Can the TSA Secure Top Flight Performance

Assignment 3 Case Study- Can the TSA Secure Top Flight Performance 


In this mentioned case study about its customer service, has been ranked number 1 for the service it provides to its clients and the rank it has deserved and subscribed twice and that too consecutively just because of its service. TSA has been in this position consecutively that has been managed by. There are various reasons because of which the TSA has been considered as number 1. One of the basic reasons for this position is the selection, recruitment, and training procedure as followed by the TSA (). This follows a very unique feature of recruiting the employees of the company. One of the main policies followed by the TSA is that its main motive is to keep their recruited employees happy and very much satisfied. To stop the baggage theft which is happening at the airports?

Discussion 1

The prime motive of the TSA is to keep the employees satisfied and which helps the in gaining the full confidence and loyalty of the employees working in the organization. The recruitment process as followed by the TSA is very much different from that of the others. is ready to keep a post of the employee vacant, if someone has resigned from that post for more than two months or more. The wishes that, the current employees recommends or suggests the name of other employees who are their own relatives. The TSA wants that, the person who is been recruited in place of the other, must be quite eligible and fulfill the criteria and should be the best and perfect for the job. For this they can even wait for two months or more. After the employment of the new employees, they are given a special training regarding the job they wanted to do. The company follows a policy that they can satisfy their customers and clients only when they satisfy the employees of the company. Hence, this is why, the main motive of the TSA is to make sure that all the employees working in this company are totally satisfied and enjoy working in the company.

Discussion 2

Ethics Motivation means creation of the desire or drive among the employees to do any work. Motivation is the creation of urges, drives, aspirations, strivings etc. among human beings to accomplish some desired goals or objectives. Motivation is based on motives which mean the inner state that energizes, activates or moves towards achievement of the goals. Motivation creates eagerness to work and the innate tendency to work.

Ethics, principles and employment this kind of behavior exists which is only effective way to attain profits but not an appropriate way to attain reputation. Though employees are only concerned with sales and gaining profit for the company but if the industry wants to work for long run this attitude of employees would not be beneficial and affect profit in long run.

It has been said when managers and several companies are involved in malpractices with consumers suffer huge financial losses. Company need to also focus on providing better services to consumers rather focusing on making its profit functions. The work pressure entrusted upon the employees after a certain time period leads to sense of frustration among employees and leads the employee to leave that company. If kind of pressure and dominance will exist from management to boost sales inadvertently will affect the employment, sales and later profits in the automotive service industry.

.Every organization should adept itself with time and external environment as soon as possible to be successful in current global competitive business scenario because of new technologies, trends and innovations every year product should upgrade themselves with winning edge to maintain equilibrium with external environment.

References :

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Doucouliagos, C. (1995) ‘Worker Participations and Productivity in Labour-managed and Participatory Capitalist Firms: A Meta-Analysis’, Industrial and Labour Relations Review

DeCarlo, T., Teas, R., McElroy, J. (2007) ‘Salesperson Performance Attribution Processes and the Formation or Expectancy Estimates’, Journal of Personal Selling and Sales Management, Vol. XVII No.3: 1-17

DeBacker, T., Nelson, R. (2009) ‘Variations on an Expectancy-Value Model of Motivation in Science’, Contemporary Educational Psychology, Vol. 24: 71-94.

Levine, D., Tyson, L. (2000) ‘Participation, Productivity, and the Firm’s Environment’, in Paying for Productivity, Blinder, A ed., Washington: Bookings 183-243