Organizational Culture Of Southwest Airlines

Southwest has an organizational culture that emphasizes "LUV" and "FUN" which is aligned to the airlines business strategy creating an additional advantage. "LUV" refers to the company's core values of respect for individuality and genuine concern for others. "FUN" refers to the company's belief in employees enjoying themselves at work and creating an atmosphere, which allows customers to have fun. The word "Customer" is consistently capitalized in the company's corporate communications and practiced in its customer service performance.

Southwest Airlines is dedicated to incorporating all servant leadership principles throughout their organization. Accordingly, their mission statement is clear and concise it evidently exemplifies all principles and acknowledges a servant-led organization. Their mission statement embraces their commitment to serve the highest quality of customer service through a sense of warmth, friendliness, individual pride, and company spirit (Southwest, 2014). Therefore, through Southwest’s’ mission statement it makes it explicitly apparent that they seek to listen and commit to the growth of their people. Southwest empathizes with their employees because they are dedicated to providing

At Southwest Airlines, the company’s business strategy has a positive effect on the training they provide to their employees. Southwest Airlines is a Texas based airline that started up in 1971 (Corporate Fact Sheet). Over the years the airline has been recognized for its outstanding customer service and its low airfare fees. Due to their excellent customer service, the company has been ranked number one in customer satisfaction in 2013 by the U.S Department of Transportation. In. 2015, Southwest airlines was recognized as one of the Best Places to Work in the Glassdoor Employees’ Choice Award. The reason that Southwest airlines is recognized for all these great things is because they obtain a good organizational control over the airline.

Southwest had an edge over its competitors because of its people and their people management. The culture practiced at Southwest ensured progress towards their primary goal of customer service and low cost. The HR programs at Southwest were based on the preserving the values and special culture of Southwest Airlines (SWA).

There are interesting facts that Southwest’s approaches to business are based on fun, trust, community, and family. For example, at Southwest, there is little cross training except for only two formal teams: the marketing and reservations department. This means that Southwest promotes mingling with the employees for informal networking and helping each other out, in spite of their job assignments. “Flight

Information systems development: AirTran uses Navitaire as reservations system vendor while Southwest uses Sabre to better accommodates international flights. Also, AirTran uses online travel agencies for ticket distribution while Southwest sells its tickets via telephone and its website.

Southwest Airlines' strong organizational culture is reflected in its mission statement "dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit" (Southwest, 2012). Southwest serves not only as a prime example of a company that excels in customer service and profitability, but as one that has utilized employee development as a means to meet these ends. Southwest makes a strong commitment to foster ongoing relationships with human resources. They demand that their employees are responsible members, however

During the rapid globalization, being one of the topmost and sustainable airlines is not easy due to the highly competitive airlines industry. Southwest Airlines, founded by Rolling King, Herbert Kelleher, and Lamar Muse in 1967, is considered a very long history of success following its goal that emphasizes on customers’ satisfaction. The key of organizational success relies on human value of Southwest CEO, managers, and employees who try to help each other in order to reach the customers’ best service because these people are the major factors to justify their own images that represent their organization. Furthermore, Southwest has motivated its employees to be more creative and improvable by allowing suitable norms and

HR Policies and Leadership: The advanced employee training techniques and employee engagement is an important element of Southwest’s success so far. The exceptional customer service which differentiates SW from their competitors is attributed to their strong employee base. Herb Kelleher, a transformational leader, led the organization by maintaining a fun-filled culture. By creating a friendly working environment in the organization, CEO of southwest airlines was able to retain the employees in the organization. Employees were not only extrinsically motivated to be in the company but intrinsically motivated to be a part of the Southwest Airlines family. It was demonstrated from the fact that when there was a downturn, managers froze their salary for 5 years just to maintain

When Herb Kelleher and Rollin King founded Southwest Airlines in 1971, their mission stated the “dedication of the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride, and company spirit” (Smith, 2012). With that mission in mind, Herb Keller and Rollin King managed to make Southwest the only profitable airline in the United States (Smith, 2012). Southwest’s mission is not the only reason why the airline continues to grow. Without the way, Herb Kelleher former CEO of Southwest, had developed a particular leadership style, power base, and a set way the organization motivates its’ work force, the company would not be as successful as it is

Organizations like the Southwest Airlines all have a culture, which demonstrates how the organization works and usually acts as its motivational tool. An organizational culture is important to the organization, as it is the major element in helping attain the organization's goals and objectives. Cultures in organizations are vast, with different organizations adopting their own type of culture. The examples of culture include; club cultures, where employees of the organization are assisted to fit into the culture. This is the most common type adopted by most organizations. There is also the academy culture, where the organization keeps its most skilled employees. The skills are developed by the company and an example of the organization that mostly uses this culture is the large corporations like the Southwest Airlines. The base team culture is designed to maintain high skilled employees, as these employees have great skills and can work for many other organizations. Other organizations have cultures that are highly discouraged, like the fortress culture, where employees hardly know their fate, and can be laid off any time. These organizations often undergo changes through reorganization, and only the specialized skilled people have chances for positions in the organization. Despite these many types of the cultures, management should ensure culture that is reputable, and

Southwest Airlines is one of the most successful airlines in the United States. There has never been layoffs or strikes in the history of the company, although there were several times when layoffs could have been justified, including the months following the September 11, 2001 terrorist attacks. However, Southwest's Mission statement says “Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.” (Southwest, 1988). The Airline has always believed that their corporate culture is one of the keys to their success. The culture recognizes that employees have emotional intelligence and that their

The management style of Southwest airline is characterized by how greatly it takes care of its employees’ well-being. The management considers it as a mean to achieve higher customer satisfaction: “Keep employees happy, then they will keep customers happy”.

Southwest Airlines incorporates a team orientated culture by cross training its employees so they are capable of helping each other if necessary. The company place a strong emphasis on training work teams and cultivating employee citizenship behavior. Employees participate in twice daily meetings where they can discuss any issues and determine a course of action. Job applicants who are not viewed as team players are not hired. This team oriented organizational culture offers more positive relationships with managers and coworkers thus providing a quality workplace.

In this segment of the paper I will analyze the organizational culture of the Southwest Airlines