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Southwest Airlines' Culture of Human Capital
Analyze the key elements of organizational behavior pertaining to Southwest Airlines
Begin with a brief background of the company and its industry.What are the types of groups that are common in your organization? Create recommendations for successful facilitation of the groups.
Describe some of the strengths and weaknesses that you have observed in group decision making. What are your recommendations for improving group decision making in your organization?
Discuss the types of teams found in your organization.
Describe and explain the goals of the team
Discuss potential decision-making pitfalls this team might encounter
Recommend methods this team might use to avoid decision- making problems.
procedural justice, Performance Improvement, Behaviourally Anchored Rating Scales(BARS), Halo effect, Job Evaluatio, reward management, 360 Degree Feedback, job satisfaction for an organization
HRM, training, development, selection and recruitment - List at least one article related to this topic. Provide a brief explanation of why it was selected and what specific advice it offers the HR manager.
Southern Industrials Organizational Behavior; Competency Perspective of Leadership
Imagine you are working in a Human Resources Department and You are asked to put together a program to inform the managers and supervisors about the importance of the employee selection process.
Human resources - Show what you would do if you were in an environment that you did not find challenging
Explain human capital theory and its relationship to a seniority pay system
Strategic Human Resource Management - What makes HRM activities "strategic"?
Explain a new compensation plan for your new employment team and describe why your pay system will work
Methods for Measuring Performance - What are the major methods for measuring performance?
Describe what HR management is and how it relates to the strategic management process?
Change Management Case: Sampson Television - Several months of the plan will involve "meet and greets" with staff, to "humanize" the face of my department, in hopes that the negativity will stop.
How would you implement, manage, and measure an organization-wide HRM-r technology strategy and What resources would you require, what outcomes would you expect, and what concrete results would you expect?
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