Generally, a robust economic-based culture in any organization protects it from adverse environmental changes conferring stable values and goals of the organization for surviving and succeeding. The organization will effectively adapt to such changes and technology by appreciating and finding the benefits and values of having such a culture. Having such an adaptive culture will enable the entire organization to change completely, whether technological change, producing products, supplying products, attracting more customers, or structural change. Such initiatives and strategies should be sustained and adopted for more than one year for an organization to witness functional changes.
Reviewing articles
Quick, J. C. (2018). Crafting an organizational culture: Herb. In Organizational Dynamics (Vol. 21, Issues 2, pp. 45-56).
According to the article, the author defined the organization’s culture as the mechanism or tool the organization members can use to achieve internal integration while managing external problems. The founders of Southwest Airlines are crucial when establishing its organization’s culture since an organization’s culture develops over time. The culture tends to manifest and reflect the imaginations and visions of the organization’s founders. Therefore, over a long period, cultural beliefs and values have been linked and embedded in the informal and formal fabric of the entire organization leading a tremendous change and success (Quick, 2018). The organization’s success can easily be compared and contrasted with other organizations since different organizations usually have different cultures.
Nevertheless, all founders of Southwest Airlines have crafted one of the most influential and distinctive organizational cultures to help it achieve internal integration and success. For instance, in Southwest Airlines, the founders of Southwest Airlines have established a functional design and robust culture-based system with a widely shared set of values and beliefs to maximize the chances of succeeding within a short period. This article shows how the culture supported with a solid structure and an economic-based strategy has contributed to the company’s success within a short period of time. With such an influential culture, all workers in Southwest Airlines will understand how the top managers want them to work, conduct activities, and respond effectively and appropriately. By demonstrating the cultural values and beliefs of the organization, the workers can be quickly rewarded. The workers can uphold the organization’s culture by recruiting the best applicants. The latter are willing to maintain and respect the organization’s culture to bring change and success in the future.
Gale, M., & Aarons, C. (2018). Why do people matter far more than digital technology or capital? Strategic HR Review, 17(1), 29–32. Fifty-five percent of executives at large corporations are highly concerned about digital.
In this article, the authors questioned the question of digital transformation in the market. The majority of executives in the big companies like Southwest Airlines were apprehensive about how digital technology is becoming a market competitor. During the findings, the large organizations saw a real return on how successfully digitalized organizations were transforming quickly and effectively compared to other organizations. However, there was a need to control the technology to avoid inconveniences and unnecessary competition associated with such technology. Therefore, such organizations like Southwest Airlines require human labor and resources to maintain technology, therefore for a functional design, there is a need for human resources to control the technology.
In the current world, the Southwest Airlines needs to establish firm and robust system with improved technology and a strong structure to succeed faster than other organizations (Gale & Aarons, 2018). The need to achieve a competitive advantage using digital transformation in most organization like Southwest Airlines was interest of the authors in this article. In conclusion, there is need to establish an organization’s culture in Southwest Airlines to establish a competitive advantage, values, and beliefs for it to improve or advance the overall performance in future. Such influential culture will eventually enhance the cooperation, trust, and functional system, effective and efficient decision-making within the organization.
References
Gale, M., & Aarons, C. (2018). Why do people matter far more than digital technology or capital. In Strategic HR Review (Vol. 17, Issue 1, pp. 29-32).
Quick, J. C. (2018). Crafting an organizational culture: Herb. In Organizational Dynamics (Vol. 21, Issues 2, pp. 45-56).