WestJet Building a High Engagement Culture
BCG Matrix Analysis
I am writing this in the capacity of the Vice President of Operations (VPO), WestJet. It’s exciting time to be a part of such a fantastic team and organization with such passionate people. When you come up with a vision and the culture is not aligned, it gets difficult to execute. At WestJet we have taken it as a top priority to be the Best Aviation Operator. It requires continuous improvement and engagement from every staff member. see this page My job is to build this engagement culture. We believe every member of our team should engage
Financial Analysis
> In the past, it was common for airlines to use their aircrafts as advertising tools. The goal was to get as many people as possible to take an airplane ride — and make as much money as possible on top of that. However, with the advent of technology, airlines had an opportunity to change this strategy. The newest entrant in this category — Airbnb — uses the internet as an advertising tool and has already proven to be an unbelievable success. If an airline could adapt their strategy, and become a place for people to book
Alternatives
For months, we, the WestJet team, worked to create a high engagement culture. We sought to ensure that our employees had a positive and memorable work experience by encouraging and valuing their participation. Our approach centered on employee engagement and the positive environment they could create, including the following: 1. Encouraging participation: We had to encourage participation through regular activities, team events, and employee recognition. 2. Leadership engagement: Employees wanted to feel engaged by their leaders. We had to provide opportun
Problem Statement of the Case Study
At WestJet Airlines, we are always looking for ways to improve the customer experience. To achieve this, we have been working on improving the employee experience as well. In our recent initiative, we have found that creating a culture of engagement amongst our employees is key in retaining their talent, motivation and loyalty. We identified several key areas that needed improvement: 1. Employee engagement – We knew that when it comes to engaging with our team, we need to have a high level of engagement among our staff. We conducted an employee eng
Porters Five Forces Analysis
The WestJet’s strategy is to build a high-engagement culture within the organization, and my experience helps me to see that there are three major factors at play. Firstly, a company culture that is high on openness and transparency. This is a crucial factor because it promotes a two-way dialogue between the management and employees about how to improve performance. It encourages an open communication and fosters a positive work environment. my blog Secondly, WestJet’s management team actively encourages employees to participate in their business
Porters Model Analysis
The Porters five forces model was the starting point for our team’s understanding of WestJet’s competitive landscape. Our research found a very healthy and diverse competition landscape that consisted of 130 competitors from all over the world, with 33% of the market share. The major markets dominated by the 130 competitors were Canada, United States, United Kingdom, and Australia. There were some competitors present in a small percentage of the global market. In terms of industry, WestJet falls into the low-cost
Evaluation of Alternatives
“The WestJet building is a prime example of what a high engagement culture should be, not just on paper but in reality. Our culture is a high energy, collaboration-driven one, but it requires more than lip service, it requires genuine effort from all employees in all areas of the company. The reason for this culture is obvious: it increases job satisfaction and motivation. It creates opportunities for advancement, growth and personal and professional growth, which lead to a sense of meaning in life. It also enhances creativity, which is invaluable