If... Lean but strong corporate systems/resources = Good output and good outcome
Then.. Very lean and weak corporate systems/resources = Go figure
Rotational system provides opportunities to do new roles, but can also result in loss of knowledge. Most department heads/managers themselves are not subject matter experts in what they do, because of this rotational policy. Learning, development and progress can seriously be stunted.
Mismatch in values and goals between executives, management and support staff. Most of the support staff are in for the job stability, laid-back climate, executives want career progression and to be more enterprising, to try new things, and management just want their own ideas (usually what has always worked) to be implemented.
The result? Management espouses on about their plan, support staff are cynical and lack drive (most), executives get caught in between, and get disillusioned. The staff population pyramid reflects this.
Beyond overseas postings for young execs, there's really nothing much to look forward to in the long-term, unless you really LOVE the company and LOVE aviation.