Crew planning is a complex optimization problem that usually is divided into two separate parts, pairing and rostering. In the rostering process crewmembers are assigned a personal roster, a schedule, for the next coming time period. In order for the crew to have an influence on their roster, SAS have implemented a Preferential Bidding System (PBS) where the crew has the ability to express their wishes regarding their roster, formulated as bids. Generally there is an outspoken dissatisfaction among the crew about PBS and how it works and therefore the questions were raised of how the system could be more transparent and how the bid fulfillment could be communicated both internally and externally. The performed analysis was made with regard to bidding pattern and bid fulfillment and was both quantitative and qualitative. The quantitative part consisted of a thorough review of historic data (delimited to only four months) and a questionnaire, targeting the whole crew collective, was set up as a complementary qualitative analysis. In this thesis the work and result is presented. The result of the analysis shows that satisfaction felt by the crew cannot be directly compared to bid fulfillment as it is measured today. The major aspects of improving the PBS should include a simplification regarding mainly bid types, but also actions in order to increase the transparency of the system and awareness. The recommendation to SAS is to present statistics to crew for each bid type regarding number of placed bids, number of possible fulfillments and how much that is fulfilled thus visualizing the possibility to get a bid fulfilled. A revised range of bid types have also been recommended along with a few minor changes.

Eftersom flygbolag bidrar till störst klimatförändringar genom koldioxidutsläpp, ställer konsumenter ökade krav på flygbolagens reducering av miljöpåverkan. Detta har resulterat i att flygbolag ökat sin kommunikation om sin miljövänlighet, för att framstå som miljövänliga inför konsumenterna. Syftet med denna studie är att öka förståelsen om vilka attityder konsumenter har till flygbolagens ökade kommunikation om sin miljövänlighet samt varför konsumenterna har dessa attityder. Denna studie är en kvalitativ fallstudie, där specifikt konsumenternas attityder till Scandinavian Airlines ökade kommunikation om sin miljövänlighet studeras, med fokus på flygbolagets införande av koldioxidkompensation. Studiens datainsamling består av primärdata i form av intervjuer samt sekundärdata genom insamlat material från flygbolagets kommunikationskanaler. Resultatet visar att majoriteten av de intervjuade konsumenterna har negativa attityder till flygbolagens ökade kommunikation om sin miljövänlighet. Anledningen till att dessa konsumenter har negativa attityder, är eftersom de är skeptiska till flygbolagens ökade kommunikation om sin miljövänlighet, beroende av att de anser att flygbolagen har underliggande motiv om varför flygbolagen kommunicerar allt mer om sin miljövänlighet. Konsumenterna har även negativa attityder eftersom de blir irriterade när flygbolagen kommunicerar allt mer om sin miljövänlighet.

<p>Syftet med vårt arbete var att utvärdera om Scandinavian Airlines Sverige har förankrat de pågående förändringarna i organisationen hos sina medarbetare. Vi har analyserat hur Scandinavian Airlines Sverige arbetar med att motivera medarbetarna och förändra värderingar och normer bland dem. Vi har utgått ifrån Strategi 2011 och belyst den del som berör medarbetarperspektivet av den kulturella turnaround som sker inom SAS koncernen. I vår undersökning har vi avgränsat oss till Scandinavian Airlines Sverige och utgår ifrån deras tolkning av strategin som de benämner ”Framtidsresan”.</p><p>Den teoretiska modellen som utarbetats har givit oss möjlighet att analysera förändringsarbetet för Scandinavian Airlines Sverige och utvärdera hur förändringarna påverkar organisationens medarbetare. Den utgår ifrån variablerna Kommunikation, Förändringsarbetet, Medarbetarnas förhållningssätt och Medarbetarnas förutsättningar.</p><p>De slutsatser som vi kommit fram till är att Scandinavian Airlines Sveriges interna kommunikation till stor del har varit en ensidig och formell kommunikation från företagets sida. Medarbetarna har inte i någon större utsträckning fått vara aktiva i en dialog.</p><p>Förankringen av förändringsarbetet har påverkats av att informationen inte fullt ut behandlat vad som ska ske med medarbetaren eller på arbetsplatsen. Vi anser att förankringen av förändringen förbättras om Scandinavian Airlines Sverige kunde ha involverat fler personer från organisationen än de 40 underchefer som skedde när de utvecklade ”Framtidsresan” med dess vision och strategier. Det skulle öka möjligheten till dialog med medarbetarna och utjämna kulturella skillnader samt generera ett bättre framtida resultat med förändringsarbetet. Ett annat sätt är att arbeta med förändring i mindre grupper där medarbetarna kan känna sig mer delaktiga och bättre föra en dialog. Genom att öppna för dialog och delaktighet i mindre grupper, ge feedback och samverka mer är flera sätt att förbättra motivationen. Det anser vi vara en nödvändighet för att lyckas med den stora kulturella förändringen.</p> / <p>The purpose with this thesis was to evaluate if Scandinavian Airlines Sweden has anchored the current organizational change towards the employees. We have analyzed how Scandinavian Airlines Sweden is working with motivation of the employees and change their values and norms. The starting point was Strategy 2011 and we have evaluated the part that touch the employees’ perspective and the cultural turnaround that takes place within the SAS group. In our own research we have made a delimitation to only investigate Scandinavian Airlines Sweden and their interpretation of the strategy, which they name”Framtidsresan (future trip)”.</p><p>The theoretical model that has been prepared gives us the possibility to analyze the organizational change for Scandinavian Airlines Sweden and evaluate how the changes affect the employees in the organization. The model uses the variables Communication, Organizational change, Employees behavior and Employees conditions.</p><p>Conclusion from the research is that the internal communication within Scandinavian Airlines Sweden mostly has been biased and formal from the company’s side. In most of the cases the employees have not been able to have an active dialogue. Support of the organizational change has been affected by the fact that information not fully have considered what will happen to the employees and their workplace. We strongly feel that anchorage of the organizational change can be improved if Scandinavian Airlines Sweden involves more managerial staff from the organization than the 40 middle level managers that were involved during introduction of ”Framtidsresan (future trip)” with its vision and strategies. That would improve the possibility for a dialogue with the employees and compensate for cultural differences as well as generate a better future result with the organizational change. Another way is to work on the changes in smaller groups where the employees can feel more involved and have a better dialogue. By open up for dialogue and involvement in smaller groups as well as give feedback and cooperate more are some ways to increase motivation. We feel that these steps are necessary to take to be successful with the big cultural change that takes place right now.</p>

Syftet med vårt arbete var att utvärdera om Scandinavian Airlines Sverige har förankrat de pågående förändringarna i organisationen hos sina medarbetare. Vi har analyserat hur Scandinavian Airlines Sverige arbetar med att motivera medarbetarna och förändra värderingar och normer bland dem. Vi har utgått ifrån Strategi 2011 och belyst den del som berör medarbetarperspektivet av den kulturella turnaround som sker inom SAS koncernen. I vår undersökning har vi avgränsat oss till Scandinavian Airlines Sverige och utgår ifrån deras tolkning av strategin som de benämner ”Framtidsresan”. Den teoretiska modellen som utarbetats har givit oss möjlighet att analysera förändringsarbetet för Scandinavian Airlines Sverige och utvärdera hur förändringarna påverkar organisationens medarbetare. Den utgår ifrån variablerna Kommunikation, Förändringsarbetet, Medarbetarnas förhållningssätt och Medarbetarnas förutsättningar. De slutsatser som vi kommit fram till är att Scandinavian Airlines Sveriges interna kommunikation till stor del har varit en ensidig och formell kommunikation från företagets sida. Medarbetarna har inte i någon större utsträckning fått vara aktiva i en dialog. Förankringen av förändringsarbetet har påverkats av att informationen inte fullt ut behandlat vad som ska ske med medarbetaren eller på arbetsplatsen. Vi anser att förankringen av förändringen förbättras om Scandinavian Airlines Sverige kunde ha involverat fler personer från organisationen än de 40 underchefer som skedde när de utvecklade ”Framtidsresan” med dess vision och strategier. Det skulle öka möjligheten till dialog med medarbetarna och utjämna kulturella skillnader samt generera ett bättre framtida resultat med förändringsarbetet. Ett annat sätt är att arbeta med förändring i mindre grupper där medarbetarna kan känna sig mer delaktiga och bättre föra en dialog. Genom att öppna för dialog och delaktighet i mindre grupper, ge feedback och samverka mer är flera sätt att förbättra motivationen. Det anser vi vara en nödvändighet för att lyckas med den stora kulturella förändringen. / The purpose with this thesis was to evaluate if Scandinavian Airlines Sweden has anchored the current organizational change towards the employees. We have analyzed how Scandinavian Airlines Sweden is working with motivation of the employees and change their values and norms. The starting point was Strategy 2011 and we have evaluated the part that touch the employees’ perspective and the cultural turnaround that takes place within the SAS group. In our own research we have made a delimitation to only investigate Scandinavian Airlines Sweden and their interpretation of the strategy, which they name”Framtidsresan (future trip)”. The theoretical model that has been prepared gives us the possibility to analyze the organizational change for Scandinavian Airlines Sweden and evaluate how the changes affect the employees in the organization. The model uses the variables Communication, Organizational change, Employees behavior and Employees conditions. Conclusion from the research is that the internal communication within Scandinavian Airlines Sweden mostly has been biased and formal from the company’s side. In most of the cases the employees have not been able to have an active dialogue. Support of the organizational change has been affected by the fact that information not fully have considered what will happen to the employees and their workplace. We strongly feel that anchorage of the organizational change can be improved if Scandinavian Airlines Sweden involves more managerial staff from the organization than the 40 middle level managers that were involved during introduction of ”Framtidsresan (future trip)” with its vision and strategies. That would improve the possibility for a dialogue with the employees and compensate for cultural differences as well as generate a better future result with the organizational change. Another way is to work on the changes in smaller groups where the employees can feel more involved and have a better dialogue. By open up for dialogue and involvement in smaller groups as well as give feedback and cooperate more are some ways to increase motivation. We feel that these steps are necessary to take to be successful with the big cultural change that takes place right now.

<p>The 1990s were one of the most profitable periods for European airline companies, mainly because of development of world economy and increasing globalisation trends. However, towards the end of the decade, a global economic downturn, high oil prices and new forms of competition turned the industry towards troubled times. The European air-travel industry had to face and accept the new airline business concept, called low-cost or no-frill airlines. In these conditions, traditional airlines had to rethink their strategies and question the old business model. As a response to the competition, European traditional full-service airlines formed alliances or networks to expand the route network and to increase efficiency. Although joint actions of airlines within alliances started to grow, full-service airlines continued to report losses in the weak business environment, in which the low-cost airlines were growing. This thesis aims at identifying the strategic decisions the European traditional airlines have made during the recent downturn in the industry and how the case companies perceive customer value in the alliance they are members of. In order to conduct this study, the authors have chosen two airline companies from two large European alliances. Interviews have been used as a main information source. Interviews were conducted with managers of companies, which at the same time were representatives of companies in the respective alliances. The secondary material such as previous interviews, annual reports of companies, recent studies in thefield, were used as complementary data. Findings and analysis at the end are introduced in response to general market situation, and as a company - alliance information.</p>

<p>A variety of factors are the reasons for adjusting or changing company’s strategy, such as the change of customer demand, company’s internal financial factors, the influence of external environment and so on. This research is to find out the link between the change of external environment and the adjustment of internal strategy. Choose the suspension of one flight in SAS as the case to state this point. Show the strategy change of SAS when they were facing the serious impact of financial crisis.</p><p>SAS as the biggest airline in North Europe it could be a typical firm to investigate this kind of situation. A deep-interview and reading the published reports of SAS are the main data collection approached. Some resources were from the internet because it is real-time news and the reports from the company are published on their website. The interviewee is from the top of the company who is familiar this area and has full experience in international business. The study used lots of theories from different books and journals to integrate the information that we collected to analysis and achieve our final conclusion.</p><p>After analyzed the study it found the SAS used the retrenchment strategy as their new international strategy to reverse the negative situation. The financial crisis affected the customer demand badly not just in China also around the world and forced them to change the strategy. The report ultimate believed there were still a lot of other factors, beside the financial crisis, caused the adjustment of strategy in SAS.</p>

The 1990s were one of the most profitable periods for European airline companies, mainly because of development of world economy and increasing globalisation trends. However, towards the end of the decade, a global economic downturn, high oil prices and new forms of competition turned the industry towards troubled times. The European air-travel industry had to face and accept the new airline business concept, called low-cost or no-frill airlines. In these conditions, traditional airlines had to rethink their strategies and question the old business model. As a response to the competition, European traditional full-service airlines formed alliances or networks to expand the route network and to increase efficiency. Although joint actions of airlines within alliances started to grow, full-service airlines continued to report losses in the weak business environment, in which the low-cost airlines were growing. This thesis aims at identifying the strategic decisions the European traditional airlines have made during the recent downturn in the industry and how the case companies perceive customer value in the alliance they are members of. In order to conduct this study, the authors have chosen two airline companies from two large European alliances. Interviews have been used as a main information source. Interviews were conducted with managers of companies, which at the same time were representatives of companies in the respective alliances. The secondary material such as previous interviews, annual reports of companies, recent studies in thefield, were used as complementary data. Findings and analysis at the end are introduced in response to general market situation, and as a company - alliance information.

A variety of factors are the reasons for adjusting or changing company’s strategy, such as the change of customer demand, company’s internal financial factors, the influence of external environment and so on. This research is to find out the link between the change of external environment and the adjustment of internal strategy. Choose the suspension of one flight in SAS as the case to state this point. Show the strategy change of SAS when they were facing the serious impact of financial crisis. SAS as the biggest airline in North Europe it could be a typical firm to investigate this kind of situation. A deep-interview and reading the published reports of SAS are the main data collection approached. Some resources were from the internet because it is real-time news and the reports from the company are published on their website. The interviewee is from the top of the company who is familiar this area and has full experience in international business. The study used lots of theories from different books and journals to integrate the information that we collected to analysis and achieve our final conclusion. After analyzed the study it found the SAS used the retrenchment strategy as their new international strategy to reverse the negative situation. The financial crisis affected the customer demand badly not just in China also around the world and forced them to change the strategy. The report ultimate believed there were still a lot of other factors, beside the financial crisis, caused the adjustment of strategy in SAS.

Diss. Göteborg : University, 2003. / Recension i RIG, 2003:4, s. 218-222.

A customers propensity to buy a certain product is a widely researched field and is applied in multiple industries. In this thesis it is showed that using binary classification on data from Scandinavian Airlines can predict their customers propensity to book a flight within the next coming seven days. A comparison between logistic regression and support vector machine is presented and logistic regression with reduced number of variables is chosen as the final model, due to it’s simplicity and accuracy. The explanatory variables contains exclusively booking history, whilst customer demographics and search history is showed to be insignificant. / En kunds benägenhet att göra ett visst köp är ett allmänt undersökt område som applicerats i flera olika branscher. I den här studien visas det att statistiska binära klassificeringsmodeller kan användas för att prediktera Scandinavian Airlines kunders benägenhet att köpa en resa de kommande sju dagarna. En jämförelse är presenterad mellan logistisk regression och stödvektormaskin och logistisk regression med reducerat antal parametrar väljs som den slutgiltiga modellen tack vare sin enkelhet och träffsäkerhet. De förklarande variablerna är uteslutande bokningshistorik medan kundens demografi och sökdata visas vara insignifikant.