Assessing Corporate Culture: Southwest AirlinesQ Organizational Philosophy, Mission, Vision, ValuesSouthwest Airlines clearly outlines its values ​​in its corporate mission statement: Southwest Airlines' Mission is Dedication to the Highest Quality of customer service delivered with a sense of warmth, friendliness, individual pride and corporate spirit (www.southwest.com). This mission describes the company's approach towards the workforce and the customer in general. Rather than focusing on the financial side of the company, Southwest has managed to create an organization focused on fostering positive relationships with its employees and customers. The airline is also known for its “quirky corporate culture” and has maintained employee participation by emphasizing a fun atmosphere (Plunkett, 2004-2005, p.509). The company's founder, Herb Kelleher, once said, "If work were more fun, it would feel less like work (www.funsulting.com)." Through creating a fun work environment, Southwest has also created a fun travel option, which also appeals to its customers.QWork EnvironmentSouthwest's dress code is casual and reflects management's philosophy of placing little value on its formal organizational structure. Southwest is also known for its collaborative interactions between labor and management, which have fostered a work environment free of rigid rules and loose guidelines (Southwest Airlines charts, 1995). Teamwork is very important at Southwest and employees are cross-trained. Employees are encouraged to respond to the needs of colleagues first and then to those of customers. Flight attendants prepare cabins for passengers, and ramp agents help by cleaning restrooms, unloading baggage, ... middle of paper ...... flight attendants. “Southwest invites its frequent flyers to help interview new flight attendants. This involvement not only brings customer experience to the selection process, but also sends a strong message to participating customers: You are so important to us that we want For you to help us, choose the people you think can best meet your needs." (Brown, 2003) Organizational goals are very important to Southwest when it comes to hiring employees. They include: humor, talent, teamwork, measurement and reward, leveraging the freedom factor and internal customer knowledge. (Czaplewski, 2001)Kelleher looks for people with a certain attitude (an approach to life, a way of living, or a set of values). “He will not hesitate to fire someone who does not treat his fellow Southwesterners as they should be treated.” Kelleher is intolerant of intolerance. (Soon, 1992)