Business > CASE STUDY > ORGCB535 Comp Asses 3.docx ORGCB/535 Competency Assessment 3 University of Phoenix (All)

ORGCB535 Comp Asses 3.docx ORGCB/535 Competency Assessment 3 University of Phoenix

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ORGCB535 Comp Asses 3.docx ORGCB/535 Competency Assessment 3 University of Phoenix ORGCB/535 Strategy Recommendation Southwest Airlines is using employees focus strategy to become a better o... rganization. This motivates all the employees working in the organization to be the best that they can be and help the organization reach goals. This strategy also makes the employees happy to complete the job they are hired to complete. The proper pay culture system was adopted by the organization to ensure the pay is fair for the employees. The innovative strategy is used by the organization in which two things are combined to meet the needs of the company. The first is the strong culture and the second is strong relationships between management and employees. The combination of both strategies leads to success of business for the organization and a helpful and happy place for employees. Southwest Airlines has a proven track record of being an airline industry leader. Their consistent profitability over many years is a testament to their sound business strategy. It is clear that they understand what customers want and they™ve taken what works in the airline industry to another level. They have many strengths and few notable weaknesses and will look to continue to build on their iconic brand. By taking advantages of their opportunities and being cognizant of the threats, they will stay ahead of the game and continue to thrive. ("Southwest Airlines Executive Summary", 2021). Analysis of Strategies and Issues. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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