Human Behavior in Organizations Essay Example | Topics and Well Written Essays - 2500 words

Human Behavior in Organizations - Essay Example The work environment at JetBlue was such that it espoused the importance of team culture within its environs. Ardently against the unionization of its employees because they believed this be divisive, they came up with employee packages that was tailor-fitted to the employee's needs but which still operated on the standard of equality. Having a varied workface and aiming to employ at least 5000 employees by 2004, the company works well within the statutes of the national labor laws by ensuring that its employees are not discriminated against by their gender, sex, color, religion or national origin in accordance with Title VII of the Civil Rights Act of 1964. They have even gone the extra mile beyond what the Equal pay Act of 1963 was asking by ensuring that part-time employees received medical, 401K, profit sharing and double pay if they work on holidays (Gittel and O'Reilly, 2001, p. 11). In emphasizing safety as on e of the core values of JetBlue, they have assured that they work w ell within the standards set by the US Department of Labor in the Occupational Safety and Health Act of 1970 (OSH Act) whereby the safety of employees are assured by following set standards to ensure that employers are providing safe and healthful workplaces. This is emphasized further in the company orientation where Ann Rhoades tells employees that to be safe and to provide safe service to its customers, employees should be free of drugs and alcohol. JetBlue's airplanes were also the first national carrier to install bulletproof, dead bolted cockpit doors on all of its aircraft, even before the Federal Aviation Administration mandated it after the aftermath of September 11 (Judge 2001). Because JetBlue is highly selective about its hiring process (they hired only 1,700 people out of the 100,000 that applied in 2003 (Salter 2004)) and also of the fact that at JetBlue, they value an individual's 'fit' within the company, promotions have to be done through the use of in-house talent. In fact, JetBlue's management team had been established with a modified from of internal recruitment in that Neeleman hired people who were already very familiar with the industry. Another example is when JetBlue's pilots, felt happy enough with their posts that they recruited their friends from other companies. However, like all other companies JetBlue still undergoes the regular hiring process of advertising for talent to join its pool of workers (external recruitment method). A single local advertisement for recruitment agents in Salt Lake City generated a waiting list of 2,500 interested applicants. These people, like the rest of the other applicants JetBlue screens, go through a thor ough process of interviews and a committee of these interviewers have to agree with one another before they hire someone. The effect of these internal and external recruitment methods of JetBlue is to thoroughly ensure that they find the right people for the jobs that they are offering. Hiring people from within the aviation industry as in the case of JetBlue's management team ensured that these people were already well versed with the industry's comings and goings. Dave Barger their