Last Research Newspaper: Southwest Airlines
Axia College or university of University or college of Phoenix
MGT 245 Organizational Habit
February 14, 2007
South west Airlines represents the best which a large organization can be. The structure is built to allow quick action and support of its large body of employees rather than complete control and bureaucratic red tape. It really is widely recognized as one of the most desired places to work which is constantly emulated by its competitors, not forgetting other business not in competition. It is an entity that holds its employees in the highest regard, even above its exterior customers. Its culture is exclusive and strong and depending on love and respect. Also after its current commanders are gone, the culture will certainly continue as a result of policies in position to perpetuate their rituals and values. Southwest is conservative in its business dealings and very liberal in its proper care of its workers. Who would not need to be a part of an organization like this? Organizational Framework
Southwest has a very low fat, decentralized framework. There are not many levels involving the CEO and frontline supervisors. Their idea on framework is very comfortable. Any worker who seems the need can be welcomed to contact someone over their supervisor. The director has three executive vice presidents whom each have 5 to 6 vice presidents who are accountable to them. There is one vp of Interior Audits and Special Tasks who reports directly to the president. (Rivera, Cornwell, Abenes, 2003) Almost all employees will be trained to be familiar with values that Southwest embodies. They are also motivated to handle a lot of decision making on their own, without the fear of reprisals if they will sidestep " policy". Herb Kelleher, CEO of Southwest, said, " We've tried to create an atmosphere where individuals are able to, in essence, bypass your fairly low fat structure that we have so that they don't have to convene a gathering of the sages in order to get anything done. " (Freeberg, 98, p. 76) They go through the benefits of ground breaking employees progressive weigh the detractions in the occasional misstep. Southwest keeps the bureaucracy low, so that they do not have problems with dragging down their progressive and small-business atmosphere and abilities. The systems they are doing have in position are to provide their staff, not regulation them. Any hindrance with their flexibility will never allow them to move quickly whenever they need to in the event of sudden opportunity. (Freeburg, 98, p. 77) When presented with a three-page memo regarding the reorganization of Southwest $700 million repair department, Supplement read it right in which he stood and expressed a single concern. The presenter said he had similar concerns. Natural herb approved the reorganization without any more dialogue. (Freeberg, 1998, p. 78) This is a prime example of the small-company technique of handling organization. No need for a report to be carried out, just very good decision-making simply by strong persons. Employees should make decisions for the entire firm. When Boeing was on the point of release another 737, that they allowed a flight worker to tell them that they should upgrade certain areas of the plane to boost the speed which they could turn a plane. By placing access panels within a different position, the people who also processed the plane inside didn't have to hang on while the waste materials was being circulated off of the aircraft. (Freeberg, 1998) Their connection structure can be lean, too. They use direct communication, rather than created communication, to speed up enough time it takes to achieve things. Employees are encouraged to speak face to face together with the person they want to communicate with whenever possible, rather than to produce a written doc. Organizational Traditions
Southwest's culture stems, mainly, from the battles that they got getting started in early seventies which is fed by the skirmishes they may have with their competition. Because of the us-against-them mentality of...