1 Background of Southwest Airlines

Southwest Airlines is a major American air hose and innovator in low-fare air transit in the universe. based in Dallas. Texas. Southwest Airlines is known for its low monetary values and no-frills service. Based on the U. S. Department of Transportation’s most recent informations. Southwest is the nation’s largest bearer in footings of get oning domestic riders. ( Southwest Airlines. 2014 ) Southwest Airlines was founded in 1967 by Rolling King and Herb Kelleher. It started its operation in 1971 covering intrastate Texas metropoliss. Dallas. Houston and San Antonio. Originally. the air hose was merely functioning Texan metropoliss but few old ages subsequently. the company has increasingly enlarged its service to other American provinces. Southwest Airlines was able to distinguish themselves from their rivals by offering the lowest monetary values.

At first. many patterns of Southwest Airlines had been see as irregular and had been disdain by other air hoses. However. it’s Low-cost scheme has won a great triumph in the US particularly. when the air hose industry suffered troubles after the terrorist onslaught. In 2011. the acquisition of Air Tran Airways allowed Southwest Airlines to function international finishs in five near-international states. Harmonizing to the Southwest Airlines’ official study. the air hose has about 46. 000 employees and operates more than 3. 400 flights per twenty-four hours. Southwest Airlines has acquired many awards. such as it had been ranked as 18th on the World’s Most Respected Companies by Financial Times ( 2011 ) and was given the rubric ; the world’s most admired companies for 20 back-to-back old ages in Fortune’s 2014 list.

2 Initiation of The Practice

In the United States. Southwest Airlines has been the most successful air hose in its industry. This success is mostly due to its effectual human resource patterns. most of which autumn under the rubric of employee. A survey by Miles. S. J. & A ; Mangold. W. G. ( 2005 ) . show an interview with Colleen Barrett. President and Chief Operating Officer of Southwest Airlines that she credited Southwest’s success to its employees. On the manus. In 2008. a big figure of companies cut occupations in order to face Global Financial Crisis. However. Dickler. J. ( 2008 ) reported that Southwest Airlines is committed to avoiding layoffs at all costs during the recession and employees in the company have ne’er felt that their occupation is in hazard due to the economic system. Research by Glassdoor web log ( 2010 ) indicated that Southwest Airlines is the best company to work for. Clearly. Southwest Airlines focuses its attending on its employees.

Kotter researched the corporate civilization and public presentation ( 2012 ) and come to the decision that organisational civilization has the ability to better organisational public presentation and employee occupation satisfaction. Southwest Airlines demonstrated a perfect public presentation in footings of corporate civilization. Over the old ages. the company has imposed a strong corporate civilization that made the company even stronger. I will use Schein’s model to near pattern of Southwest Airlines that the company centers around the relation privileged with its employees and the employee focussed civilization lead to Southwest Airlines successful. By accommodating the Schein model. we can near apprehension of the organisational civilization of Southwest Airlines.

3 Justification of Framework

There are many grounds utilizing Schein’s model to analyse organisational civilization. First. He divided civilization into three degrees. viz. artifacts. values and basic premises. These degrees are used as a footing for measuring any organisational civilization. ( Comer. M. . n. d. ) Therefore the model can be used to analyse dimensions of organisational civilization influence employees in Southwest air hose. Second. it is a popular point of view be used in many literatures on organisation civilization. ( Sun. S. . 2008 ) Third. Alvesson & A ; Berg. ( 1992 ) indicate that the model holding received less unfavorable judgment. Furthermore. Kong. S. H. ( 2000 ) and Miles. S. J. . Mangold. W. G. ( 2005 ) besides indicated Schein’s three degrees theoretical account has capableness to unite a figure of positions in cultural surveies.

Additional. An onion diagram of organisational civilization that developed by Hofstede et Al. ( 1997 ) is based on Schein’s theoretical account. Hofstede divided civilization in to four beds that include symbols. heroes. rites and values. The similarities between both theoretical accounts are focused on the physical premises that shape the political orientation of civilization and lead to the norms and values. However. the theoretical account of Schein encompasses more facets than the theoretical account of Hofstede.

On the other manus. there are some reviews of Schein model signifier bookmans point of views. First. Hatch. M. J. ( 1993 ) . indicates that Schein’s theoretical account is deficiency of the dynamic function of premises and beliefs in making and altering organisational civilization. Second. Tuan. L. T. and Venkatesh. S. ( 2010 ) proposed the theoretical account developed by Martins extend more on the interaction between the organisational sub-systems. the two survival maps. viz. the external environment and the internal systems. and the civilization dimensions.

4 Explanation of Framework

Schein ( 2004 ) defined organisational civilization as a “dynamic phenomenon that surrounds us at all times. being invariably enacted and created by our interactions with others and shaped by leading behaviour. and a set of constructions. modus operandis. regulations. and norms that guide and constrain behavior” . To to the full understand the significance of civilization. he defined organisational civilization consists with three degrees as represented in Figure. 1

First degree of Schein’s theoretical account is the most seeable index of civilization that consists of artifacts and creative activities. Artefacts represent the physical concept of the organisation and its societal environment and supply a superficial glance of an organization’s civilization because the true significance or significance that lies behind their usage can be hard to decode and construe. ( Pierce J. G. 2004 ) The surface of a civilization can be easy observed from Physical layout of the edifice. Communication methods. Dress codification. societal interplay and informal construction. Harmonizing to Brown. G ( 2014 ) Organizational artefacts and creative activities be split into six features:

Norms are the premises made by employees following historical grounds as to the normal ways of accomplishing things in the organisation. Language is the manner directors speak a concern term to subsidiaries and frailty versa is a clear index of civilization. ( Brown. G. 2014 ) Symbols used as the manner of pass oning that associated with civilization. Rites demonstrated by the corporate interpersonal behaviour and values constitute formal or informal civilization constructions. Myths and narratives are narrative based on events that shared among employees and used as a method of pass oning nucleus values. Taboos are the indexs of what should non be done in the organisation. Those institutionalised artifacts serves as a usher to impart behaviors toward desired behavious that vest fit the value of organisational civilization. Figure 1. Model of civilization bespeaking different degrees of civilization

Second degree of Schein’s theoretical account examines the values and beliefs of the organisation. Values provide organisational members with a sense of the moral and ethical codifications which shape an organisation. Such values and beliefs include trust. attempt. footing of wages and honestness ; these must be followed through to growing a civilization. Schein believed that organisational values are non every bit evident as organisational artefacts. However. he states that they do be at a greater degree of consciousness than “basic implicit in premises. ” which he identifies as his 3rd degree of cultural manifestation. ( Pierce J. G. . 2004 )

The latest is the most of import since as Schein puts it “Human minds demands cognitive stableness and any challenge of a basic premise will let go of anxiousness and defensiveness” . The 3rd and core degree of organisational cultural public presentation is basic premises. These basic premises particularly from the uninterrupted usage of a job solution that are frequently so cardinal and repeatedly been successful in the yesteryear and has unconsciously been taken for granted. Typical basic premises include: the footing on which persons are respected. the footing of the firms’ ability to vie. the usage of engagement and engagement and How and whom makes determinations. ( Brown. G. 2014 ) Harmonizing to Comer. M. ( n. d. ) . the best manner to place implicit in premises is through a procedure meeting where artefacts are listed. values discussed and implicit in premises are reviewed.

Schein’s three degrees of the manifestation of organisational civilization can be depicted as an iceberg as presented in figure 2. with the most seeable degree at the top which is artifacts. In the iceberg metaphor. organisational values. are closer to the surface and supply a more accurate appraisal of the organization’s civilization. However. the true range of the civilization still remains concealed beneath the surface. ( Pierce. J. G. . 2004 ) the basic premises of an organization’s civilization lies beneath the surface and is really hard to recognized.

Figure 2. Iceberg Conceptual Model of Schein’s Three Levels of the Manifestation of Organizational Culture.

5 An Analysis of The Practice

In the degree of artifacts and creative activities. these seeable indexs cab be observed by employee in the southwest air hose and foreigners. The mission of Southwest Airlines is dedicated to the highest quality of Customer Service delivered with a sense of heat. friendliness. single pride. and Company Spirit. ( Southwest. 2015 ) The civilization at Southwest Airlines is seeable in many ways.

Norms are informal land regulations that provide guidelines refering appropriate and inappropriate behaviour in a group. ( Calvary. W. 2014 ) In Southwest Airlines. merriment and celebrating are the norm.

Southwest Airlines has making their ain linguistic communication. such as “ riders are Customers. and love is LUV” . This unusual linguistic communication manner besides provides leaders at Southwest Airlines with many chances to distribute and link Southwest’s corporate civilization together. ( Lauer. C. 2010 )

Symbols communicate the civilization through mute messages and mental images held by employees. Logo of Southwest Airlines with a bosom. it shows Southwest Airlines’ spirit with love and employees work with merriment and wits.

Southwest Airlines has had several mottos that have indicated company’s value and caught the attending of clients and employee. such as “Just Plane Smart” ( Southwest Airlines. 1992 ) . This slogan slightly promotes a sense of wit that Southwest Airlines have ever had that attack in an informal manner ( Organizational Dynamics. 1992 ) .

Southwest Airlines created many rites to make with employees. Once employees are hired. they are instantly given a jubilation recognizing into the company ( Tyler. 1998 ) . Through the rite in the Southwest Airlines. it shows the heat and friendly civilization in the company.

There are many narratives had been portion in the Southwest Airlines. such as successful events and failure experiences from employees. Southwest Airlines called the narrative as LUV Story that enhances the customers’ experience. and that helps employees understand how they should act in a peculiar state of affairs

The in-between degree value and beliefs. values are the foundation for an organization’s mission. vision. and defined by different beliefs of the company. The clearer an organization’s shared perceptual experiences and values are defined. the stronger people can tie in with its mission and experience a critical portion of it. ( Racelis. A. D. . 2009 ) The nucleus values in the Southwest Airlines are fun loving and spirited.

First. Southwest Airlines focal point on the state of affairss. issues. or behaviour. non on the individual. Peoples in the company should happen a solution alternatively of judging others.

Second. keep the ego assurance and self-pride of others. Southwest Airlines offer employees non merely the internal preparation plans. but besides provide employees with external preparation whenever they want to progress their callings. Additional. Southwest Airlines besides uses an employee acknowledgment plan to reenforce employees. such as President’s Award. Wining Spirit Award and Star of the Month. Harmonizing to the Southwest study. the company will keep an event called Heroes of the Heart every twelvemonth on Valentine’s Day.

The event takes topographic point at Headquarters in Dallas. where employees with good public presentation will be awarded by president Colleen Barrett. ( West. R. 2014 ) People enjoy in it and portion of the merriment in the party is the surprise when the winning squad is announced. The winning Team holds one of the highest awards at Southwest Airlines. Therefore. Southwest Airlines won the Black Marias and heads of their employees. Deal. T. E. . & A ; Key. M. K. ( 1998 ) note that Southwest Airlines is a theoretical account company in supplying both frequent self-generated congratulations ( recognition ) on current behaviours every bit good as holding formal acknowledgment plans which reward past behaviours.

Third. to keep positive relationships with employees. co-workers and directors. Southwest Airlines focuses on a squad environment that enables employees embrace their connexions with one another. Southwest Airlines has ever placed small accent on formal organisational company construction. that employees are given authorization to do determinations and Supervisors view their subsidiaries as internal clients who deserve aid in making their occupations better. ( Gittell. J. H. 2004 ) Fourth. merriment and love attitude. Southwest Airlines create an environment that combines wit with duty. Southwest Airlines places the highest importance in its choice procedure on employee that hire for attitude that based on their societal accomplishments.

Employees can utilize any endowments they have in order to entertain the clients every bit long as they make them happy. There are many popular pictures about the amusing safety address made by Southwest flight attender that consists of knaping or singing when they present the safety regulations such as Hilarious Southwest Airline Safety Presentation that is late the most popular picture on the cyberspace. A relaxed ambiance at work makes Southwest Airlines’ employees happy and this besides keeps clients coming back because they like this manner. It shows that holding merriment in the on the job environment is an indispensable value of the company.

Fourth. Southwest Airlines holds assortment events in many merriment loving ways to implicate their value. In 2011. the jubilation of 40th Anniversary Southwest Airlines held fortieth Anniversary parties at three cities—Dallas. Houston. and San Antonio ( Southwest Airlines. 2014 ) . Every twelvemonth Southwest Airlines hosts a immense Halloween party at its Dallas central office ( West. R. 2014 ) . The events convey beliefs of the merriment and loving civilization and made it go a tradition at Southwest Airlines.

At the deepest degree. basic premises are below our consciousness. The premises that shape the organisational civilization can be exposed by detecting how employees interact and the determinations they make. Southwest Airlines is noted for runing harmonizing to basic premises that value employees’ public assistance and supplying high-quality services. ( Qwabe. N. P. . n. d. ) Southwest Airlines implicates no layoff policy. Harmonizing to Southwest Airlines’ study ( 2010 ) . Southwest Airlines offers Employees the freedom to prosecute good wellness. make fiscal security. travel. Southwest Airlines besides has a long tradition of bridging the work divide by seeking to suit the demands of households through flexible programming and guaranting that directors do non give excessively much clip to the occupation at the disbursal of their households. ( Gittell. J. H. 2004 ) These values and beliefs informs employees of precisely what is expected of them and assist them understand the organisation.

6 Decisions

Organizational civilizations can hold multiple impacts on employee public presentation. Normally. employees work harder to accomplish organisational missions if they immerse themselves in the organisational civilization. First. the instance of Southwest air hoses shows that the company puts its employees in precedence that they implement a no layoff policy. Employees feel secure in their occupation. and bask a high degree of compensation. In add-on. Southwest Airlines sees employees as the greatest assets of the company.

Second. Southwest Airlines creates an felicity environment and operate with the construct. love ( LUV ) . Southwest Airlines encourages employees to work with wit and duty. that happy working atmosphere non merely greatly better the efficiency of their work but besides acquire recognized by clients. Third. squad work is important in the company. Southwest dainty employees as household member alternatively of worker. Southwest creates the maximal public assistance to employees and returned trueness from employees.

The consequence of organisational civilization relates to its strength. Organizational civilization strength based on how loosely and profoundly employees hold the company’s values and basic premises. In a strong organisational civilization. most employees embrace all beliefs and values that through well-established creative activities and artifacts. as a consequence of that those values are hard to alter. Furthermore. strong civilizations tend to be durable. ( Ojo. O. 2009 )

Harmonizing to Sun. shili ( 2008 ) . a strong civilization ( one in which beliefs and values are widely shared and strongly held ) can besides offer many advantages. Southwest creates a strong organisational civilization that bulk of the people hold the same basic beliefs and values as applies to the organisation. The public presentation of employees improves by strong civilization in Southwest Airlines. A strong civilization provides Southwest Airlines with plunging everyone in the civilization instantly and has consciousness of civilization. Thereby. every persons in the Southwest Airlines with shared values that assist employees achieve organisational ends successfully.

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