Parnell (2014), states that stories about a company are an important part of its culture. This would hold especially true for someone coming into an organization to take the place of a very influential and well liked person. Kelleher had developed a strong organizational culture for Southwest Airlines. He has been quoted as saying “it is important to know your employees; not just their work but them personally” (Nisen, 2013). Kelleher was very hands on with his employees. He was often found flying on a Southwest flight or walking around the maintenance department in his Southwest shirt (Parnell, 2014). He was friendly and jovial with his employees, which made them like him all the more. Kelleher’s concern and commitment to his employees has allowed the company to be ranked as one of the best places to work in the United States (Parnell, 2014). The culture of trust and loyalty that Southwest has developed has landed them with a voluntary turnover rate of 2% and the company can boast that many of their original employees are still with the company (Makovsky, 2013). …show more content…
If I come into the organization and began changing things at a rapid-fire pace and did not have any concern for the employees, they would quickly dislike my management style and morale would begin to decrease. Parnell (2014) relays that organizations with a strategically appropriate culture tend to outperform other companies who have cultures that are not a good fit with their strategy. Having a strategy culture fit also gives the company the advantage of an adaptive culture (Parnell, 2014). According to Parnell (2014), changing strategy is often easier than changing the culture. However, if employees are happy in their current setting they will be resistant to change of