Why Southwest Airlines Need Improvements In Company Culture

Table of Contents

Organization

Our biggest problem

Emotional intelligence is important

Suggestions

Concluding Remarks and Prospects

Southwest Airlines was founded with heart and the desire to fly in his heart. Herb Kelleher used the famous phrase, “If it doesn’t change you get killed.” Southwest Airlines was built on this motto because Herb knew it was headed towards greatness. Even though a company is great, there are always ways to improve it. This essay will focus on Southwest Airlines’ shortcomings and how they can be fixed. OrganizationSouthwest Airlines mission statement is dedication to the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride and company spirit. This is the mindset I strive to instill as an employee. The employees exude joy and dedication while they work. It is rare to find such a sense of commitment among employees. All employees work together towards the same goal, which is truly remarkable. I’ve felt the same LUV in my three years with Southwest Airlines. While traveling, I am constantly amazed at the level of dedication across the country. Southwest Airlines employs 65,000+ people and continues to experience exponential growth every year. There is a lot happening at the headquarters and in the operations as a result. Three planes were flying to Texas from Texas in 1967 when we founded the company. Today, there are 750 aircraft flying to more than 100 cities. This is significant growth. However there are still many unknowns and many requirements that the company might not be up to. Our Biggest ProblemSouthwest Airlines’ culture is well-known. There are many parties and plenty of drinks to celebrate accomplishments. With tons of company messaging and excitement surrounding them, there are more than ten company celebrations per year. This is a great way to show future employees that you are hardworking and can have fun. Although this celebration can be uplifting and seems to boost morale, it also has its downsides. Southwest Airlines’ emotional imbalance and inconsistent commitment is a significant problem that affects all departments. Many companies don’t realize the importance of emotions in building a culture that will help the company succeed. There are two types of employees. The first is the employees who have been with Southwest since their infancy and have embraced all of their colleagues. On the opposite end is the employee who doesn’t mind celebrating but does not consider it necessary in their job. This has led to a significant divide between employees, as both sides have a negative outlook and are not willing to work together. Companies, regardless of size, are affected by emotions. The company’s response to employees’ emotions is what I consider the most important. It can make a difference in whether a company moves forward or backwards. Southwest Airlines must be more inclusive and respectful to all employees in an ever-changing environment. The Importance of Emotional IntelligenceAccording to Jason A. Colquitt, Jeffery A. Lepine and Michael J. Wesson (2019), emotional intelligence is a set of abilities related to the understanding and use of emotions that affect social functioning. Southwest Airlines has begun a slippery slope by leaving many of its employees behind. Self-awareness and self-regulation are the first steps to emotional intelligence. This stage is about understanding and acknowledging one’s emotions. It also allows you to express them naturally. Another awareness is awareness of others’ emotions. These points are magnified by the main issues at Southwest Airlines. Misinterpretation is causing confusion and harm. The two employee groups that were previously mentioned, the retired and the newly hired are in fact working against one another. Each group of employees has had to experience the more challenging, but equally important side of emotional intelligence. Southwest Airlines orchestrated this first dispute between these two groups. Although they appear to be trying to work together, there are actually three sides. Emotional culture intelligence is the effort and persistence required to adapt to and understand new cultures. Southwest Airlines sees this as the key point. Employees are trying to adjust, but not being given the tools or resources they need. Most companies don’t manage emotional intelligence properly, which can lead to companies suffering. Southwest Airlines’ success and growth will depend on emotional intelligence. RecommendationsThere are three main steps Southwest Airlines can take to close the gender gap. The first is to implement training that is inclusive for all employees. The second is to reduce the number and cost of employee sponsored events. Let’s not forget to invite all leaders to meet with their direct report to discuss their needs. Fearlessly Authentic is a training program that focuses on inclusion in the workplace. It was implemented by Southwest Airlines beginning in 2019. This training would come from an outside source. All leaders would need it. This training would emphasize the importance of learning how to get along with others, regardless of their opinions. This step can help change the environment from being negative to positive, as emotional intelligence can be trained. Southwest Airlines is very proud of its culture. Although I do not want to ignore it, I believe that the company should limit the number to just four events per year. Currently there are 10 company-sponsored events throughout the year. This includes transportation, food, and drink. Both sides believe that there are too many events and they have lost their original purpose. This causes employees to feel out of their element and creates low levels of emotional intelligence. Others feel more comfortable and in control. This will enable you to get the best both of them and cut costs. This will allow employees to feel emotionally regulated, allowing them to be able to enjoy their achievements without feeling overwhelmed by the excitement. Employees feel respected and acknowledged but still feel celebrated. Leadership is key to ensuring that their team has emotional intelligence. Leaders can dictate how the team will feel and what the future holds. All leaders should have a conversation with their team members about their likes or dislikes. This will be in line with company policy. This may seem like a big challenge, but it will allow leaders to better understand their team’s emotions and help them improve their chances of success. (Colquitt, et al. 2019, 2019). Southwest Airlines must also revise their mission statement in order to be more committed to employees. This will make it clear where each employee stands relative to the company’s goals and their individual positions. A clear slate with very specific messaging will reinforce the feeling of commitment. Conclusion and Future Outlook. Southwest Airlines, as I’ve said before is a great company and I’m proud to be part of it. Southwest Airlines should make some changes in order to manage employee emotions and improve the company’s culture. These suggestions will allow Southwest Airlines to continue its growth and ensure their employees are taken care of.