People Express was an American low-cost airline that operated from 1981 to 1987. They disrupted the airline market by taking advantage of the deregulations of a lot of aspects of the airline industry. He developed a groundbreaking company that shifted the market, but all of this wouldn’t have been possible without their equally as groundbreaking human resources strategy. He took a different approach on running and managing his employees that instilled an innovative, free, and accommodating structure that really set People Express apart. Don Burr, the founder of People Express, wanted to do things differently. He developed a list of goals and objectives that he called “precepts” that laid the framework of his company culture. This …show more content…
That we felt would over time lead to a highly profitable enterprise.” (Holland) Allowing his employees to be put in a position where they were the ones moving the needle and given position titles that all had the title of “manager” in them empowered People Express employees to rise to a higher standard. Don Burr’s philosophy of human resource management was truly effective in this regard. Additionally, Burr expected all of his employees to be “self-managed” and participate in corporate decisions. They were not just monkeys being told what they do, but they were true stakeholders within the company. The employees were also cross-utilized well. Employees cycled through positions throughout the company. They were expected to be flexible and adjust to the needs and demands of their customers. Being cross-utilized means that not only do have many different hats you wear, but with these hats you are better able to make decisions with a larger perspective of how it will affect the airline. This was intentional in the philosophy of human resource management that People Express led with. This philosophy was ingrained in the nature of the positions at People Express, the compensation, and the culture. All of this being said, People Express faced some major difficulties. The philosophy that made People Express explode in growth in the earlier years ultimately led to a
Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.
In Hotel on the Corner of Bitter and Sweet by Jamie Ford, Henry’s father’s megalomania with China conflicts with Henry’s personal life and connection with Keiko, leading to Henry's isolation. At the beginning of the novel, Henry, who is of Chinese-American descent, attends an all-white school where the white kids consistently taunt him. He is devoid of friends and alone. This loneliness lasts for a great duration of time, scarring him and transforming his overall personality to be emotionless and isolated. Lacking the support of his parents, Henry’s mental health deteriorates, causing him to descend into a deep depression with no one to aid him.
American Airlines is looking to expand its market to more wealthy consumers by offering an excusive line of aircraft consisting mostly of first class and business type seating. This new model will be labeled under the title “Elite” and would market routes to and from major city hubs during heavy business traveling hours. American Airlines will position this service as the, “Black Jet” since that would be the standout feature of the aircraft. American can take advantage of its existing market base along with its frequent fliers to sell the experience of a flight experience beyond maximizing passengers. The target motto would be a “flight redefined.” American Airlines Elite would target business, first class, and frequent flying travelers.
Southwest Airlines and United Airlines have been direct competitors in the airline business for a number of years. As time has passed, we have seen Southwest take a more Servant Leadership minded approach, while United decided upon a more traditional style of Leadership. From their mission statements, along with reviews from flyers and profitability, to the overall culture of the companies, we look to see how these two airlines compete, and which one comes out on top.
Management highly believes that treating their employees well and making them loved their job will naturally lead them to treat customers warmly and courteously in return. In this regard, Southwest looks for fun loving and spirited people whose natural warmth and compassion contributes to superior customer service. This is the reason why Southwest particularly takes the pledge of hiring employees for “attitude” prior to “skills” as corroborates this quote from the former C.E.O Kelleher “At Southwest, our People are our greatest assets, which is why we devote so much time and energy to
Growing up, the business world has always intrigued me, however I am far more curious and eager to develop knowledge about the operations of Business management and human resources. I have strong beliefs that the business world would not be successful without driven individuals who are respected and are developed in a positive working environment.
There are companies that are laid out in various parts of the word. The company that I had chosen the AMR Company, the industry it operates in is the Airlines. The AMR Company operates in the Airline industry and its home country/domestic environment is in the Fort Worth, Texas of the USA. AMR (parented of American Airlines) was founded back in the 1920’s by a young aviator named Charles A. Lindbergh who flew mail in DH-4 biplanes and eventually form into a modern-day American Airlines. In November of 2007 the AMR Corporation had planned to divestiture the American Eagle to its own regional carrier in 2008.
In the play of “Macbeth”, Shakespeare gradually and effectively deepens our understanding of the themes and most importantly the relationship between Macbeth and Lady Macbeth. The main theme of Macbeth is ambition, and how it compels the main characters to pursue it. The antagonists of the play are the three witches, who symbolise the theme appearance and reality. Macbeth and Lady Macbeth’s relation is an irony throughout the play, as most of their relation is based on greed and power. This is different from most of Shakespeare’s other plays, which are mostly based on romance and trust. There is also guilt that leads Macbeth and Lady Macbeth to the final consequences of the play. As the progresses, the constant changes in Macbeth and Lady
Organizations need people for their energy, effort and talent. Individuals need organizations for the many rewards they offer. But the needs of the individual and the organization don’t always line up very well and when the fit between people and organizations is poor, one or both will suffer. Human resource frame evolved from early work of pioneers such as Mary Parker Follett (1918) and Elton Mayo (1933, 1945), who questioned a century old, deeply held assumption that workers had no rights beyond a paycheck. Their duty was to work hard and follow orders. Pioneers who laid the human resource frame’s foundation criticized this view on two grounds: it was unfair, and it was bad psychology. People's skills, attitudes, energy, and commitment are vital resources that can make or break an enterprise, they argued. One of the core assumptions of the human resource frame states that when the fit between individual and system is poor, one or both suffer. Individuals are exploited or exploit the organization or both become victims. The “fit” is a function of at least three different things: how well an organization responds to individual desires for useful work; how well jobs enable employees to express their skills and sense of self; and how well work fulfills individual financial and lifestyle needs (Cable and DeRue, 2002).
If I were appointed CEO of Southwest Airlines following Herb Kelleher’s resignation, I do not believe taking the assignment would be easy, however I do believe that the transition would be successful. The framework that Kelleher as set into place for his organization allows for a successful transition for his successor, because of the culture that set into place revolves around the employees and customers. Treating employees and customers great and focusing on employee engagement is vital to the success of any organization, Southwest and Kelleher have established found a promising method that has worked for over 40 years. Kevin Kruse (2012) defines employee engagement as the emotional commitment that an employee has to the organization and
• Create an exciting and rewarding place to work. Donald C. Burr, founder and CEO, believed that this strategy would produce high quality employees who would perform at a level above their competitors. For example, the
When on vacation, the first people you deal with are the airline companies, yes this is the dreaded trip to the airport. Way to often people have their happy vacations ruined by inconsistent and unreliable customer service, making them late for flights because of long lines, slow service, and unreliable technology that is difficult to use. However, Southwest airlines is one company that is standing out above all others. Known for their outstanding customer service and “Bags Fly Free” campaign, Southwest has held their ground against rising prices in airline travel and continued to expand its reaches while at the same time attracting many satisfied customers. Southwest Airlines was founded on June 18, 1971 by Rollen King and Herb Kellener. The very same year, Southwest began its flights servicing Dallas, Houston, and San Antonio. Southwest quickly climbed the ranks within airline the industry and became the fifth largest US air carrier by 1998, carrying an average of 50 million passengers a year across the United States. From then on, Southwest soared above the rest of the mid-range air carriers, and continues to do so to this day. Southwest quickly became known for its innovation when it comes to customer service and satisfaction, and it is still well known today for its simple and convenient customer service. Southwest has also been deeply involved when it comes to their social responsibilities, taking action to be ecofriendly whenever, and wherever possible. (Avstop)
With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in today's knowledge-based business world. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicity, and the differences in skill and abilities. When employees' talents are valuable, rare, difficult to imitate and organize, an organization can achieve an advantage. Having managers or human resource departments that are superb for
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and
However some operators have reversed this, and are paid by local governments to land at some airports, as they expect to gain economic benefits from this.