Why Southwest Airlines Need Improvements In Company Culture

Table of Contents

Organization

Our biggest problem

Emotional intelligence is important

Suggestions

In conclusion, this research provides an overview of the current state of the topic and offers an outlook for the future.

Southwest Airlines was built with heart and soul. Herb Kelleher’s famous quote said, “If your heart doesn’t beat faster than it is now, you will die.” Southwest Airlines was built on this motto because Herb believed that it was headed for greatness. Even though a company is great, there are always ways to improve it. This essay will explain why Southwest Airlines needs to be improved. 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. In all three years of my service, I have experienced the same LUV. When traveling, I am always amazed at how dedicated everyone is. 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 a great growth. However, there are many unknowns and requirements that the company may not be ready for. Our Biggest ProblemSouthwest Airlines has a great company culture. They are known for having lots of fun and enjoying a few drinks to celebrate every achievement. 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. There are first, those who have worked for Southwest for a long time and feel like they are part of a family. They hug everyone, give hugs, and enjoy participating in culture events. On the other end of the spectrum are employees who enjoy coming to work, love to finish their tasks on time and celebrate but don’t consider it necessary for their job. They can become uncomfortable at times. 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 is the first stage in 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 point out the main issues facing Southwest Airlines. However, misinterpretation and misinterpretation are causing confusion and damage. 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 is believed to have orchestrated these two groups into engaging in unproductive behavior like gossiping or harassment. Although they appear to be trying to work together, there are actually three sides. Emotional intelligence is the ability to adapt to different cultures and to put in effort. Southwest Airlines has this as a major issue. I believe that employees want to adapt, but are not given the necessary resources or opportunities. Companies are often affected by a lack of emotional intelligence management. Southwest Airlines’ success and growth will depend on emotional intelligence. RecommendationsI think there are three main steps Southwest Airlines could take to close the gender gap. The first is to implement training that is inclusive for all employees. To reduce the number of employee-sponsored events sponsored by companies. 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. Emotional intelligence can be taught and improved. This is the first step to changing the space. Southwest Airlines is very proud of its culture. Although it is important, I believe it should be kept to a minimum of four annually. 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. While this may sound a bit extreme, it will help leaders understand their team’s emotional needs and enable them to be more successful (Colquitt et. al., 2019,). Southwest Airlines must also revise their mission statement in order to be more committed to employees. This will let employees know where they stand on the company and what they’re working towards. This will help to reinforce the feeling that everyone is committed by creating a clear and concise message. Conclusion and Future Outlook. Southwest Airlines is a great place to work and I’m proud to be part of it. Southwest Airlines must improve its employee relations and culture. These suggestions will allow Southwest Airlines to continue its growth and ensure their employees are taken care of.