Southwest Airline
Employees are managed in a variety of ways and these differences are largely due to the differences in the environments of the organization. For instance, some companies seem to hire just about anybody while others are highly selective. Some companies provide extensive training for their employees while others simply see if they will survive. Organizations must often change quickly due to pressures put on them by the global environment. There are some similarities in the wa . . .
At Southwest all employees must attend training seminars once a year, while Lincoln Electric uses on the job training as its only source of training. Lincoln uses no aptitude or psychological testing, while Southwest uses extensive personality testing. Even during the recession from 19881-1983 nobody at Lincoln lost his job. Next, Lincoln has a more developed system for performance evaluation. Lincoln and Southwest have both developed an organization that has the reputation of a good place o work. Overall, both companies realize that the employees are the direct link to the customers and without happy employees there are no happy customers. At Lincoln job security is important. On the other hand, there are many ways in which Lincoln Electric and Southwest Airlines differ in the way they have developed their organizations. Also, Southwest has a more developed system of training. First of all, Southwest seems to place a lot more emphasis on selection. As a result, Southwest’s selection process is much more developed than Lincoln’s. Southwest, on the other hand does not have much of a performance appraisal system. Southwest also realizes that its employees provide them with their competitive advantage and employees are rewarded for a job well done through profit sharing. There have been no layoffs since World War II.
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