CHC has thrived in an environment of change since inception in 1987. Changes that took place in 2005 and 2006, however, were far broader. In 2005-2006, CHC’s organizational structure changed, helicopter technology advanced, customer attitudes shifted and corporate strategy changed. Additionally, CHC founder, controlling shareholder and Executive Chairman Craig L. Dobbin died. These changes were taxing for CHC’s senior management team, which shrank over the 2005-2006 period but successfully managed most major change issues. CHC’s long-term position in the helicopter services industry remains strong. In the short term, challenges remain. Cultural change within CHC has not been addressed. This project examines how recent changes impact the short-term and long-term strength of CHC and how ongoing cultural change may affect the company’s performance. It recommends that additional resources be added to the senior executive team to address short-term challenges such as cash flow, employee retention and recruitment.
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机译：自1987年成立以来，CHC在变化的环境中蓬勃发展。然而，在2005年和2006年发生的变化则更为广泛。在2005-2006年，CHC的组织结构发生了变化，直升机技术不断进步，客户态度发生了变化，企业战略也发生了变化。此外，CHC的创始人，控股股东和执行主席Craig L. Dobbin也去世了。这些变化给CHC的高级管理团队带来了负担，该团队在2005年至2006年期间有所缩水，但成功地解决了大部分重大变化问题。 CHC在直升机服务行业的长期地位仍然很强。在短期内，挑战仍然存在。 CHC内部的文化变革尚未得到解决。该项目研究了近期的变化如何影响CHC的短期和长期实力，以及持续的文化变化如何影响公司的业绩。它建议向高级执行团队添加其他资源，以应对短期挑战，例如现金流，员工保留和招聘。
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