The sensible unfreeze, change and freeze approach (Palmer, Dunford & Akin, 2009) was inappropriate in this scenario. The management has decided to continuously reduce its workforce; however, the change does not end with layoffs, but rather is an ongoing change as we continue to reduce employees and focus on the morale of existing employees. Middle management predominantly executes a common-sense approach by aligning company goals with their employees (Banker, 2012). The common-sense approach may have been the culprit in the breakdown in communication between employees and the CEO of British Airways regarding absenteeism. The process approach was much more suitable with rolling redundancies that will allow them to pursue subsequent implementation. The process approach is continuous and focused on long-term outcomes, while the sensible approach is prescriptive change. The sensible approach could have worked if the process approach had been established first during the reduction in force, before introducing the implementation of the swipe cards. Preferably, British Airways should have first engaged in a change management approach to address large-scale system change. The organizational development approach would have assessed the entire organization and found that low morale may be