A discussion of high employee loyalty at Southwest Airlines and how this can be maintained in order for Southwest to remain a market leader in the industry.
Written in 2008; 1,520 words; 4 sources; MLA; $ 50.95
Paper Summary:
This paper analyzes how the idea of high employee loyalty has transcended Southwest's business model and has allowed the airline to become a market leader in a very volatile industry. The paper also examines how high employee loyalty can be maintained and the costs that are associated with it. Lastly, the paper provides a recommendation centered on a more strategic approach to human resource management.
Table of Contents:
Introduction
Achieving High Employee Loyalty at Southwest Airline: Recommending an Integration with Southwest Airlines' Strategic Model
Why Focus on the Strategic Development of Employee Loyalty?
Conclusion
From the Paper:
"Southwest Airlines need to be able to explore other strategic practices that embody effective human resource management. Also, Southwest's human resource model should afford the company the luxury of risk-taking without putting the firm in jeopardy financially or otherwise. In wake of the present industry changes identified or speculated - possible merger between United Airlines and Continental Airlines, and the consolidation prompted by US Airways bid to acquire Delta Air Lines out of Chapter 11. If these trends continue, then employee loyalty will just not be enough, a profit sharing scheme will be inadequate, the fact is, Southwest Airlines, needs to be involved in more expansive programs; the recommendation from this analysis is one that is focused on strategic development."
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