Case Anaylysis Westjet

Case Analysis

Westjet Airlines

Organizational Leadership

September 12, 2011

Issues:

WestJet needs to devise a plan to “maintain a unique and vibrant culture” (Seijts, 2006, p. 7) in light of economic downturn, its expansive growth, and the threat of other airlines “trying to mimic its service” (Seijts, 2006, p. 7).

Related Facts and Assumptions:

Culture

WestJet Airlines has a very unique organizational culture. It has been in place since the beginning of the company. It is a very strong culture among the management and employees. “Siobhan Vinish, director of public relations and communications, described the culture as a very relaxed, fun, youthful environment in which creativity and innovation are rewarded” (Seijts, 2006, p. 55). Employees all have profit shares within the company. They receive bonuses twice a year based on the profit margin. The ceiling is 20%. There are very few supervisory positions within the company. All employees are invested in the company’s success and do what is needed to ensure its success. Most of the employees were hired without any airline industry experience, therefore allowing them to be molded to fit the culture. They also hired based on traits such as enthusiasm and humor.

WestJet Airlines is a union free organization, which allows the employees more flexibility in their work assignments; and allows teamwork. This gives them the freedom to help out where they are needed. An example given was that the airline pilots would help out by cleaning the cabin between flights.

The employees began striving toward cost savings and began to police the money spent. The Management did set up a group called a Pro Active Communication Team (PACT) to give employees a place to voice concerns and present ideas. Each work group throughout the company had its own chapter. One representative from each chapter attends the council meetings.

Structure

WestJet started as a one-plane charter in 1994. The first plane was...