Southwest Airlines Case Essay Example | Topics and Well Written Essays - 1500 words

Southwest Airlines Case - Essay Example The essay "Southwest Airlines Case" discusses the Southwest's Human Resource Policy, its Organizational Culture and their Human Resource Management practices in terms of ensuring the success of their business model. The real reason for Southwest's success is its remarkable Human Resource Policy and its Organizational Culture. Southwest believes, and practices, that its employees are family and the culture is entirely informal. Teamwork is the watchword and practiced from the top down. The entire strength of 14000 plus employees work with each other, help out each other, indeed reach out to comfort and support co-workers facing difficult times even in private lives. The company has nine labor unions but they are nowhere like their counterparts in other airlines. In the last decade, there has been only one strike lasting six days by machinists. It has dominated the Californian skies for over two decades and now in 1994 controls 45% of the market share of the aviation sector. It has the lowest cost per available seat mile in the industry at 7.1 cents that is 30% lower compared to its nearest rivals United and Continental. It is a lone operator that has no code sharing arrangement with any other airline. People management has always fascinated everyone and various theories have been expounded to explain how people act and react in different situations. The primary image of an organization is akin to family, clan or tribe where relationships, needs, feelings, and skills are the characteristics of its members.

Intro to research Essay Example | Topics and Well Written Essays - 500 words

Intro to research - Essay Example Regardless of the varying requirements, it is an accurate assertion that change in the organization is inevitable. For this reason, the role of the manager should be developed to suit the requirements of change. The approach to change is not limited to one department of area of strategy. In an argument by Burke organizational change is an overall strategy in the workplace (287). The effort to implement change should be equal at the top and lower levels of the organization. This allows for the equal organization transformation at all departments. For instance, an organization may have the need to implement digital system for its operations. For the need to be effectively addressed, the digital platforms should be placed in all departments. The decision may allow for operational synchronization from the top level to the lower level departments (Myers, Hulks & Wiggins 49) In addition to the selection of a placement strategy, change requires proper selection of the needs of the organization. Myers, Hulks & Wiggins is of the assumption that the decision to create change should be placed at the responsibility of the executive members (263). The authors further point out that the decision, however, is reached after an effective scrutiny of the organizational performance (Myers, Hulks & Wiggins 263). The performance of the organization is measured against its set targets, goals and mission. In this approach to change, the executive analyzes the strengths and weaknesses of the organization based on its performance. The market perception of the organization also influences the decision to influence change. The changing market and consumer trends are the major factors of influencing the decision to implement change in the organization (Myers, Hulks & Wiggins 22). The process of change implementation provides the most challenging task in organizational change. The task is provided to the executive. In an argument by Burke implementing