southwest airlines
Southwest Airlines: In a Different World”,
Analyzing Southwest Airlines’ organizations harmony is very challenging. Using the
Mckinsey 7S Framework will make this process easier. The Mckinsey 7S Framework is made up of hard elements and soft elements. The hard elements consist of strategy, structure, and systems.
These are elements in the organization that can not be changed easily. The soft elements consist of shared values, skills, style, and staff. These are elements that can be changed easily.
The strategy of Southwest is very unique. Southwest strategy focuses on provided their service with the lowest prices in their industry. They have a ten-minute turnaround policy which allows flights to board and leave very quickly. Southwest deals with competitive pressure by focusing on a greater competitor, the automobile. This focus keeps Southwest ahead of the other airlines. Changes in customer demand were softened by the unique staff that Southwest had.
Customer service took the place of meals that would be served on short flights. Southwest has a functional structure with three levels of management. Decision making is decentralized at
Southwest. This decentralized decision making is good for the organic cultural of Southwest.
Southwest strives to keep its employees involved with decisions. The main system that keeps
Southwest going is it’s Human Resources system. This system ensures that the culture of the organization remains strong. This is important because it is one of the factors that keep customers returning to Southwest for all their flight. The HR department makes sure that the people it hires are willing to have fun while on the flight as well as crack a few jokes from time to time.
There are some strong shared values within Southwest Airlines. Southwest’s values include quality, reliability, action, informal communication and feedback. All of these values contribute to the customer service orientation of their organization.
Analyzing Southwest Airlines’ organizations harmony is very challenging. Using the
Mckinsey 7S Framework will make this process easier. The Mckinsey 7S Framework is made up of hard elements and soft elements. The hard elements consist of strategy, structure, and systems.
These are elements in the organization that can not be changed easily. The soft elements consist of shared values, skills, style, and staff. These are elements that can be changed easily.
The strategy of Southwest is very unique. Southwest strategy focuses on provided their service with the lowest prices in their industry. They have a ten-minute turnaround policy which allows flights to board and leave very quickly. Southwest deals with competitive pressure by focusing on a greater competitor, the automobile. This focus keeps Southwest ahead of the other airlines. Changes in customer demand were softened by the unique staff that Southwest had.
Customer service took the place of meals that would be served on short flights. Southwest has a functional structure with three levels of management. Decision making is decentralized at
Southwest. This decentralized decision making is good for the organic cultural of Southwest.
Southwest strives to keep its employees involved with decisions. The main system that keeps
Southwest going is it’s Human Resources system. This system ensures that the culture of the organization remains strong. This is important because it is one of the factors that keep customers returning to Southwest for all their flight. The HR department makes sure that the people it hires are willing to have fun while on the flight as well as crack a few jokes from time to time.
There are some strong shared values within Southwest Airlines. Southwest’s values include quality, reliability, action, informal communication and feedback. All of these values contribute to the customer service orientation of their organization.