Of the three cases presented this week, Westjet Corporation has the highest potential to meet their objective because of the relationships that they have built within the company. A business has the potential to succeed when management recognizes the he impact that their employees have on the success and the employees recognize that their success is built from the success of the business. One of the ways they demonstrated that they recognized the impact that each individual had on the success of the company was that they changed the language; “for example, the call center was dubbed the “Super Sales Centre”; accounting was referred to as “Beanland”; executives were called “Big Shots”; passengers were “Guests”; employees were “People”; and policies
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Westjet created PACT, “Pro-Active Communication Team… which took away the opportunity for conflict because the employees are part of the solution, not the problem” (Mark,10). Within companies conflict often time arises because unions and management can’t solve an issue and sides are chosen. However, PACT allowed grievance’s to be heard, without the formality and bitter behavior that is present when unions become involved in employee, employer relationships. With employees who took pride in the work they performed and the lack of unions to enforce job descriptions Westjet was able to save money and become the quickest turnaround company; “the willingness of WestJetters to pitch in to clean the cabins resulted in annual savings of millions of dollars in grooming and enabled quick turnarounds…” (Mark, 9). Employees at Westjet took pride in their company’s quick turnaround rates and were willing to do whatever it took to keep that level of expectation for their guests. The creation of the PACT, according to Schein, represents an espoused value because originally created to keep unions out of the structure of Westjet, it has turned into a philosophy in which individuals have bought into a system where they are heard directly by management. Management recognizes that the employees impact the organization and both groups understand that they need to work together for the betterment of the
Westjet created PACT, “Pro-Active Communication Team… which took away the opportunity for conflict because the employees are part of the solution, not the problem” (Mark,10). Within companies conflict often time arises because unions and management can’t solve an issue and sides are chosen. However, PACT allowed grievance’s to be heard, without the formality and bitter behavior that is present when unions become involved in employee, employer relationships. With employees who took pride in the work they performed and the lack of unions to enforce job descriptions Westjet was able to save money and become the quickest turnaround company; “the willingness of WestJetters to pitch in to clean the cabins resulted in annual savings of millions of dollars in grooming and enabled quick turnarounds…” (Mark, 9). Employees at Westjet took pride in their company’s quick turnaround rates and were willing to do whatever it took to keep that level of expectation for their guests. The creation of the PACT, according to Schein, represents an espoused value because originally created to keep unions out of the structure of Westjet, it has turned into a philosophy in which individuals have bought into a system where they are heard directly by management. Management recognizes that the employees impact the organization and both groups understand that they need to work together for the betterment of the