UAIR to ask judge for 23% today

[lowecur]

No airline to my knowledge has been successful using a shrink to profitability. No airline has attempted to go from a hub operation to pure O&D. Hubs by their very nature require large feed and therefore a large fleet.


You can change the business plan, dehub the operation to some degree, etc. Shrinking just doesn't cut it. Sit back and watch the show. It will be a first.

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[T45Flyer]

Originally Posted by lowecur
Sure you can, if you change from a hub carrier to a direct LCC.

Lowecur,
The biggest fator that you have not addressed is the PEOPLE. SWA, JetBlue, Frontier, ect.. are successful LCC because you have a very motivated workforce all on the same sheeet of music. From what I hear this is not the case at U.

How motivated would you be if you have a management team that has wrecked your company again and again and always takes its mistakes out on your job security and pay. NOT VERY, I would guess.

The good people at U are now working twice as hard for a fraction of their previous pay. I have met several new First Officers here at Southwest that are very happy to be here after being on the up and down rollercoaster ride at U for 13-15 years. In my opinion, the workforce at U will not just roll over for MGMT again and will be a very significant factor in any transition. They might just ride this one in and look for a better job. Just my .02.

 

[lowecur]

Originally Posted by lowecur
Sure you can, if you change from a hub carrier to a direct LCC.

Lowecur,
The biggest factor that you have not addressed is the PEOPLE. I think I have. SWA, JetBlue, Frontier, ect.. are successful LCC because you have a very motivated workforce all on the same sheeet of music. From what I hear this is not the case at U. Don't forget, 40-50% of this workforce will not be here in 6 months due to furlough or release. How motivated would you be if you have a management team that has wrecked your company again and again and always takes its mistakes out on your job security and pay. NOT VERY, I would guess. There just aren't that many jobs around, and besides why go somewhere else where you have to start at year 1 pay? Even if 20% decide on some sort of job action, that will not disrupt an airline that plans to have 1/2 as many workers in 6 months.

The good people at U are now working twice as hard for a fraction of their previous pay. I have met several new First Officers here at Southwest that are very happy to be here after being on the up and down rollercoaster ride at U for 13-15 years. I'm sure they are. Hopefully, the existing 737 pilots for UAIR will be fortunate enough to hitch their wagons to LUV in the next 6 months. In my opinion, the workforce at U will not just roll over for MGMT again and will be a very significant factor in any transition. They might just ride this one in and look for a better job. Never happen, for all of the above reasons. Just my .02.

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[On Your Six]

I have an innovative idea. Why don't you set-up a mini-hub out of South Florida (say, Ft. Lauderdale) and compete directly with AA and Spirit (future plan) in the Caribbean! USAirways has experience in the area already and it could make a bundle! Oooh yeah, Lakefield, etc. already SUGGESTED that.... But wait, it wasn't included in their latest restructuring plan to the courts.... Sounds like they know what they are doing...

 

[T45Flyer]

Posted by Lowecur:
There just aren't that many jobs around, and besides why go somewhere else where you have to start at year 1 pay? Even if 20% decide on some sort of job action, that will not disrupt an airline that plans to have 1/2 as many workers in 6 months.

Lowecur,
You are quite the optimist. There are lots of other jobs around, maybe not in the airline industry. And a 20% employee job action will DEFINITY hurt U. Just look at the effect of the United Pilots slowdown. United has never recovered because thier customers have had enough.

You cannot overlook the fact that companies/travel agents are avoiding flying on U, due to uncertainty that the flight will actually be there when its time to board. Add a job action and upset employees and the future is not very bright, regardless of your so called analysis of the people of U. Thats the problem when you look from the outside in.

Don't forget, 40-50% of this workforce will not be here in 6 months due to furlough or release.

Do you think that fact is going to motivate the workforce and improve customer relations? Hardly.

 

[Publishers]

turn

It is very very hard to turn a dinosaur around to go in a different direction when the corporate culture has been something else altogether.

People are mad, people are concerned, people are usually everything but productive. Even with substantial cuts, there may be people on the senior end earning a good wage versus their productivity.