The report thoroughly discusses the strengths and weaknesses that the company. The reasons that resource imitation is costly are historical conditions, casual ambiguity and social complexity. Its superior operational performance, i. JetBlue's service had grown from 9 departures per day at launch in February 2000 to more than 50 per day in the past 11 months. The synergy between the E190 and A320 enabled the A320 to feed into E190 flights as well, resulting in higher loads and improved economics for JetBlue. But Neelman, perceptive of the industry needs, went about raising enough capital before starting JetBlue, as airlines industry is a capital intensive industry.
Initially, fast reading without taking notes and underlines should be done. Their main focus was to provide service to areas that were underserved as well as to large cities with overpriced fares. Therefore the 360-degree feedback evaluation would be a perfect fit for a Company like Jet Blue. Describe 3 advantages of using 360-degree feedback evaluation as a performance appraisal method. Changes in these situation and its effects. Also as it proceeds to grow further to reach the elaboration stage, JetBlue needs to continue to align itself with the environment in order to maintain its sustained growth.
For the problem of the case, I have selected the best practices manager can. These procedures inform employees about available positions and give them the opportunity to bid for these jobs based on their qualifications and experience. They have formulated strategies that have enabled them to operate in a highly efficient and effective manner while realizing the importance of aligning their strategies with their environment. These values, in turn, became the basis for the human resources policies and procedures established by the company. Credentials — relying on employees having obtained some credentials before the job offer. It is said that case should be read two times. Neeleman wanted to focus on a low fare travel experience with a few perks to set it above a cut above the rest of competing cost conscious carriers.
In pilot recruitment JetBlue not only laid emphasis on high comfort level with computers but also on the need to find people who would fit the culture that they were aiming to build within their airline. JetBlue has incorporated several benefits within its packages to create a better working relationship with their employees. The second law is the disability act which had been established in the year 1990 which states that the law does not allow an employer to discriminate any employee on the basis of their disability. The strengths and weaknesses are obtained from internal organization. Furthermore, employees are provided complete medical benefits, extended leaves, and other perks.
In order to achieve the cost advantage, they initially operated a single-type aircraft, the Airbus A320, as opposed to the more popular but costly Boeing 737. These values, in turn, became the basis for the human resources policies and procedures established by the company. While suppliers seek to differentiate based upon price and service, this is still a commodity business and buyers continue to seek the lowest price available when looking to purchase airline tickets. The major challenge faced by Ann Rhoades, these people-centered organization grow at a rapid pace, while maintaining high standards for the selection of employees and maintaining a small company culture. JetBlue Airways shows how an entrepreneurial venture in the situation, human resource management, in particular a values-centered approach to managing people, is used as a source of competitive advantage. Union representation number of employee groups represented by unions is associated with higher levels of aircraft productivity and improved financial results. Neelman wanted to utilize technology to bring better customer experience at a low cost.
Neeleman entered the market with 10 planes and in just under 6 years, the JetBlue fleet consisted of 119 planes. The company also waived the probationary period, which meant that employees were certain of job security. It include using the analysis to answer the company's vision, mission and key objectives , and how your suggestions will take the company to next level in achieving those goals. In most industries, the survival and even existence of an enterprise is difficult without extensively incorporating information technology. Aer Lingus, Airline, Customer service 982 Words 4 Pages Jet Blue Airways: Case Study 1. Drucker, Peter Ferdinand, and Joseph A.
What do they have to execute on these? Strategic Alliance with larger competitor. Kennedy Airport in February of 2000. JetBlue Airlines is impacted by these laws in a big way. In the personnel selection of JetBlue, the company is required to select individuals that fulfills the both basic criteria and also specific criteria for an employee in order to get selected. JetBlue is one of the top players in the low-cost air transport industry in the United States.
Since then, things have gone back to normal for JetBlue there were many questions left to be answered for the company. As for the future, JetBlue remains one of the most responsive companies on Twitter and Facebook. Effects of Recruitment Effort The focus of Jet Blue Airways of hiring highly competent, well experienced personnel in managerial and operational positions translates to increased costs for the company. As of Dec 31 2008, serves 52 destinations in 19 states, Puerto Rico, Mexico, and five countries. Summary Statement JetBlue Airways, an American low-cost airline, headquartered in Forest Hills, New York started flying out of John F. Summary Statement JetBlue Airways, an American low-cost airline, headquartered in Forest Hills, New York started flying out of John F. After having a clear idea of what is defined in the case, we deliver it to the reader.