate behaviour” that she consciously did, mine was almost benign, provoked by serious bullying that Ms. Anoma and EKAS management conducted over me.

harassment (1)

This is a pure example of a ruthless workplace mobbing and I hope that it will serve to all managers and staff to get familiar with this concept as it is very harmful for such an ambitious company as EK is.

Paradoxically, the final move on this whole story was made by HR management which didn’t make a tiniest effort to respond to the complaint of mine, let alone to take some actions. They fired me instead. And wanted to put me in prison.

If you ever decide to file a complaint on harassment (I hope that after all that happened with my complaint, HR managers will not dare to fire harassed complainants again), this is how it should look like (remember to read the Manual first and to mention all the parts of the Manual which were violated in your case, describing the way they were violated and all the events). I also hope that outstations’ staff will not be endangered by Ms.Anoma Manuel’s and her bosses’ bullying behaviour, as much as hub staff was.

If Emirates Airline is serious in becoming the biggest and the best airliner in the world, they will have to stop the practices where their own management (including HR managers!) violates company’s manuals.

This complaint was sent to (former?) SVP HR Sophia Panayiotou, SVP HR Masooma Hassan and EVP/COO Adel Ahmad Al Redha.

Nobody replied.

Dear Ms Sophia, Ms Massooma and Mr Redha,

My name is Dragana and I work as a check-in agent. I was regruted abroad and my profession is graduated HR Manager with a master degree.
Forgive me for not being specific in chapters of the Employee Regulations Manual below in the text since I only have a copy of couple of relevant pages with me in the moment of writing this e-mail.
I would like to file an official complaint of harassment over me done by EKAS DVP Anoma Manuel in accordance with:
No 1 Employee Regulations Manual – Disciplinary – 2. General Guidelines – 2.3.2. Gross Misconduct – Discrimination or harassment of employees or member of the public
I would like to report serious violation of Employee Regulations Manual done by DVP Anoma Manuel in accordance with:
No 2  Employee Regulations Manual – Chapter missing – 1. Personal Conduct – 1.2. Employees are prohibited from using their position and authority to further their personal interest.
No 3  Employee Regulations Manual – Disciplinary – 3. Disciplinary hearings – 3.2.2 For formal hearings  the employee will be given written notice as is reasonable given the nature of the misconduct and the preparation time required. This, however, will not be less than 24 hours so the employee can prepare for the hearing. The notice will contain details of the alleged misconduct.
No 4  Employee Regulations Manual – Disciplinary – 4. Disciplinary Action Sequence – 4.2 Written warning
No 5  Employee Regulations Manual – Disciplinary – 4. Disciplinary Action Sequence – 4.3 Final written warning
No 6  Employee Regulations Manual – Disciplinary – Section C6-3 (C) – 1. Appeals – 1.2. The employee will be given five working days (from the date the decision is conveyed) to appeal against the decision in writing to the Appeal Authority. If a written appeal is not received within this period, the action taken will be deemed final and binding.
No 7  Employee Regulations Manual – Disciplinary – Section C6-3 (C) – 1. Appeals – 1.6. The Appeal Authority will generally give a decision within 5 working days after the hearing.
And I would like to seek your immediate protection from torture that I am exposed to at my working place in accordance with:
No 8 Employee Regulations Manual – Chapter missing – 12. Respect for the individual – The company will act with care and consistency in dealing with individual employees at all times.
I have already asked an appointment with a Group psychologist, since I am feeling depressed and very stressed out.
I will try to explain what happened, although this unbearable situation is lasting for almost half of a year now, with culmination in the last few days.
As you may or may not know, in answer of every day complaints and resignations of staff at EKAS department, DVP Ms Anoma Manuel organized Open Forums for all staff to give them “opportunity to be heard”. I was attending the last forum in series, which was conducted on 21St of July. During the forum I asked Ms Anoma several questions. My feeling was that I was ignored, bullied and silenced during the whole timings of the forum.
After the forum I was called for the Disciplinary Meeting. I was notified that the reason is “Inappropriate behaviour”, without any other given details. I have assumed that I am called regarding my participation on the Open forum. Now, I have an audio record of everything that was happening at the forum, so everyone can conclude and decide who was behaving unprofessional and inappropriate during the forum, that is a separate issue. But this is the moment when I want to report that the Disciplinary procedure from the Employee Regulations Manual (No 3 in above text) was violated. I should receive any written notice about Disciplinary Hearing 24 hours in advance. I have received a text message by Shaher Banu on my phone at 3:02 pm inviting me for the Hearing on the next day at 12:00 am. Since I had duty yesterday from 5pm, I saw the message only when I came to the airport at 4:50 pm.
When i reached the airport I have opened my e-mail and I saw an invitation for a Disciplinary Hearing from Shaher Banu (with Mr Rami El Samra and HRM Amanda Maxwell in cc). I have replied to that e-mail, explaining that it is impossible for me to come at 12am next day, since I am working until 3am, that I need my sleep and I need time to find available witness. Mr Rami El Samra answered my e-mail, notifying me that I will be released from my duty at midnight. I answered to that e-mail that it is still impossible for me to prepare psychologically and to find my witness. Mr Rami did not send any reply after that.
Around 9pm I have got the call from RTC notifying me to go to MAS office. When I went there, MAS notified me that Ms Anoma sent him an e-mail in the early afternoon about my early release. I have told to MAS that I have already notified Mr Rami about my difficulties to attend the Disciplinary meeting. MAS sent e-mail to Ms Anoma and I stayed at my duty until 3pm.
Now, this is a very painful and stressful situation for me. I was not given a legal notice for preparation and I was feeling forced to come to the meeting (after my tiring night shift), although I did not have time to find my witness (given the fact that most of my friends and colleagues are afraid to be witnesses because of the constant latent threat that they will lose their jobs if they support me).
I am also feeling prosecuted and punished for saying my opinion on the Open Forum that had an aim to enable staff to tell their opinions and ask questions. This is outrageous for me, I am not used to this severe violation of my right to express my opinion in a polite way. I am shocked by this Disciplinary Meeting invitation since I did absolutely nothing wrong and I have a proof for that. I consider this for a ruthless harassment at my working place.
Reading Employee Regulations Manual, I found out that I haven’t done any of Misconduct or Gross Misconduct acts.
I am constantly punished and called for meetings and hearings for the last couple of months. It is happening since I have expressed to Ms Anoma my desire to be treated as a human being and not a slave.
  1. Ms Anoma is forcing me to come to work on my days off.
  2. Ms Anoma is giving me shifts of 12 hours with one hour break (which gives me the chance to eat only once in 14 hours, including transport).
  3. Ms Anoma is giving me the whole shift of 7 hours without any break.
  4. Ms Anoma is making me attend trainings on my day offs, and then, if I do not show up, she is taking 500 dirhams from my salary to punish me.
  5. Ms Anoma is giving me only 5 hours to sleep, depriving me from my sleep.
  6. Ms Anoma imposed rule of fear at the airport where everyone are afraid of warnings and terminations.
  7. A few days ago my e-mail account was restricted for communication with all grade 4 and 5 staff. I am not sure who did this, but it is a very serious attempt to isolate me from my friends and colleagues.
  8. I have a lot more issues with Ms Anoma, but the most important one, which violated Employee Regulations Manual is when she violated Written Warning procedure.
Recently, I had an issue with a passenger who would not listen to my instructions, behaving aggressive and dangerous. In accordance with company safety rules, I have instructed the staff not to check in the passenger and, since the passenger was shouting on me, I expressed my intention to call a police to protect myself. After this issue I was called for hearing, because passenger complained on my conduct. Several procedures were violated during this process:
1. My hearing was held IN FRONT of the passenger, so I did not have a proper chance to defend myself.
2. My solo hearing was not held on the same day when incident happened, but only several days later, in the presence of HR manager.
3. I have got a written warning for this incident (explanation was that “I have no right to refuse anyone’s check in since I am not security and that I have no right to call the police.” When I have expressed my feeling that I was psychologically attacked by the passenger, I got the answer from my ASM that “there is no such thing as a psychological harassment in this company”).
4. I had a witness to this incident whom nobody called to tell her perception of the incident.
5. I have got the copy and a notification about this Written warning on 20th June (Friday), but the Warning was dated 18 June. Since I had 5 days to appeal, I was left with only ONE day to send my appeal and I have a proof for that since MAS agreed to sign my actual date of getting the warning.
6. I had Appeal Hearing Meeting regarding this warning, where I have presented new evidences that procedure was not respected accordingly, in front of DVP Anoma Manuel and HR Manager Amanda Maxwell. It was around one month ago. I haven’t got any reply on my appeal, although the legal dead line is 5 days, as written in Employee Regulations Manual (No 7 in above text).
Since I have not got the answer to my appeal, this warning should be erased from my HR direct, but it is still there.
Ms Anoma Manuel is misusing her, almost unlimited, power to haunt me, bully me and scare me.
I am just a grade 4 staff and my hands are completely tightened. It is hard for me to my voice to even be heard, because my position is so much lower than Ms Anoma’s. I am tired and depressed of fighting for my voice to be heard. I am exhausted, and before I seek protection from my embassy or from some court of law (local or international), I have decided to ask you to stand in my protection, because I have no one other. I have left my whole life in my country, my parents, my friends and my job in order to come and work for Emirates. I have explained in this e-mail which parts of Employee Regulations Manual Ms Anoma has brutally violated and I have concrete proofs for all of them.
Please, help me. 
Sincerely yours,
Dragana
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Example of a management incapability in Emirates Airline

I have found out today that EKAS management has retrieved “old” check in and boarding computer system at airport services. That system is called “GUI”. New system, which was implemented a few months ago and which is withdrawn today is called “ABC” system.

Since management finally noticed that customer service is bad and that there are huge queues of passengers waiting to be checked in, they decided to do something about it. The first step was previously mentioned customer service training “Together for take off” where we were taught to smile better than customer service agents in Etihad and we got chocolate cubicles as gifts from DVP Anoma Manuel to do that. All the attempts of present agents to explain the trainers that it is useless to force a sick child to be healthy instead of curing them, remained futile. Our trainers insisted that we don’t know how to smile and that we have to find “an inner motivation and happiness” or to “find a better opportunity outside the company”.

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The second step was to implement new check in and boarding system which will shorten the time of dealing with customers, allowing agents to communicate more with them. Basically, this was not a bad idea, if we exclude the fact that GUI was already efficient and fast enough. So, management introduced the new system by inviting groups of people for a short training, where even trainers didn’t have answers for all questions regarding the new system. During this “test period” numerous problems occurred: system was failing in many steps of check in and it didn’t have some key features for check in process. Supervisors and duty officers reported all the problems to the EKAS management, which remained deaf for all staff complaints.

Eventually, GUI was cancelled and new system was implemented for all (except denied boarding staff). Forcefully. DVP Anoma Manuel and her team of managers threaten agents with warnings if they don’t use the new system. New system was not finished, so mistakes in check in process made due to this fact were attributed to agents, who were punished for them.

Duty officers continued to send negative reports on “ABC” but management didn’t want to admit the fact that their project is not implemented in a skillful way and that a huge amount of money is spent on something that slows down the process of check in, when the whole point was to accelerate it.

While this whole circus was going on, all the agents wondered why the money spent on developing and implementing a new system was not used for raising staff salaries and motivation instead?

It took more than three months for EKAS management to see what check in agents saw immediately: new system was waste of everyone’s time and money. 

This is another proof that EKAS management with Anoma Manuel on top (now DVP outstations) has no contact with airport’s reality and that many managers have no clue how to deal with the operation and customer service.


Does managerial multiculturalism weaken Emirates Airline?

I am opening one taboo subject in this article today.

Namely, I have received many e-mails and comments claiming that situation in EK now is much worse in all departments than it was just a few years ago.

Ex and present employees are writing to me saying that no matter from which department they come from they’re experiencing same difficulties as are the ones described on this blog: long working hours, insufficient salaries, mobbing and bullying by managers and superiors and lousy medical insurance. I even have to delete many rude racial comments on this blog every day. So, seems that there is some sort of problem with the managerial style in Emirates Airline.

multiculturalism

False tolerant society.

I had a problem with DVP EKAS Anoma Manuel. She bullied me with warnings and messages, pretending to be god over my life and employment in EKAS, speaking with me in a rude and arrogant way. I have never thought, though, that this was because she is from Sri Lanka. That way of thinking is irrational, wrong and racist and, as I have explained before, I am, actually, very glad when someone who has chances to be discriminated by their sex, religion, place of origin, sexual orientation or health condition succeeds. Writing and administrating this blog, though, made me think about managerial styles and whether there is a difference between styles coming from Asia and the ones coming from Europe, USA, Canada and Australia.

I had difficulties accepting that my manager could behave like Ms. Anoma (and many others) whose behaviour influences people’s sense of personal value and self-esteem. When your superior doesn’t respect you and molest you, if you’re young and inexperienced (and even if you’re not!) it tends to create trauma and deep frustration in you. This is, also, the reason why so many ex employees write to me. They’re are still hurt by the treatment in EK.

I am used to having rights and freedoms and obligations towards my employer. My employer doesn’t own my life and my skills and knowledge. My employer bought my work and work alone. This is the way it goes in Europe. So, I had many problems adjusting to the fact that the company owns my private life and treats me with disrespect. People don’t have names in Emirates Airline, they’re just numbers. I was even punished once for not wanting to give my staff number to the supervisor. I gave her only my name, so I was punished. And Mr. Joshua Waltz, the controller at the airport, approved the punishment.

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Slavery.

This brings us to the second point: is there a difference between managerial styles and if those from the east are (predominantly) more autocratic? Why western managers in EK keep quiet and fit the system perfectly? They could never treat their employees like this at their home countries, so why do they do it in this company? Do they have to protect other managers in order to keep the company running, so they just agree with their decisions? Are they afraid of losing their jobs if they show a little expertise and morale?

I was wondering why all of those western HR managers support the madness of terminating my service just because I have asked to be treated as a human being. Do they have professional integrity and ethical system or they don’t respect themselves enough to respect others? Two western managers gave me the termination letter. One was my line manager Mr. Gavin Elliot-Wilson and the another one was some Karen, cold looking HR manager (?) who only shows up when someone is ought to be fired. The letter was signed by Mr. Rami El Samra, the manager which I have never worked with before. Ms Anoma disappeared during my termination process. She was protected in her misconduct and I was suspended and tortured with meetings and suspense.

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False multiculturalism and racism.

Why is this happening?

I am opening the discussion in the belief that you will write civilized and polite comments, explaining with arguments and evidence whether you think that there is a difference in managerial styles and that one style specifically (whose?) became predominant in the last few years.

What is causing the present situation in Emirates Airline: the conflict of various managerial styles or the simple fact that people are all the same when it comes to the money?

Whether multiculturalism in Emirates Airline turns into something completely opposite to the concept of people from different cultures living and working together?

Does managerial multiculturalism without clear organizational culture and standards kill Emirates Airline?

*Keep in mind that I will erase every rude comment and all the accusations presented without evidence and explanations. 

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This is how it should be.