Values and organizational culture: A Southwest’s managers mission were to teach, keep and reinforce the company culture and values. They’ve believed that the organizational culture and values, that had had built and introduced by Mr.. Herb was the backbone of the competitiveness through people. “Compassion and common sense… Break the rule if they need to”. Shared Leadership: Mr.. Herb Keller was a positive example of leadership; being simple, equal and astute. He has introduced in his company a shared leadership, spreading into the whole organization a strong feeling of ownership in each member.
All of them have felt important and empowered, consequently they have prepared to deal with the company challenges. Balanced policy of rewards: Contracts paid on the basis of seniority (exhibit 06), showing a progressive salary improvement has been working as a long term incentive, keep people focused in the future return, as consequence, initial salary for times were below market, force most people take a salary cut to join Southwest. In another hand, pilots and flight attendants have being paid by trip, resulting in a good incentive for production.
Executive compensation was modest ND had no relevant fringe benefits, whereas profit sharing covered all employees, bringing a fairness feeling for the whole company. Recruiting and training process: Roughly 3% of the applicants were hired, after a very detailed program, involving recruiting professionals, regular employees, customers and others. As example, pilots hire other pilots; customers were involved in flight attendants selection and so on. As previous mentioned, corporative culture and values have being cornerstones in the people policy, thus, recruiting and training process has being critical.
Southwest has hired very few people with Mambas; few pilots from competitors also, not sponsored people to attend outside training and not reimbursed tuition taking in outside courses. Southwest spirit: They promised to new members, something around the culture and spirit of the company. “Customer service; hard work; equality; cost consciousness; dedication, fun and family” 2) ICQ: How effective would Southwest former leaders be in other companies? Are their tactics easily implemented elsewhere? The answer is no. Their tactics could not be easily implemented elsewhere; also former leaders wouldn’t be effective in other impasses.
Comparing with other American companies or located in countries with similar cultural patterns. As showed in table 01, in highlighted yellow rows, several Southwest cultural dimensions differ from USA “as is” in important dimensions, consequently, Southwest is unique in its values and culture. These differences could be higher if compared with other cultures ranking different from the USA. Another point to be considering is how the leadership style from Southwest, was result from its leaders, driven by a strong culture and values or it was result only from its founder style. ICQ: Do you believe Southwest’s motivational model would work the same in other parts of the world? Why or why not? In what type of culture (global region) would it work best, and why? (Use Adler 7 to inform your answer). Southwest’s motivational model would works different in other parts of the world. Considering the data from table 01, according Hefted patterns, Southwest is collectivist, femininity and with long term orientation, confirmed in the Globe’s typologies for Collectivism and II also Southwest culture is future oriented.
Comparing Southwest devotional model with The Hierarchy of Needs proposed by Abram Moscow: Lower needs> physiological, safety and social. And Higher needs> steam and self-actualization, countries such Denmark, Norway, and Sweden those are more similar with Southwest culture, holding more interesting in quality of life, in consequence, social needs dominate the motivation of their workers. In the mentioned countries, Southwest’s Model could be applied easier than countries with short term orientation and individualistic approach. Hefted points out that culture influences factors that motivate and denominate behavior.
High-individualist, productivity -oriented American culture has focused in job-enrichment; whereas Southwest, more quality-of-life oriented, similar to collectivist societies of Sweden and Norway has being driven for quality of working life. 4) ICQ: How well would Southwest’s motivational model work in a typical company in your region/country? Why? What could be used and how? (Use Adler 7 to inform your answer) Differently of Southwest culture, Brazil is a typical high Power distance and high uncertainty avoidance country. According to Miscellany’s people are driven and motivated by achievement, power ND affiliation.