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Essay / Research Paper Abstract
This 6-page paper focuses on the organizational model and employee culture of Southwest Airlines. Bibliography lists 2 sources.
Page Count:
6 pages (~225 words per page)
File: AS43_MTorgcuswa.rtf
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Unformatted sample text from the term paper:
Southwest Airlines, which is headquartered in Dallas, TX. Does the organization follow a mechanistic or organic model? Is it effective? The mechanistic
model is an organization made up of a somewhat rigid, hierarchical structure and levels of control. The military is known to have a mechanistic model in play. Mechanistic models support
central authorities and specific, functional departments. Organic models are at the opposite side of the spectrum, however. The organic model supports a
flatter organization, decentralized authority, more generalist positions, cross-functional departments and larger amounts of control. Southwest Airlines represents a good example of an organic organizational model. For one thing, employees come
first at SWA; the belief is that a happy employee will lead to better customer service (Employees Come First at High-Flying Southwest Airlines, 2007). For another, employees will frequently step
outside their job descriptions to take on other duties; its not uncommon to see a ticket agent helping with baggage handling, or a baggage handler working the gate. For example,
Southwest operations agents work each flight individually, which gives them flexibility to be anywhere theyre needed in case a glitch occurs (Employees Come First at High-Flying Southwest Airlines, 2007).
SWA works toward creating value for its employees, then converting some of that value to customer service, while encouraging behavioral norms that allow employees
to improve service while cutting costs (Hallowell, 1996). Furthermore, the organization hires based on personality and attitude, as opposed to skill set.
The belief behind this particular scenario is that skills can be taught, but attitude and personality are inherent in an individual. Finally,
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