Federal Express

2637 Words Feb 12th, 2006 11 Pages
INTRODUCTION

Federal Express, is a packaging and mail delivery company that had evolved 20 years ago. The company's strongest feature is its Human Resources department that had seeked to follow and concentrate on its mission statement throughout its growing years: "The Personnel Division is dedicated to maintaining a global environment consistent with P-S-P, quality standards, local culture, and relevant laws and regulations in which employees are motivated to high levels of achievement of corporate goals, attaining of career objectives, and 100% customer satisfaction" It is with this same objective that one is able to distinguish this company from its competitors, while being so efffective.

CORPORATE CULTURE

First of all Fedex HR
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Union leaders are committed to provide employees with their legal rights. But in the case of Fedex, this situation has been reversed. Management works closely with employees so that they do not feel the need for unions. With the People Service Profits [P-S-P] concept it is confident that it would be able to work any kind of problems out with employees. Programs are installed so that it ensures there is open communication from the top-down, bottom up and horizontal. Programs like Guaranteed Fair Treatment Procedure, Survey Feedback Action and Leadership Institute [PRISM] installed with the purpose to clarify the position of employees. A clear organizational structure allows employees to analyze management performance instead of the other way round.

Similarly employees' complaints are taken seriously. An open system of complaints is included so that the company is able to see the complaints in light of the situation. Unbiased in the approach to employees' rights, Fedex management deals with problems by solving their root cause. They believe by eliminating the root cause all problems will eventually die out. So if there is an attitude problem or racial discrimination, they eventually die out because the company is determined on following its corporate culture.

Union Commitment

Gordon, Philpot, Burt, Thompson, and Spiller (1980) defined union commitment as the extent to which an individual has a desire to retain membership in, exert effort for, and

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