Jetblue Case Study

3055 WordsMay 30, 201113 Pages
Running Head: HUMAN RESOURCES MANAGEMENT AT JETBLUE 1 Human Resources Management Analysis JetBlue Airways Case Study: JetBlue Airways: Starting from Scratch (Gittell & O’Reilly, 2001) Running Head: HUMAN RESOURCES MANAGEMENT AT JETBLUE 2 Abstract This paper identifies the various impacts of Equal Employment Opportunity (EEO) laws on JetBlue Airways and the strategic and operational goals as they pertain to the human resources perspectives in the case study JetBlue Airways:…show more content…
This system was implemented to “ensure overall equity in treatment” (Gittell & O’Reilly, 2001, p. 10). The theory behind this compensation model was that different types of employees weighted the importance of different types of pay and benefits. For instance, pilots considered stock options important, but most flight attendants preferred higher pay than stock options (Gittell & O’Reilly, 2001, p. 11). By approaching compensation packages in this way, JetBlue blurred the EPA designation completely because these packages were implemented from day one with no probationary periods. And, progress within the company was based on performance reviews (360-­‐degree feedback reviews by various peers, bosses, and customers) reflecting the values of the organization rather than time with the company or

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