Developing a scorecard for evaluating the organization

 

• Identify an organization (or unit within an organization) that you believe excels in high-quality relationships and enabling conditions for team performance. This organization can be from any industry.
• Develop a scorecard for evaluating the organization or unit. At a minimum, you should include information on the mission and philosophy of the organization or unit, strategic projects, and analysis and implementation of findings. Building & Implementing a Balanced Scorecard.
• Make your case based on available first-hand or second-hand data about how the organization scores in terms of relational capability and enabling conditions for team performance. You will need to submit your scorecard as well as the evidence you utilized to your instructor.
• Based on your analysis, prepare a 8- to 10-page paper. You will also submit the rough draft of a 20- to 30-slide presentation based on this paper in Week 5.
In the paper:
• Describe the selected organization or unit. Include the following details:
o A statement and an introduction regarding why this organization excels in team building and high-quality relationships
o A description of what prompted the organization to focus on these variables, if known
o The rationale for selecting the issue-its significance or importance in relation to team-building efforts and the success of the organization
• Summarize the processes or programs that make this organization successful.
• Describe the attributes that made those processes or programs effective.
• Explain how the programs might be translated to your present organization. If you do not currently work, refer to a previous employer or discuss with someone employed and glean how they feel the programs or processes could be applied to their organization or unit.
• Include all sources used in the reference list in APA format. You need to include at least five cited references.
• Include a reference to the scorecard developed and used.
• Include references to substantiate the claim that the organization excels in quality relationships. The second-hand information must be correctly cited.

 

Sample Solution

Building High-Performing Teams: A Case Study of Southwest Airlines

Why Southwest Airlines?

Southwest Airlines stands out for its exceptional company culture, fostering strong relationships and enabling conditions that empower teams to excel. Here’s why:

  • Customer Focus: Renowned for friendly and efficient service, Southwest prioritizes a positive passenger experience, which relies heavily on teamwork and collaboration across departments.
  • Profitability and Growth: Despite fierce competition, Southwest has remained consistently profitable, demonstrating the effectiveness of its team-centric approach.
  • Employee Satisfaction: Southwest consistently ranks high in employee satisfaction surveys, indicating a strong sense of community and positive working relationships.

Prompting Focus on Team Building and Relationships:

Southwest’s founders, Herb Kelleher and Rollin King, deliberately established a company culture that emphasized fun, teamwork, and employee ownership. They believed these factors were crucial for long-term success and customer satisfaction in the competitive airline industry.

Significance of Relationships and Enabling Conditions:

Strong relationships and enabling conditions are essential for team performance because:

  • Collaboration and Innovation: Trust and open communication allow diverse teams to work together effectively, fostering innovation and problem-solving.
  • Employee Engagement: Positive relationships and a supportive environment lead to higher employee engagement, motivation, and productivity.
  • Customer Experience: Strong internal teams translate to a more efficient and enjoyable customer experience.

Southwest’s Success Factors

Several processes and programs contribute to Southwest’s success in building high-performing teams:

  • Profit Sharing: Southwest shares a significant portion of profits with employees, fostering a sense of ownership and shared success.
  • Open Communication: Southwest encourages open communication across all levels, fostering trust and transparency.
  • Hiring for Culture Fit: Southwest prioritizes hiring individuals who align with the company culture, valuing teamwork and a positive attitude.
  • Minimal Layoffs: Southwest’s commitment to its workforce minimizes layoffs, creating a sense of job security and loyalty.
  • Fun Work Environment: Southwest fosters a fun work environment with playful traditions and celebrations, improving morale and employee engagement.
  • Empowerment: Employees are empowered to make decisions and solve problems, fostering a sense of ownership and accountability.

Effectiveness Attributes:

These programs are effective because:

  • They address intrinsic motivators: Profit sharing, open communication, and empowerment tap into employees’ desire for ownership, recognition, and growth.
  • They create a sense of community: Shared success, minimal layoffs, and a fun environment foster a strong sense of belonging and camaraderie.
  • They prioritize employee well-being: Southwest emphasizes work-life balance and employee well-being, leading to higher engagement and reduced stress.

Translating to Other Organizations:

While replicating Southwest’s unique culture entirely might not be feasible, aspects can be adapted:

  • Profit Sharing: Implementing a bonus structure tied to company performance can incentivize teamwork and shared goals.
  • Open Communication: Encouraging open communication through regular meetings, surveys, and feedback channels can foster trust and collaboration.
  • Hiring for Culture Fit: Prioritizing cultural fit during the hiring process can help build a team that aligns with desired values.
  • Empowerment: Providing employees with more autonomy and decision-making power can increase engagement and ownership.
  • Team-Building Activities: Organizing team-building exercises or social events can help build camaraderie and communication outside of work.

Next Steps:

Developing a scorecard based on these success factors will allow for a more detailed evaluation of Southwest’s performance in fostering high-quality relationships and enabling conditions for team success. This scorecard, along with a presentation summarizing the findings, will be compiled and submitted in subsequent weeks.

 

This question has been answered.

Get Answer
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!
👋 Hi, Welcome to Compliant Papers.