Federal Express

In early August of 1997 the United Parcel Service (UPS) had a predicament on its hands, a teamsters strike. UPS, the world 's largest package distribution company was coming off a year [1996] in which they reported sales of $22.4 billion. UPS Employed 75,000 management and non-union employees compared with 185,000 teamsters who are part of the AFL-CIO that were going on strike. The teamsters rejected a contract extension offer from the company leaving the fate of millions of packages carrying everything from lobsters to laser printers up in the air (Johnson).

The team examined the benefits provided to the employees and the workplace culture at Aflac in order to determine why the organization enjoyed a low-rate of employee turnover and why surveys showed that its employees were highly satisfied with working at Aflac.

FedEx is a very large and known company for their good benefits and incentives they give their employees each year. In the past few year, there has major changes in pay merit increase, vacation time and scheduled payment. In the past, we got vacation time based on the years of services, pay merit increase based on performance review scores. Even, the FedEx Trade Network was getting paid like salary based employees with a set salary twice a month. So, the change is now your vacation time must be accrued time and the pay merit scale was change based on performance review score and non-exempt employees get paid weekly verses twice a month. This process was demonstrate procedural justice due to the facts it happen across the board at FedEx

Fed Ex employs over 290, 000 employees, and is one of the largest cargo airlines in the world. Fed Ex delivers millions of packages per day and firmly believes this would not be possible if it were not for its talented employees. When Frank Smith started the people service profit program, he believed that his employees were the catalyst to the success and sustainability of Fed Ex. The concept behind the “People Service Profit” program is to develop strong leaders who will subsequently develop and value the employee that they also lead. The program was develop to assist leaders in developing capabilities which will successfully allow them to positively influence and motivate employees. Leaders are given the capabilities to drive employee performance by building relationships with employees, which are built on trust, communication and transparency.

Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organisations to form a model of the kinds of employee it wishes to attract through recruitment.

FedEx is a highly centralized organization, with decision-making for the firm centralized at the Memphis headquarters. While national branches of the company have some autonomy in hiring, head office controls hiring policy. Decision-making on large capital projects is also centralized, because the network structure of the company's distribution means that such decisions have global implications. As a result, FedEx has a heavily-centralized structure where very little power is delegated to local managers. Instead local managers are charged with operating the company's strategy efficiently and effectively.

The question in hand is, can an employee be simultaneously committed to both employer and union goals? After reading through chapter five of our textbook, doing a bit of research and reminiscing my childhood days when my father was a proud member of a union; I have come to the conclusion that an individual can faithfully take on the role as the employee and union member. This commitment has been simply named as “dual commitment”, in which the employee is committed to both their employer and union, looking as if related to and connected to two items – First is a positive labor relations climate and second is individual differences; giving an appearance that a higher commitment to union and employer should be directly related to the involvement

The Scriptures certainly teach people to put others first (KJV, Matt 7:12, Luke 6:31), and it encourages free thought within biblical parameters. FedEx is similar to the Bible methodology in that it encourages people to help others and build relationships; however, there is one major difference. All of the things that FedEx is attempting to do are things that upper management chose to do. Upper management chose the culture they thought was best and then they have spent the next several years forcing it on the entire organization. They failed to work as a cohesive unit and see what the people. This forced acceptance happens in many organizations.

FedEx is a logistical service company specialized in transportation, e-commerce and business services. The success of FedEx lies on an efficient information system. The business process is as follows:

Federal Express (FedEx), founded in 1971, handles countless packaging requests. In order for them to remain competitive they customize their website FedEx.com to field questions received by customers on a daily basis. FedEx has reduced costs by almost $2.00 per incoming call by using the website. Customers are able to speak with a Customer Representative if questions cannot easily get answered on the website. Using the FedEx website instead of the call center FedEx has saved an estimated 1.34 billion dollars a year.

Fred Smith, is the founder CEO of FedEx, the first overnight express delivery company in the world, and the largest in the nation. To really grasp the concepts that he used in the formation and launch of the company, we really should examine the story in his own words. A former Marine Aviation pilot in Vietnam, Smith founded Federal Express. In 1973, the company began offering service to cities, beginning with small packages and documents. The focus was upon developing an integrated air-ground courier system something that had never been done before. What guided Smith more than anything else according to his own words were the leadership qualities that he developed as a Marine officer in Vietnam that have guided his company from the beginning. These principles, plus his days at Yale came together in FedEx. In his philosophy, he tells his managers to rely on their subordinates, delegate and to praise in public for a job

In 1965, Yale University undergraduate Frederick W. Smith wrote a term paper about the passenger route systems used by most airfreight shippers. Mr. Smith viewed them as economically inadequate. Smith’s paper focused on the need for shippers to have a system designed specifically for airfreight that could accommodate time-sensitive shipments such as medicines, computer parts and electronics. After spending a short period in the military, Smith purchased controlling interest in Arkansas Aviation Sales located in Little Rock, AR in August 1971. In operating this firm, Smith realized the tremendous difficulty in getting packages and other airfreight delivered within one to two days. This inconvenience gave Smith the motivation to research

The main station is located in Memphis, Tennessee in the United States. The company started off by delivering couriers to some American cities, which was the first time for parcel delivery to take place at that time. As stated before, the industry’s goal is to fulfill the needs of customers, developing relations with different companies, and ensure a high investment for its shareholders. This is made possible through their six shared principles: people, service, innovation, integrity, responsibility and loyalty (FedEx). In order to satisfy its clients, FedEx has3 branches which provide customers with different services regulated on different demands; this include FedEx Corporation, FedEx Express, FedEx Kinko’s, FedEx Ground, FedEx Freight, and FedEx Services. It delivers more than 10.5 million shipments daily, covering more than 220 countries. Monthly, it has over 50 million visitors. In order to… it has 1250 express stations, 33 ground hubs, 370 freight service centers, and more than 1800 offices. The company also possessed 656 aircrafts and more than 100,000 motorized vehicles for express, ground, freight and expedited delivery service (FedEx). Through these aspects and values, Smith achieves to develop a company with a productive way in controlling time, space, and

In this paper we will talk about some important qualities a leader can have that will make them ideal for dealing with these kind of situations. We will also discuss some strategies and mitigation efforts that the upper leadership of both the Union and the Corporation can utilize for fair and equal consideration.

Southwest Airlines, a major airline company in the United States says there’s something they value more than its customers and that something, is their employees. Organizational structure is referred to the system of shared ideas, values, and beliefs which basically controls how employees behave in organizations. These shared ideas and values have a strong influence on the organization and its employees in the means of how they dress, act or even how they perform their jobs. Southwest Airlines is known for their organizational culture and this is also considered one of the key factors contributing to their success. However, it is very unusual to hear that a company will put their employee happiness above their customer satisfaction. Southwest Airlines lists the employees first, customers second and shareholders third. If the company treats the employees right, the employees will treat their customers right and this all results in increased profits which will make everyone happy including the shareholders. Southwest has created a culture that is fun, full of values and ideas which is to help employees to enjoy what they do and take pride in their jobs. The airline as well teaches and encourages the employees to put others first and show great customer