Introduction
Southwest Airlines Company, based in Dallas, Texas, is regarded the largest airline in the United States on the basis of domestic passengers carried in the year 2010. The airline operates about 3400 flights in a day with the use of a fleet of 547 Boeing 737 aircrafts. With a unique business model, the airline has a growing reputation of being a low cost carrier. Respect to its business model, the airline operates only one aircraft type, operates on high-density routes across the country, and does not offer many services such as First Class cabin, airport lounges, reserved seat assignments, and video/audio programming. The airline’s foundation can be dated back to the incorporation of the Air Southwest Co. in 1967 by Rollin King and Herb Kelleher.
The airline is regarded the most profitable in the industry a factor that is not only attributed to the business model that the company operates but as well the commitment and communication values emphasized. This is in reference to the fact that the airline has its staff driven by values that dedicate growth in customer satisfaction, revenue, as well as profit. This is embedded within the airlines mission statement: “dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit” (Southwest.com, 2010). In regard to its objectives the airline views the significant importance that its employees have in the achievement of its mission thus the importance emphasized by the leadership in addressing the personal wellbeing of its employees. In light of these arguments, this paper seeks to address commitment and communication within Southwest Airlines in regards to leadership styles, sources of power, and organizational culture.
How different leadership styles would affect group communication
Leadership at Southwest Airlines can be regarded as supportive and participative. In this the CEO is friendly showing genuine concern for the employee’s welfare while in making decision consultations with the employees are made and their suggestions utilized. Leadership at the airline is as well charismatic in regards to self-confidence, visions of the future as well as extraordinary behaviors (Southwest.com, 2010). The leadership expressed at Southwest Airlines serves as the basis of motivation to the employees owing to the fact that leadership is embedded in all the employees rather than a single person. The fact that leadership is embedded within the employees influences group communication by eliminating barrier created by leadership tiers. For instance, the upper management as well as front line employees at the airline work for similar hours. This eliminates differences between these levels of employees allowing them to communicate freely with each other. The underlying argument presented in this is the fact that the leadership style employed at Southwest Airlines influence effective group communication by influencing a group culture where each person’s opinion is considered. Different leadership styles such as the authoritarian style, narcissistic leadership, or the toxic leadership style would affect group communication by separating the leadership from the employees. The argument is that different leadership style emphasizing on leadership tiers would affect group communication by eliminating the free association between the management and employees that characterizes the effective group communication at Southwest Airlines.
Different sources of power found in Southwest Airlines
Legitimate power is found within Southwest Airlines in regards to the job description which is entitled to the employees with the leader viewed to posses the legitimate power. This is in light of power that is invested on individuals owing to their positions within the organization. Reward power is as well expressed in the organization in the sense that employees are rewarded for their contributions to the organization’s success. Expert power is expressed in the way experienced and knowledgeable employees in the organization earn respect. The organization culture at Southwest Airlines has regards to personal traits which influences referent power (Southwest.com, 2010). The impact of these different sources of power is the influence of good group and organizational communication. This is in the sense that these sources of power seek to appreciate the contribution that each individual within the organization makes that creating a platform of good organizational communication. This is in regards to the leadership style employed in the organization as well as the sources of power which create a high performance relationship between the management and the employees.
Motivational theories effective within Southwest Airline’s culture
Southwest Airline’s culture is self-actualizing valuing creativity, task accomplishment, as well as individual growth and satisfaction. The culture is as well humanistic-encouraging in regards to the participative and employee-centered management style. The culture can as well be regarded affiliative with regards to the interpersonal relationships as well as employee satisfaction emphasized in the organization. In this culture incentive theory of motivation is applicable in regards to the self-actualizing aspect of the organizations culture. Cognitive theories are as well applicable such as the goal-setting theory. Drive theory is as well effective in the culture in which case one has a driving aspect that motivates them. Need and self-efficacy theories are as well applicable within the organizations culture in respect to the humanistic-encouraging aspect of the culture. Communication is a major aspect of these theories in light of the fact that the motivating aspect is relayed through communication. On the other hand communication is regarded of importance owing to the role that it plays in effecting the theories. This is based on the fact that the theories incorporate organizational participation thus the need of communication in relaying the motivation as well as facilitating organization in light of the motivational theory (Freiberg & Freiberg, 2001).
Commitment of the workforce and their relationship to the organization’s communication
The airlines workforce is highly committed a factor that is influenced by the working environment created by the organization’s culture as well as the leadership style. This is influenced by the fact that the workforce is considered important and made to feel important by appreciating their work and labor. This aspect has influenced the reduced turnover that the organization makes further stressing the workforce’s commitment to the organization. The organization operates a mode of communication that has less formal communication channels on the argument that formal communication channels foster communication that is distant and cold. This is an important aspect that fosters effective relationship between the workforce and the organization’s communication. This is based on the fact that it influences the participation of each employee in the organizations communication. The influential factor is the fact that with the elimination of formal channel of communication the communication between the management and the employees does not seem distant as it fosters close interaction between the two. The underlying argument presented in this is the fact that the organization’s workforce is highly committed and closely related in the organization communication owing to the elimination of formal communication channels (Freiberg & Freiberg, 2001).
References
Freiberg, K. & Freiberg, J. (2001). Nuts! Southwest Airlines’ crazy recipe for business and personal success. Pennsylvania: Texere.
Southwest.com. (2010). About Southwest. Retrieved April 18, 2011 from <http://www.southwest.com/html/about-southwest/index.html?int=GFOOTER-ABOUT- MISSION>
