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Essay / Research Paper Abstract
This 4 page paper examines a case study supplied by the student and then answers questions on the culture at Southwest Airlines and how it has been managed and ends with recommendations regarding potential improvements. The bibliography cites 3 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEculsoutwest.doc
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Unformatted sample text from the term paper:
concept is if employees are happy they will provide a better customer service. The employee centric approach can be seen in the way human resource management is organized; for example,
the organization does not have a personnel department, it has a people department. The culture management stared with the way that hiring took place, the firm did not undertake traditional
personality testing, instead they determined what knowledge they require potential employees to have, and its aspects such as specific behaviors and motivations that were needed for candidates to fit in
with the existing culture. In addition to assessing individuals suitability for the teacher position, they also assessed the attitude towards teamwork, for example of the employees at their interview for
an instance where they went out of their way to help a co-worker, and their ability to listen to others is also tested. The assessment process up to ensure that
the employees were team motivated members who had similar values. The organization demonstrated his commitment to employees through HR practices, a significant one of these was the no layoff policy.
By undertaking a strategy of engaging the employees and gaining their trust and goodwill there is a high alignment with the human relations school of management, where motivation is directly
related to the quality of the employment relationship. Furthermore, the aspects of Schiens (1992) process of culture development and maintenance, which starts with the way in which employees are selected,
and also incorporates socialization practices, the reinforcement of desired behavior of their financial and non-financial reward and reinforcement of the beliefs (Schein, 1992) By creating a workforce that is highly
motivated, and not only treats the customer portal, but believes it, they are able to leverage the employees emotional commitment in order to gain a competitive advantage in the way
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