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 Instructions:In the wake of civil unrest in the US in 2020, many companies began issuing statements on diversity and inclusion. In contrast, President Trump issued an executive order in regards to diversity training. You can view the executive order here: https://trumpwhitehouse.archives.gov/presidential-actions/executive-order-combating-race-sex-stereotyping/ 

  1. Analyze at least one corporate diversity statement of your choice using one or more of the 4 ethical perspectives. See the following link for Indiana Tech’s statement as an example.


  2. In your analysis, be sure to address the following:
    • How has the view on diversity and inclusion changed over time and with recent events?
    • Include references to legal changes.
    • In addition, your paper should address your approach to how to best address diversity and inclusion in the workplace.
  3. Submit your completed document using this assignment link.

ReferenceNational Archives and Records Administration. (2020, September 22). Executive Order on Combating Race and Sex Stereotyping. National archives and Records Administration. https://trumpwhitehouse.archives.gov/presidential-actions/executive-order-combating-race-sex-stereotyping/.

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BA 2700 MOD 4 REPORT .docx

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MOD 5 Leadership Report

Indiana Tech


Herb Kelleher


A leader can be defined as a person who holds a superior position in a business and has a certain degree of control over others. Normally, a leader provides knowledge, information, and methods that lead to the fulfillment of a vision, and others or rather employees follow them willingly. In my opinion, leaders possess captivating personalities and are focused on ensuring that the people surrounding them have understood the vision and have embraced it. For one to be a successful leader, they must have good listening skills, sound judgment, the ability to take note of the most important things, broad knowledge, and a good education. Moreover, a good leader must also possess a certain type of behavioral leadership style. This paper is going to look at Herb Kelleher, who was a former leader of Southwest Airlines, and go into details about his leadership style. Southwest Airlines is a successful airline based at Love Field in Dallas. It began operations in 1971 with many challenges from its competitors in the industry. However, Herb Kelleher, the CEO then and founder, and his workforce seem to have steered the company through the tough industry to be one of the most successful airlines in the country (Starkman & Webber, 1995). Because of this, Kelleher is considered to have been one of the very successful CEOs of their time, and this fact can be backed by the various honors he received. He seemed to have put a lot of his effort into making sure his workforce was well taken care of and well-motivated for the success of the airline. Unfortunately, Kelleher died this year in January (20 Reasons why Herb Kelleher Was One of the Most Beloved Leaders of Our Time). When it comes to what type of behavioral leadership style that Kelleher practiced, one can say that he was people-oriented. 

A people-oriented leadership style is appropriate in the case of Kelleher since they ensure to form meaningful relationships with all employees regardless of their positions. 


The man was well known for his core value of doing good to others. He not only focused on his customers but also cared for his employees. 

In this way, it was possible to improve productivity in the work environment after all employees realized that they were valued. 


While running the company, Kelleher was able to stay in touch with employees via effective communication, which enabled him to know what was going on. 

He was able to solve a problem where there was one. 


In addition, Kelleher was quoted saying that fun is a stimulant to people and that workers should not sacrifice their individuality to work for Southwest airlines. This clearly shows how he was people-oriented since he cared about employees’ personal needs, and he strongly felt that no one should lose their personality while working for the airline. 

Kelleher could influence positive relationships among employees by ensuring they understood the value of work cohesion that ultimately causes a deep difference in the company (Miron, 2019). 

Employees found it easy to improve their working conditions since Kelleher was an approachable leader who was always ready to support his employees’ 


He always said hello to his employees, and this quality fostered an appreciative working environment. 


Kelleher also advocated for a family spirit within the company. For instance, he championed a voluntary catastrophe fund which raised half a million dollars to be distributed to other employees of Southwest who required the help. Kelleher also encouraged his employees to go the extra mile when dealing with customers. He believed that by treating his employees right, they would, in turn, provide exceptional services to the airline’s clients. One of his quotes is that “If the employees come first, then they’re happy. A motivated employee treats the customer well. The customer is happy, so they keep coming back, which pleases the shareholders. It’s not one of the enduring Green mysteries of all time, and it is just the way it works” (Gaille, 2013). 

All this promotes Kelleher’s social responsibility that integrates top-notch management. 


The path-goal leadership theory can be described as a theory whose foundation is based on specifying a leader’s style or behavior that best fits their employees and the work environment to ensure the attainment of expected goals. In this way, a leader works with an employee to set certain goals and then motivates the employee and helps them solve any obstacles that might arise and hinder the attainment of the goal. 

Kelleher’s leadership is connected to the path-goal theory of leadership since a leader’s behavior gets affected by employees’ 

level of satisfaction and motivation in the work environment (Sherman, 2021). 

In this way, Kelleher treated his employees fairly, and there was a positive reception in their entire company. 


Kelleher encouraged people to keep their personalities and not lose them as they work, which correlates with the path-goal leadership theory.


He believed that individualities could not be changed, but rather leadership and management could be taught. Therefore, based on an individual’s personality, the person can be trained for the position they would best fit in the organization and then work towards making the company better. I think this is very motivating because an individual gets to work somewhere they fit, thus achieving the set goals. Since Kelleher motivated his employees to take Southwest Airlines to higher levels and worked with them to achieve that, I would describe him as more of a transformational leader than transactional. Many people would say that Kelleher was a servant leader since he always put his employees first then his customers. 

Transformation leadership is more applicable since it involves individual consideration of employees’ 

needs and the possibility of ensuring intellectual stimulation (Cherry, 2020). 


Kelleher integrates all these qualities since he would always communicate with his employees, and this led to the exchange of ideas that helped the airline to grow and increase customer satisfaction. Therefore, Kelleher was a transformational leader since he made strategic decisions with support from his people, thus the success of the airline. 

After analysis of all the diverse qualities, it is evident Kelleher is an effective leader who ensures all events in the company are connected to stakeholders’ 


Working with employees ensured quality resource allocation and division of duties by learning areas where employees would fit. 


He was able to create a clear vision and influence his employees through good communication, thus gaining support. 

Understanding employees thought processes also allowed Kelleher to influence them to change after offering suitable ideas and responses to employees’ 



Kelleher was able to create a certain calling that provided inspiration to his employees, he made them feel appreciated and cared for, and this made them strive towards accomplishing their goals. 

There are valid connections of Kelleher’s leadership style to employee productivity, and thus no concepts of leadership can get improved in his case. 

His was already a pinnacle of success whose leadership style should get studied by other leaders who aim to appreciate their employees and thus increase major profitability. 


As accomplished and successful as the man was, it is very difficult to find any fault with his leadership. He was a great leader that helped his employees achieve a lot.
References “20 Reasons why Herb Kelleher Was One of the Most Beloved Leaders of Our Time.” (2019). 



Retrieved from https://www.forbes.com/sites/kevinandjackiefreiberg/2019/01/04/20-reasons-why-herb-kelleher-was-one-of-the-most-beloved-leaders-of-our-time/#1e889f38b311 Cherry, K. 


Transformational Leadership. 


Retrieved from https://www.verywellmind.com/what-is-transformational-leadership-2795313. 

Gaille, B. 



Southwest Airlines’ 


Herb Kelleher’s Leadership Style. 



Retrieved from https://brandongaille.com/southwest-airlines-herb-kellehers-leadership-style/ Sherman, F. 



The Path-Goal Theory of Leadership in Companies. 


Retrieved from https://smallbusiness.chron.com/pathgoal-theory-leadership-companies-20568.html. 

Starkman, J. 


E., and Webber, P. 



Southwest Airlines (A): Leland Stanford Junior University
McShane, S., & Von Glinow, M. 



Organizational Behavior (7th ed.). 





Miron, A. 



Task-oriented vs. 

People-oriented Leadership Styles: 

Which is Better? 


Retrieved from https://www.eskill.com/blog/task-people-oriented-management/

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