Southwest Airlines Employee example essay topic

What is corporate culture? At its most basic, it's described as the personality of an organization, or simply as 'how things are done around here. ' It guides how employees think, act, and feel. Corporate culture is a broad term used to define the unique personality or character of a particular company or organization, and includes such elements as core values and beliefs, corporate ethics, and rules of behavior.

Some companies have a strong and extremely evident corporate culture; one example of this is Southwestern Airlines. Southwest Airlines have done several things to define its unique personality. They have published mission statements that promote the companies values and vision. Southwest Airlines have published two value statements; one for its customers and one for its employees.

The customer statement reads: The mission of Southwest Airlines is dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit. This statement suggests that as a Southwest Airlines customer, one will be treated well and will be happy with the service that they receive. The employee mission statement doesn't veer to far away from this same principle. "We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer".

This statement reinforces the opinion that as a consumer, one would be treated very well by a Southwest Airlines employee, the logic is simple; if the employee is happy then the customer will be happy. Southwest Airlines also has a few "slogans" that, especially as a marketing campaign, emphasize the company's mission statements. "Stop Searching. Start Traveling". Is one of the slogans that is plastered all over the companies website. This is a very clever slogan as it reiterates to customers that there is no reason to search for another airline.

Everyone knows that searching for the right airline to fly on is a hassle, all one needs to do is eliminate that "hassle" and start traveling. The many different work environments that Southwest Airlines has is another clue to the culture of the company. Southwest employs a vast range of positions, from corporate positions like human resources and other administrative roles to customer service roles like a flight attendant, Customer service agent, and piglet, and of course technical positions like ramp agent, aircraft appearance technician and A&P mechanic. One of the benefits to working in a devise like this is the training provided for all of these positions. Southwest Airlines has over 34,000 employees most of which have worked for the company for less than 5 years. Southwest's work environment is free of rigid work rules.

However, this is not to say that Southwest is lax in its training procedures. Each major work area has its own training dept (ie flight attendants vs. operations). Southwest has implemented a strategy concerning "front line supervisors". These supervisors are 'working supervisors' which makes the employee to supervisor ratio approximately 1: 10 or 1: 12. This happens to be the lowest in the airline industry. Front line supers work side by side with their employees and practice problem solving skills daily.

(Smith, 2004) Southwest used a unique role model for its business practices. Southwest believes that respect, fun and unyielding support from management and colleagues results in long term value and commitment. While Southwest's competitors attempt to please their employees with large salaries, Southwest has realized that this does not produce long term commitment. This all starts with Southwest's recruiting. During the recruiting procedure Southwest managers look for attitude and personality; they look for people who do not take themselves to seriously, but take their jobs very seriously. (Wood, 2004) Part of the way that Southwest secures long-term commitment is from their explicit reward and status symbols that it provides to its employees.

Each month Southwest Airlines selects an outstanding employee to be the Star of the Month in Southwest Airlines Spirit Magazine. Our 34,000+ Employees have a special quality - Southwest Spirit - which has helped Southwest Airlines to earn five consecutive 'Triple Crowns' in 1992, 1993, 1994, 1995, and 1996 for the best baggage handling, fewest Customer complaints, and best on time performance, according to statistics published in Department of Transportation (DOT) Air Travel Consumer Reports. Reward programs include the profit sharing plan, the 401 (k) plan, and stock options. Participation in the Profit Sharing Plan is offered to all eligible Employees. The plan is funded by Company contributions to profit sharing accounts.

Company contributions are made when the Company meets profitability goals set each year. The 401 (k) Plan is designed to help Employees to prepare for the future. Eligible Employees may contribute up to 50% of their pay to the plan on a pretax basis. A Company match is offered based on Employee groups. Rollovers are accepted from the Employee's former employer's qualified plan. Stock options: This plan was specially designed to allow Employees to share in the success of the Company.

Through the plan, Employees may invest in Southwest Airlines Co. stock through payroll deductions. Employees pay only 90% of market value for the stock. The Company pays broker commissions on stock purchases. (web) Employees (and customers) can also take pride in the legend of Herb Kelleher, one of the founders of Southwestern Airlines. Herb Kelleher chain-smokes, loves Wild Turkey whiskey and is often seen dressing up as Elvis and settled an industry dispute with an arm-wrestling competition. It all began on a cocktail napkin more than 30 years ago. Attorney Herb Kelleher and businessman Rollin King created what would become the "Texas Triangle", a route structure connecting Dallas, Houston, and San Antonio.

The new service, which officially created the low fare category in the airline industry, was inaugurated on June 18, 1971". Within three years of our first flight, we were operating profitably and had carried more than one million Customers". (web) Southwest also has boasting rights because it was the first major airline to enter the information superhighway by creating its own web page on the Internet in addition to being the first airline to offer online booking. Describe some organizational activities, processes, or outcomes leaders' measure and control. What are the leaders of the organizations reactions to critical incidents and crises? We should probably add to this section I think if focuses to much on only the "future" and not the past challenges As the economy continues to change Southwest Airlines has many future challenges: Increased Turnover, competition from other low-cost carriers, hiring personnel that fits Southwest's culture and the biggest blow of all, the retirement of Herb Kelleher.

Herb Keller has been the CEO for over 30 years. The other chief operating officers that Mr. Kelleher, the architect and developer, is leaving behind are more reserved and low key than Mr. Kelleher. Describe the workflow and organizational structure. Southwest has a business model that consist of two parts; Identify the customers you want to serve and be the low cost provider. This methodology is what sets them apart from their competition. Identifying Customers; Southwest customers are usually seeking a short haul, and high frequency.

Southwest caters to customers who most often drive rather than fly. Southwest average flight is 441 miles compared to over 900 for other US carriers. Low Cost Provider; no food or meals is served on the flight, and by purchasing only model of airplane, the Boeing 737 (the cost economics is less expensive vs. other carriers who buy many models) This business model provides many benefits such as: Job security (Southwest has never a lay off or job strike in the history of the airline) and work for compensation (Southwest pilots fly 80's rather than 50 paid by the trip rather than hours thus making more flights). Additional benefits are a convenient boarding system (no seat assignment), fare structure system (average $59), airports utilized, fiscal conservation (do not spend money that you do not have in hand) and corporate culture".

First and for most, Southwest Airlines looks for people with a sense of humor... We look for attitudes; people with a sense of humor who don't take themselves too seriously... with other directed, out going personalities, individuals who become part of our extended family, who work hard and have fun at the same time". (Ford, 2003) Southwest's goal is to make flying fun for it's customers and they know that in order to do that they must make sure its employees have fun doing their jobs. Southwest Airlines executives claim that if they spend the first half hour "just talking and laughing" before even looking at the resume during an interview then it is a good sign.

(Wood, 2004) One of Southwest's interview questions is, "when was the last time you laughed at yourself?" Southwest executives also claim that this is not a trick question, if the candidate is offended or has a difficult time answering then they know that he or she is not a good fit for the company.