Southwest Airlines Case Study Summary

The Sawmill Hotel wanted to have a greater focus when it comes to customer satisfaction. Because of this, top management decided to provide customer satisfaction surveys which allowed customers to rate their experience at the Sawmill Hotel. After reviewing the surveys, the Sawmill Hotel had several complaints from clients that involved Spanish speaking personnel. As a result the top management decided to impose an English-only policy. Under this policy, employees were only allowed to speak English unless requested otherwise by management or customers.

The excerpt talks about how Leslie Marks moved her office down to the main level so she would seem as if she was fitting in with her employees rather than seeming like the bossy CEO that no one likes. However, the chapter on “Authority” explains how higher up people are viewed with more status and seem bigger than others. These two ideas contrast basically because one is saying to be successful you may need to go down to the employee’s level, but the other is saying you may need to rise up to be seen as the top

Long before it was commonplace in American business to outsource manufacturing, Disney was setting the precedent for what would one day be a normal competitive practice. In addition to cheaper manufacturing, Disney’s division of labor practices have given them a financially competitive edge in their global operations. Disney is very strict on their practice of having the American company members do the intellectual and artist work of the company. However, in many areas they take full advantage of the cheap labor available to do the labor intensive work in both the manufacturing sector and the theme park sector (Tracy, 1999).

These generation people feel more pressure than their older colleagues as they don’t prefer to spend more time in the workplace. They can juggle many projects at one time as they are skilled multitasking. So, you have to choose these category people to handle multitasking work. They stay focused in the team work so better to choose these people in teamwork.

In the following pages, I would like to make suggestions on how to increase acceptance of the new vision of Ogilvy & Mather on all employees. At the end of 1993, Charlotte Beers realized that although clients appreciated the Brand Stewardship model, employees had still not embraced it. I would like to analyze why this is a key problem, the reasons for it and what recommendations could be useful to overcome this barrier to the agency’s success. Case background

3. Why or why not are the case companies successful? Southwest has been successful because it found a niche and a strategy for a long time no one could compete with. It had done and continues to do cheap short haul flights with little frills very successfully. When it started none of its competitors could compete with its pricing.

Here in the case Holden Outwear, Mikey LeBlance and his partner Scott Zergebel, hired employees which are better than them and formed a team. Here the Holden Outwear also following hierarchical structure by able assign each members of the team to different roles and responsibility but the purpose of doing this is to make everyone in the team feels equal which helps them to work as a team. In the case study it is mentioned that the Holden Outwear did not want to outsource because they want to do it by their own, but when the organization grows they will not able to do all by themselves, so they need to outsource it. The outsourcing is a big problem to the Holden Outwear, because when they hire new employees they need to share all details, including their designs and strategies. But in my opinion that’s not the real problem they need to face because as their organization grows they need to hire new employees which may not be suit for their team and also team only works when its small, so when they add new employees they need to increase their team which effect their productivity so keep their current team assign new employees in lower position.

This is an after work event so there is also an issue of driving home intoxicated. As the company matures and new employees are hired they may have dissimilar opinions on the establishment’s social practices. The systems affected will be Quantum Software, employees and the atmosphere within the place of work. I feel the assurance and drive of Quantum will be greatly affected. The business will also be affected; employees will become less productive, which in turn would make the business less effective and less profitable.

Although hiring independent meeting planners have become an important part in the hospitality industry for corporations, there has been little research done in the field of independent planners. The purpose of this article, is to go in-depth and examine the different representative group-sales agreements, different ways a planner can be compensated, and what their true role is at an event (Toh, DeKay and Yates, 2005). The author visited the web sites of relevant professional organizations and conducted interviews with several meeting planners and hotel room division managers to understand more

By identifying the needs in Maslow’s hierarchy, the hygiene and motivation factors can be taken, used and soon afterward can be rewarded. Herzberg recognises that true motivation comes from within a person and not from the nature, or outer and other

According to Duhigg the effect of habbits that deals with behaviors . On a different note Krakovsky suggests we find a way to fix these people problems . Although Duhigg and Krakovsky offer lots of important ideas, as a business owner I believe the most important things I can do is to help their habits to change and fix what I need to do to keep overnight clean . It means that I will have the place presentable because people wouldnt want to shop if they know that the place is dirty . So , it will create a better atmosphere to build sales along with create it easier.