Organizational Commitment and Communication: Southwest Airlines Essay Example

admiration make it easier to influence employee behavior, as the original employees - many of whom regarded Kelly as a father figure rather than a boss - sought to please and emulate him.

According to Trottman (2003), workers frequently went above and beyond their duties to support the airline, demonstrating a form of power. Reward power is also evident at Southwest Airlines, where long-serving employees receive benefits and stock options. The company believes in rewarding hard work and dedication to the organization, as a means of showing appreciation to its employees. They do not rely solely on rewards to motivate staff, but utilize it as a means of recognition. Southwest recognizes that coercive power can undermine communication within an organization.

When fear and information withholding are the operating principles of an organization, there will be reduced employee communication. Such power can stifle creativity due to the fear of retribution. Similarly, legitimate power, which is based on authority or position, is another type of power that can hamper organizational communication. For instance, if Gary C. exercises his legitimate power excessively, he could discourage communication among his colleagues.

If Kelly relied solely on his authority to control his employees, they would lose respect for him and avoid him. When an individual uses their power to dominate others, it creates bitterness among the employees. Staff members prefer employers who utilize knowledge, persuasion, and cooperation as their sources of power instead of intimidation and coercion. Employers gain the trust and admiration of their employees by employing reward and referent power, which leads to improved communication and productivity. At Southwest Airlines, the goal-setting theory would be a beneficial motivational approach.

The effectiveness of the

goal setting theory lies in its ability to provide individuals with precise objectives to accomplish. Defining tasks facilitates employee performance and, therefore, the achievement of goals. Setting challenging goals serves as another motivating factor for employees. According to Robbins and Judge (2011), once an individual accepts a challenging goal, they will exert a higher level of effort to achieve it.

Encouraging employees to aim for more ambitious targets demonstrates their drive and provides them with prospects for advancement. The strength of an organization's communication determines how well an employer can convey their vision to their employees. If an employer has an established connection with their staff, they can articulate their aspirations in a way that is easily grasped. Although Gary C. Kelly may not personally address all 35,000 of his employees, managers who are able to interpret his objectives efficiently cascade his message downward.

Implementing the self-efficacy theory could be a successful method of motivation at Southwest Airlines. This theory involves instilling a sense of capability within employees to encourage them to accomplish tasks. To motivate their staff, Southwest Airlines has taken the approach of acknowledging and valuing the work they perform. During the company's initial phase, Ms. Barrett, the corporate den mother, would handwrite notes of praise or sympathy to many of their 517 employees.

As stated by Trottman (2003), personalized notes are not received by all 35,000 workers in the company due to their widespread locations from Manchester, N.H. to San Diego. However, these notes have a positive effect on employee self-efficacy and productivity while promoting organizational trust and communication. It is crucial for large companies to make employees feel valued to prevent neglect. According to

The Wall Street Journal, Southwest Airlines organizes events such as parties, picnics, and seminars for long-term employees as a means of re-motivation.

Southwest Airlines' staff has remained loyal and committed to the company, despite past difficulties. CEO Gary C. Kelly values this dedication and reciprocates it.

Susan Goodman, who has been a Southwest employee since 1975, stated that Southwest provides exceptional care for its employees (Trottman, 2003).

Southwest Airlines prioritizes enjoyment and diligence among their workers, resulting in a welcoming environment with exceptional benefits. The company has effectively dealt with employee issues previously, encouraging an emphasis on communication within the organization. Bebe's definition characterizes communication as the response to information, which is evident in how Southwest employees handle information.

According to Gary C. Kelly, stronger productivity can be achieved through strong employee relationships that are built upon trust, consideration, and communication within the organization. Southwest Airlines stands out amongst the nine major U.S airlines as the only profitable one.

Their employees are known for their strong communication skills.