Freight Vs Scripture

The aim of this paper is to explore the values of Southwest Airlines and how these values have earned Southwest a reputation of having the most productive employees in the airline industry. These, employees, have an impressive record of meeting the organizational objectives as they deliver supreme customer service. However, this record is due to the employee satisfaction that is built on the organization’s core values of having a Warrior Spirt, a Servant’s Heart and creating a Fun-LUVing attitude surrounding the employee’s dignity and respect. Southwest’s leadership has been instrumental as they have created an environment of empowerment, collaborative teamwork, and fun. The research will identify how the mission and vision statement, along with the foundational core values have contributed to the organization’s success over the past 46 years. These guiding values have cultivated strong practices of putting employees first even before customers and profits. Subsequently, resulting in engaged employees that have a high degree of job satisfaction due to the leadership’s ability to encourage innovativeness, support, training and an enthusiastic environment of camaraderie. This paper will also discuss the core values of Southwest Airlines, as their principles of serving its employees and customers are underscored in biblical values.

“Employee engagement” concept has been found in all organizations in present scenario and it plays a vital role in organization performance. Employee engagement is the mode by which an organization can develop a strong relationship between the organization and its employees. Employees should fully

Concern for production speaks to how a leader accomplishes organizational goals and objectives while concern for people pays attention to the staff in the company or organization that are chartered to reach goals (Northouse, 2013). The Leadership Grid is established by drawing the horizontal axis representing the leader’s concern for results and the vertical axis representing the leader’s concern for people. A score is assigned for each of these dimensions with a range from 1 (minimum) to 9 (maximum) concern. Plotting the respective scores from each axes provides a look at various leadership styles. There are five styles of leadership identified: Team Management, Middle of the Road Management, Impoverished Management, Authority-Compliance, and Country-Club Management (Northouse, 2013).

3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers

2. Staff Engagement: The assignation and involvement of employees who know the connection between their own duty, the organization's resilience, and its long-term achievement. Employees are empowered and use their abilities to sort out difficulties.

My leadership philosophy for this organization is: “Enabling customer success through world-class service. I came to that by reflecting on the diverse missions of our organization. We are Subject Matter Experts who support our customers through quality control, strategic sourcing strategies, and critical analysis. We serve a variety of partner organizations including Supply Chain Management, Contracting, and Financial Management. We are expected to have the answers and serve our customers in the best way possible. Our

Conventional wisdom teaches us that decisive leadership drives great business. An elite group of people must come together to make tough decisions that the majority must follow. Fortunately, it appears that some are challenging this centuries old notion. In an article entitled “Management Leaders Turn Attention to Followers”, George Anders examines how and why many companies are looking to their low-ranking employees on how to better their businesses. The article focuses on three forward thinking companies: Best Buy, UPS, and Hewlett-Packard. Each company challenged its low-ranking employees to come up with solutions to better business. The result: employees who are more invested in the company’s success because they actually feel

The authors of “Why Should Anyone Be Led by You” are Robert Goffee and Gareth Jones. Goffee is a founding partner of the organizational consulting firm, Creative Management Associates, professor of Organizational Behavior at London Business School, professional speaker, and an author of numerous books. Gareth Jones is the co-author and a Fellow of the Center for Management Development at London Business School, a visiting professor from IE Business School in Madrid, and is an author and speaker as well. Their main contention in their book “Why Should Anyone Be Led by You” is that numerous or most companies in the world are not led by “true leaders,” but they are simply managed by pencil pushers and employees playing different roles on the company’s professional stage. In my evaluation of the book “Why Should Anyone be Led by You” written by Goffee and Gareth, I will be using different personal examples from my own life to expound on the book’s strengths, my likes, and the book’s limitations and weaknesses as well.

The author takes the example of Jovita Carranza to showcase the leadership development at UPS. Jovita Carranza began her career at UPS as a part-time clerk. In a span of 23 years she had achieved the office of the Vice President of UPS Air Operations. The fact that she accomplished so much in a short span of time signifies Carranza’s ambition and drive. She began as a part-time clerk; most professionals entering the job market are selective and generally prefer full time positions. Her exponential rise

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

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.

Employee engagement, which reflects the emotional commitment an employee has to an organization is not just an organizational nicety but a business necessity due to direct ties to a number of performance outcomes, such as profitability,

The airline industry is a hyper-competitive marketplace as many airlines have gone out of business or merged. The industry has been marred due to poor customer service, as customers are shuffled around the airport, employees have poor attitudes, and flight cancellations and delays are the norm, resulting with disgruntle and dissatisfied customers. However, Southwest has been the poster child of the industry as their organizational reputation is flawless based on strategic core values that guides the organization’s behavior. Therefore, Southwest’s unique approach is to decentralize the authority, as they allow the employees to make decisions using the core values to stay focus, empowerment to encourage creativity and innovativeness to seize opportunities, and customer orientation to create customer loyalty. This approach has been successful giving employee’s autonomy to make decisions rather than waste time going through bureaucratic channels that can derail the meeting of deadlines. Meanwhile, Southwest has used their guiding values of a Warrior Spirit, a Servant’s Heart and a Fun-LUVing attitude to shape the organizational culture to increase employee engagement to meet the needs of the stakeholders and create customer satisfaction (Thomas, 2015). These Core values are the organization’s DNA and driving force of achieving the organizations vision as employees find purpose as they take personal responsibility in achieving organizational objectives (Mirvis,

Mr. Smith replaced the president and five vice-presidents who left in 1979, as well as other key executives. With managers who were comfortable with the traditional corporate organization. This opened the door for future opportunities. FedEx has been recognized for the strength of its management team, receiving several prestigious awards. Not only for their management team but its contractors as well. Each employee hired is viewed as a long term investment. The foundation of the leadership style is humane skills. Mr. Smith got his training in the military and he used his skills to train management in how to lead and motivate they are very hands on with their staff, and this trickles all the way down the line. Each employee hired is viewed as a long term investment .The company believes in promoting from within and that the best way to have successful managers is to create them, therefore employees are encouraged to seek further training.

HR management strategic partner promote the company strategy of people-service-profit. Just like any other business company FedEx Corporation believes that its greatest asset is people. The company primarily focuses on promoting a good working environment where all the company stakeholders will feel appreciated, respected and satisfied. The main reason for the company to focus on people is that people are the primary company entity in its value chain that is why the company focuses on employees first. From this company success story, it is clear that