...Running head: Corporate Culture/Leadership Actions for Strategy Implementation Corporate Culture/Leadership Actions for Strategy Implementation Assignment #5 Southwest Airlines Strayer University BUS599016VA016-1116-001 Strategic Management September 4, 2011 Abstract This paper examines the corporate culture at Southwest Airlines. The paper will also evaluate the company’s financial performance. Strategic decisions Southwest management should take in order to sustain their cultural strength will also be discussed. Corporate Culture/Leadership Actions for Strategy Implementation Assignment #5 Southwest Airlines Southwest Airlines is a major domestic airline. They provide short-haul, high-frequency, point-to-point, and low-fare service. Southwest has one of the best overall customer service records and they are among the lowest cost structures in the domestic airline industry. Discuss the corporate culture at Southwest Airlines and how it leverages its culture to achieve a competitive advantage. Corporate culture is defined as being created by corporate vision, values, principles, and rules (p. 92). The corporate culture at Southwest Airlines believes their employees are the company’s greatest asset. Most companies say customers come first, but at Southwest Airlines their operative principle is , “employees come first and customers come second.” They believe happy employees will keep customers happy (C-419). Southwest employees come first...
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...To say that American Corporate CEO’s are very wealthy is an understatement. These people are tremendously overpaid, and make up only 1% of the U.S population. Let’s first take a look at the definition of a “CEO”. In every definition that I’ve come across, the word “manager” is apparent. In essence, a CEO is merely a high-ranking manager in most cases. There are exceptions where the CEO is the entrepreneur himself for example Ralph Lauren who employs over 24,000 people and earned his salary. Other than those few, CEO’s get paid massive amounts of money, but when asked why they deserve so much, there isn’t a clear answer. When Americans learn that CEOs are compensated in the tens of millions of dollars, one can only wonder how much our local teachers or firemen make and what are the executives doing to earn such large salaries. What’s even harder to understand is these CEOs make so much more money than the men and women serving our and risking their lives. The annual uproar about CEO pay wouldn’t be as troubling if the salary gap between them and the rest of the nation wasn’t so outrageous. Why should the same people responsible for trillions of dollars in economic losses be awarded $18 million in bonuses? The amount of money made on Wall Street, doesn’t compute to the Americans on Main Street. In an attempt to understand why CEOs are compensated so highly, we might want to take a look at what exactly is required of them. Everything within the company falls on the shoulders...
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...overview of some of the roles and functions of Human Resource Management. I cover challenges in the industry/role, trends in the Human Resource segment of the employer market, and finally give a review of job prospects per the initial assignment. I believe that by producing a finished product with this scope and depth, I have learned much more than I would have by simply drilling down to the job prospects data. The first areas I provide commentary on are challenges that Human Resource Managers face on a daily basis in their job duties, specifically: * Challenge #1- Leadership Development * Challenge #2- Retaining and Rewarding the Best Employees * Challenge #3- Development of a Positive Corporate Culture Next, I transition to covering three interesting trends/innovations that Human Resource Management needs to understand to be successful in the workplace today: * Trend & Innovation #1- Employee Loyalty and Methods to Establish * Trend & Innovation #2- Work/Life Balance and Strategies * Trend & Innovation #3- Growing Diversity in the Workplace Third, I dive into data that shows the job trending for Human Resource Management: * General prospects for Human Resource Management * Prospects for the target state of Minnesota * Prospects for the target state of South Carolina * Comparative data examining the job prospects, salary data, and...
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...CORPORATE LEADERSHIP COUNCIL® DECEMBER 2005 www.corporateleadershipcouncil.com LITERATURE KEY FINDINGS Developing Asian Leaders Finding 1: Many Western companies believe they will gain competitive advantage by developing senior Asian leaders due to decreased staffing costs and better navigation of local culture compared to that of expatriates. That said, significant challenges exist for developing local talent, such as a lack of formal extensive education, Western management skills, and language skills. Advantages of Developing Asian Leaders Asian Trend: Sourcing Locally A Hudson Recruitment survey of 500 multinational companies indicates that 87% of companies do not plan to bring in new expatriate employees in the near future. This strategy is expected to avoid the increasing salary costs and lack of local market knowledge common 2 among expatriate new hires. Trend: Developing talent locally—According to a Deloitte Touche Tomatsu study (n=680), local employees will significantly outweigh expatriate talent in senior management positions in China in the coming years. Leaders at multinational firms expect expatriates to only hold 26% of senior positions that they currently hold. Therefore, to compete with other companies in the future, companies should invest now 1 in developing their local leaders. 2 Expatriates are expensive—The primary driver behind localization of the senior leadership in China is cost savings. Costs of expatriates include...
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...Seoul Journal of Business Volume 10, Number 1 (June 2004) Transformation of Korean HRM based on Confucian Values Jong-Tae Choi* College of Business Administration Seoul National University Abstract This study aims to find out the role of the Confucian family value in the process of the transformation of Korean HRM and IR in a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies’ HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies requires an interplay between two factors. First is the genetic factor based on traditional Confucian culture of Korea (i.e., the DNA of Korean HRM), of which its advantages must be respected and preserved. Second factor is an adaptation ability, which modifies its own core competency and routine through an interaction with the environment. Korean HRM stands at a turning point now. The Korean economy is facing a hyper-competition in the global market. To survive, Korean companies have to improve their competitiveness. Also they must solve the problem of seniority-based HRM of Confucian values that hinders their competitiveness. To confront an inevitable transformation of the management system, Korean companies tried to solve the problem by bringing in a rapid growth process of North American HRM practices. But, unanticipated side effect has occurred in this process. As American HRM was uniformly adopted, traditional teamwork...
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...Analysis of Ethical Corporate Culture between 2013 and 2015 Group 6: Michelle Delgado Lok Sum Lydia Fung Chau Nguyen ACCT 415 Dr. James Gong 5/14/2015 Executive Summary In business, leaders, managers, and employees face conflicting incentives, messages and pressures from multiple stakeholders. Conflict of interest is said to occur when a professional’s self interest offers an incentive that mitigates his or her judgment against the best interest of the corporation or its customers. In turn, most professionals are unaware of their unethical progression because they are blindsided by internal motivation and expectations. It has been proclaimed that the most important job of the board of directors is hiring the right CEO, causing most boards to fail to notice unethical behavior in someone they do not wish or expect to find it. In fact, research suggests that it is usually difficult to report wrongdoing in an organization because most employees believe the same and fear retaliation, rejection, or disbelief from corporate leaders. Ethical principles will often offer advice for procedures and norms that can reinstate ethical concerns before unforeseen behavior damages an enterprises culture or reputation. In general, ethical systems are designed to improve the ethical behavior within an organization. To do so requires examining the interaction of many factors and forces in a working environment - which were investigated (analyzed) in this report. Executives...
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...2010 Discuss the trends in the U.S airline industry and how these trends might impact a company’s strategy. Despite the unpredictable and rising costs of aircraft fuel, oil and maintenance, threats of terrorism, and fear of decreases in business and leisure travelers, the airline industry has remained resilient in recent years. According to Air Transport Association of America (ATA), (2006), the airline industry lost about 13 billion dollars during the early 1990s, and earned about 23 billion dollars from 1995 until 2000. The industry suffered additional loss of 35 billion dollars from 2001 until 2005 yet, has recently begun to show another wave of growth. Additionally, the September 11 attacks, energy conservation, and the recent economic crisis greatly influenced the airline industry’s ability to affect the long term growth. Increased competition from new low-cost airlines and lack of trained pilots added to the bleak outlook. Charging for baggage, mergers, and elimination of meals are cost-cutting initiatives which drive trends at it relates to airline passengers. The airline industry, among other commerce industries has shown pockets of recovery after some painful years. According to ATA, the industry trade organization for major U.S airlines, this year there were eight months on consecutive revenue growth. Passenger travel skyrocketing to 17 percent in comparison to last year. (Thompson, Strickland, & Gamble, 2010, p. 62). These trends severely impact a company’s...
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...evidenced by the vast expanse of information available in bookstores, libraries, blogs, and corporate leadership schools. For the purposes of this paper, the focus is on the highest-profile trends embraced by thought leaders in the leadership arena. Specifically, this work centers on the similarities – and differences – in the way the different major sectors view and define the important competencies of their leaders. Questions prompting this research include the following: 1. What are the most valued concepts delivered in training sessions to leaders of non-profits versus leaders in the military? 2. How do governmental nuances determine the areas in which leaders must excel? 3. Do leaders in different types of business view the concepts of leadership differently, or do the trends relate to the same basic tenets? 4. Is the area of ethics limited to Fortune 500 CEOs or non-profit directors? The following outlines the key principles that appear to be the most valued leadership concepts and the most significant concepts imparted to each sector’s leaders. Four Sectors Explored For the purpose of this research, the focus is on 4 major working sectors: 1. Corporate business GE, Enron, AIG, Coca-Cola, Nike, and Wal-Mart all have one thing in common: They are all recognizable corporate business names. Some in the list no longer exist, and others prosper today. Leadership cultures in these businesses have helped to shape their...
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...Work 8 X. In Conclusion 8 I. Introduction Experts have reported that the typical telecommuter is educated, a generation X employee with an annual salary of approximately $58,000 (teleworkresearch.com). Flexible is a term that covers a variety of arrangements such as; unconventional hours, part-time work, job sharing, leaves of absence, and working at home (Deutschman, 1991). They also suggest that the national telecommuting savings would total over $700 Billion a year including: * A typical business would save $11,000 per person per year * The telecommuters would save between $2,000 and $7,000 a year * The oil savings would equate to over 37% of our Persian Gulf imports * The greenhouse gas reduction would be the equivalent of taking the entire New York State workforce permanently off the road. The overall trend of telecommuting has shown a steady growth of 73% between 2005 through 2011. Best practice organizations are incorporating telecommuting as a recruitment offering to broaden the pool of attracting the best and most talented. Over 79% of American workers (50 million) are capable and want to telecommute. It is our corporate imperative and challenge to ensure that we offer flexible work arrangement options that complements our strategic initiative while enhancing our workforce culture. II. Current environment The workforce turnover rate has...
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...Letter of Transmittal 14th August, 2011 Abdullah-Al Jamil Lecturer of Southeast University, Bangladesh Subject: Letter of Transmittal Sir, It is great pleasure to submit an assignment on “Organizational Culture in Prime Bank" as the fulfillment of the partial requirement of our course Organizational Theory. This assignment is done to find how organizational culture operating in Bangladesh. We are working on bank we find how employee maintains, protect and stay in the culture. This assignment has helped us to find Prime Bank employees are happy with their culture. We sincerely hope that you will enjoy reading this assignment as much as we enjoyed it writing. If you need any further clarification interpreting our analysis please feel free to ask. Md. Mashfiqul Alam (2008010000192) Sharmin Akter (2008010000135) Mehbuba Sultana (2008010000201) Kh.Tajibul Haque Naeem (2008010000187) Shayan Md. Reza (2007010000200) Southeast University. [pic] “We dedicate our assignment efforts to our respectable teachers who taught and hold our hands on several occasions to complete such complicated and lengthy assignment”. Acknowledgement We would like to express gratitude to the almighty Allah for special blessing in completing it. We would like to thank Mr. Abdullah-Al Jamil our faculty who has supported us, assisted us and guided us through the preparation of this assignment. He has been patient and understanding of...
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...Introduction Hiring / Recruitment process and policies implemented within any organization is every important factor as far as the ultimate success of the organization is concerned. Implementation of recruitment policy & procedures within any organization is very important for long term Employee retention and satisfaction. Good HR polices within any organization gives many benefits such as; a. In time availability of competent human resource. b. Attracting competent human resource within or outside the organization. c. Tracking of recruitment process. Main emphasis of the project is to highlight and to find out the HR policies / practices being followed within the bank and the good practices for Employee retention being used in industry as a whole. Following traits will be analyzed within the target Bank; a. Over-all job satisfaction level b. Evaluation system c. Training and work load d. Supervisor behavior e. reprimands and discussion sessions f. Achievements are Acknowledge and rewarded or not. g. Quality and service standards h. Over-all quality evaluation gives a high standard of the organization Askari Bank aims to be organized for consistently providing service quality to its customers. Customers have expectations or standards for quality delivery of service and they constantly assess the bank against other competitors. For service performance to be...
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...seem slow he never lay off his employees but will transfer them to do other tasks even if it was not related to their skills. This show a non-constructive corporate culture within the organization. Furthermore, by focusing on employee involvement, he also implemented the clan culture in his organization. Not only he provided training programs, in both communication and human resources, Jim also did not implement performances goals or standards for each department. Instead, he insisted on letting managers run their departments in the manner that they believe would get the best results. This gives them more freedom and resulted in employees enjoying their work and doing beyond their job requirements. However later due to the merging of multiple competitors, National started to struggle financially and find it difficult to adapt to new external challenges. 2. Due to trend of declining sales and higher cost of operation, they had Jim retired and the new management saw the need to bring change to the organization. They set performance objectives in order to have a standard level of production as well as measure their performance over an agreed upon time period. When an organization decides to go through organizational culture changes, the process can be daunting and often tough to get employees onboard. Changing of company culture may start from the top level but if it cannot be carried out throughout the organization, it is meaningless. Managers should restore trusts in their employees...
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...Strategic Management Lynn Johnson University of Phoenix BUS/475 Phillip Cram March 29, 2010 Developing a strategic plan is imperative for any business. Part of the strategic planning process is creating objectives that will help an organization reach their long-term goals. For this to occur, senior management must use a balanced scorecard that will enable them to focus on their strengths, weaknesses, opportunities, threats, and trends within their industry. The Body Shop is a leader in the skincare industry because this organization’s strategic plan centers on their mission statement. However, as all businesses, The Body Shop creates objectives that help strengthen their market, while maintaining their goals. This is the basis for sound strategic planning, and this is why The Body Shop is the leader in the skincare industry. Shareholder value or financial perspective To improve shareholder value or financial positioning, senior management believes it is time to expand globally, and the first area is market share. According to research, the European population is growing and health and skincare awareness is increasing in these regions. Marketing will research different segments of the European market, such as geographic, social, and the behavioral environment, and profile those segments into categories. Once this is completed, marketing will create a strategy that entails extending the product line, increase direct and indirect sales, and broaden the organization’s...
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...Innovative Management Thinking August 12, 2014 Innovative Management Thinking Introduction: When it comes to change it is very important in every employee in a company has an open mind to new adventures. This will allow the company to maintain its position in their industry. As a Manager or C-Suite executive, it is important to be aware of the issues that your employees are concerned about. Innovative approaches to corporate management will help employers and employees work together while staying aligned with the company's goals. Body: There are many ways to improve a company’s productivity, however new ways of managing are beginning to develop all over the business industry. Ideas that where once considered radical are quickly becoming the normal way of doing business. According to Paladino (2010), CPM (corporate performance management) is one of the newest ways of building a better company. Since the markets have suffered a great deal with the recession, business had to come up with a new plan. The best way to describe this plan is by explaining the five principles: Principle 1 establishing and deploying a CPM office and assigning an officer with in your company. Principles 2 refresh and communicate strategy, meaning partner up with the board and the executive teams and CFO’s to move out the strategic plans, maps, initiatives and budgets. Principle 3 cascade and manage strategy, partner with executives and management teams to go over scorecards, organization alignment...
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...The function of human assets has been evolving for a while. The shift from “employees” to “human resources,” for instance, became a part of the movement to acknowledge the value of personnel as an organizational aid, and eliminates some of the stigma that became is associated with slow, bureaucratic employees departments. This shift in label was observed by using a call for HR to end up a strategic associate with the leaders of the enterprise-to contribute to significant enterprise selections, endorse on critical transitions, and increase the value of the employees-in quick, to have a seat on the table. RECENT TRENDS IN HRM: Mr. P.Subba Rao,[1] in his book “Essentials of HRM and Industrial relations” identified the following trends in HRM...
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