I believe that Lorenzo’s confrontation with Continental’s unions could have been conducted a different way. They could simply listen to each other’s viewpoint and not interrupt with one another is speaking. This way each other can hear their viewpoint and maybe understand one another better. If Lorenzo would have listened to what his employees were trying to say, he may have gotten ideas from them and used them for his company. Both these companies experienced commonalities and contrasts. Both Bethunes and Southwest Airlines experienced debt issues. Both companies were puzzled as how to deal with this situation. Both companies however had the similar approaches as how to deal with the debt situations. Bethune definitely has a better management style than Lorenzo’s. this is because Bethune was willing to come up with solutions to come out of debt. He also made dramatic changes. In 1995, through a “renewed focus on flight schedules and incentive pay,” he greatly improved on-time performance, along with lost-baggage claims and customer complaints. Better communications was also a key element in improving employee relationships and the spirit of teamwork. Information was shared with employees through newsletters, updates on bulletin boards, email, voice-mail, and electronic signs over worldwide places. As you can see Bethune really wanted to improve Continental Airlines because he wanted what was best for the company. Bethune proved a master at changing employees’ attitudes and their sense of pride. Few top executives ever faced such a negative workforce, reflecting the Lorenzo years. But Bethune changed all this, and in such a short time. his open-door policy and open houses to encourage employees to interact with him and other top executives was a simple gesture, but so effective, as was his opening wide the channels of communication about company plans. The incentive plans for improving performance, and the...
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