Jetblue Organization Development - Research Paper Example

This organization's goals have been achieved through effective leading, controlling, planning, and organizing functions; the study of the individuals and groups in JetBlue brings the organization behavior known as the JetBlue experience (John R. Schermerhorn, 2012).To achieve a wide application, a behavioral science approach was applied by JetBlue by planning and re-enforcing organizational strategies, processes, and structures to improve JetBlue's effectiveness. 

The long-term strategy of JetBlue was to change attitudes, cultural values, attitudes, and organizational structures. To achieve this JetBlue had to renew its capacity and transform itself into a learning organization (Kondalkar, 2009).To change the operating environment, JetBlue had to reorganize itself to fit in the modern environment. Change had to be managed from the top by Senior Vice President (Operations) (Organization Development Network, 2015). Change is part of the organizational culture at JetBlue; thus the department within the organization must help SOC in improving JetBlue and directors always lead the crew members.

This is espoused in the values and beliefs of JetBlue with clear enshrined goals, aspirations, rationalization, and ideologies (Schein, 2010). SOC develops goals and objectives, and trains and develops crew member skills at JetBlue University, by developing complete HR training modules suited for each department and as per the requirement of the director. Surveys are done to measure the level of achievement of success in JetBlue. The learning organization is implemented by applying basic assumptions and generative learning in JetBlue thus challenging the status quo and developing a questioning culture and driving the behavioral science deeper.

It has played an important role in innovation and generative learning thus fostering creativity and change in JetBlue. Innovation is a product that requires knowledge updates regularly, this is done by gathering information data, numbers, words, and facts. Then allowing individuals, groups, or teams to analyze the data and information, creates a fit between JetBlue and its environment (Jennifer M. George, 2012). The following issues must be addressed regularly to attain the desired momentum that is embedded desire for beliefs and assumptions for change.

JetBlue will always encourage innovation to create change and improve customer focus; communicate goals, vision, and objectives to the team always. Treating the crew members right, empowering them, and developing individual capabilities through training and career development, improves the organization's psychology thus improving efficiency. Last of all the senior managers must keep consistency, focus, and flexibility thus driving the culture of change and learning attaining the core value of JetBlue (Denison Consulting, 2006).