Flight Centre Travel Group: An Analysis of Leadership and Culture

This report analyzes the leadership, culture, and employee engagement strategies of Flight Centre Travel Group (FCTG). It begins with an introduction to the company and its international presence, highlighting its success and employee-centric approach. The report then delves into performance-related initiatives, including outcome-based incentives, rewards, and the Worldwide Top Performers program. It examines culture-related initiatives such as the Womenwise program, paid parental leave, partnerships with childcare providers, and recognition and reward systems. The report also explores the 'work hard, play hard' culture, learning and development opportunities, and health and wellness programs. Finally, it discusses engagement-related initiatives, including the code of conduct and team systems. The conclusion emphasizes the importance of employee management for organizational growth and the key factors that contribute to FCTG's success in the competitive market, such as its focus on employee well-being and its commitment to ethical conduct. The report uses the assignment brief as a guide to address all the required areas.

Running Head: People, Culture and Contemporary Leadership 0
People, Culture and Contemporary
leadership
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People, Culture and Contemporary Leadership 1
Table of Contents
Introduction......................................................................................................................................2
Performance Related Initiatives.......................................................................................................2
Culture Related Initiatives...............................................................................................................3
Engagement Related Initiatives.......................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

People, Culture and Contemporary Leadership 2
Introduction
Flight Center Travel Group is one of the Australian based companies that have been regarded as
one of the leading and largest retail travel outlet on the country. The company has been operating
domestically within the country and also expanded its business in the international market. The
company was introduced in the year 1980. Recently thecompany operates in more than 12
countries with its 2500 retail stores. It majorly operates in Australia, Canada, China, Hong Kong
as well as United States. The company has crossed its turnover by $17 billion that is one of the
biggest achievements within itself. The company also values its employee that made them
successful in the international market (Flight Center Travel Group, 2019)
In the following part there will be detailed analysis of the company in which manner they satisfy
and motivate its employees as well as the services that is been provided to the employees that
made the company more successful.
Performance Related Initiatives
Flight Center Travel Group provides its services to around 23 countries. The company has
various formal structures and it places various procedures that have made company different
from others. The company values are that they think that the people of the company are their
company. The company cares for their colleagues of their health and wellbeing. The company by
providing various rewards for their extra initiative in their work so their professional
development and financial security can be maintained (Walter, Lechner and Kellermanns, 2016).
The company incentives based policy is based on the reliable and measurable outcome based
KPIs. The company believes that what is required to get rewarded will get done, needed outcome
can come from the reward. The company thinks that if they will reward the right outcomes than
both our people and the company will prosper. The company focus on the performance of the
people that who will work efficiently and will get more productivity thy will get the incentives
and as well they also get promoted to higher level. The company understands the value of work
of employees. The company also provides extra hour policy if any person working or giving
extra time for the company than extra perks been provided to that employee (Xiao et al., 2017).

People, Culture and Contemporary Leadership 3
The Flight Center Travel Group has the foundation called The Flight Centre Foundation provides
charities with a means to support the people of the company and the other who require financial
support from the fundraising initiatives. The company also provides funding on the based of their
performance. The employee therefore works more efficiently and works harder to get these types
of benefits. It will help both the company and the employee.
The Company provides worldwide top performance programs that for the initiatives that are
made for the environmental and social responsibilities. These are:-
 Responsible Tourism
 The Flight Centre Foundation
 Initiatives for reducing energy consumption
 The board commitment at a individual and group level
 Initiatives for recycling and reducing waste
 Intelligent designing of shop
 Facilities for staff like cycling, walking and running to work (Demerouti et al., 2019).
Culture Related Initiatives
The company has various culture related initiatives for which the company invests a lot of funds.
These are:-
- Women wise program
 For the recognition and leveraging our senior women leader a launch of a
mentoring program in which they share their knowledge and experience to
provide our employees a great knowledge and make expertise in their work.
 The company has started the initiative called paid parental leave in which all
newly parents will be provided six weeks pay. It means that that the parents will
get paid 24 weeks leave.
 The company made a partnership with good start early learning, it provides
discount in fees of day care to the FLT facilities

People, Culture and Contemporary Leadership 4
 Parent wise that is the new initiatives which aims to help the people in which
parental leave will be connected with the business and it will help the parents in
making transactions back into our business (Sánchez et al., 2016).
- Recognition, benefits and rewards
 The company from the low level to top level of employees will be rewarded and
gets promoted for their work.
- Work hard play hard culture
 The company has the culture in which the company who works hard will not been
unseen for their caste, religion and sex. They will get the benefit what they
deserve.
- In the Brisbane office:
 The View from the Lunchroom
 The Onsite Gym and Day Spa
 No one has an office
 Learning and Development is Key
 The company gave the recognised that development of the employee is the great
attraction and best strategy for the retention of employees. The employees who
are encountered are working since 10 years. The FCTG gave boost that their
engagement rate of their employee is 83%. It makes the comparison wit the
general engagement rate of employees in all industries sits at a woeful 27% (Hur
and Kim, 2017).
- Health wise
 The company has taken the special care for the health of the employees for which
they provides special medical advantages such as full employee funding of them
and their families.
- Egalitarianism and unity
 The companies every individual have equal rights and privileges. The companies
in all countries there is no difference like them and us. One Best Way the

People, Culture and Contemporary Leadership 5
company believes in the standard system that is the best way to operate. These are
the standard systems which had been employed universally and until the other or
the better way is showed (Czepkiewicz, Heinonen and Ottelin, 2018).
Engagement Related Initiatives
The every people of the company play an important role for embodying and protecting the rights
of our great company. The conduct and behavior of the people affects the company’s overall
success of the business. There are various initiatives the company is engaged in like maintain
the code of conduct in the company shall be maintained for which the people of the company
should require to take various steps that are (Rosen, 2017):-
The engagement related initiatives of the company that the company has some key principles
which are-
 To act always honestly with integrity and by maintaining the highest standards of
professional and personal ethical behavior
 The people of the company always deal fairly and honestly and it is courteous and
respectful to, our customers, all our people and suppliers
 Always acted in the best interest of the company. The employees of the company
always should maintain the brand, philosophies, values and our reputation.
 The company will not engage into any arrangement in any financial activity or
personal business
 The people should always support and shall create a safe work that aligns with the
commitment of the c FCTG as the company is equal opportunity provider
employer.
 The compliance with the laws and regulations is required and the people shall not
do any act which is illegal or unethical.
 The people shall not take any type of advantage of their position or wok for any
type of personal gain.
 If anyone find that any person is not acting with the code of conduct than he can
notify to the operational manager, general manager or CFO.

People, Culture and Contemporary Leadership 6
 The dealing is only done with partners in the business and suppliers who does the
ethical and responsible business.
The companies that are team systems are:
 Goals
 Budgets and plans
 Advertising and branding
 Customer service and sales
 Our communications and service
 Reporting and Finance
 Directorships (Flight Center Travel Group, 2019)
Conclusion
From the above analysis it can be concluded that managing employee play a vital role for the
organization to grow in the competitive market. Flight Center Travel Group is one of the leading
companies in the international market. The company operates in more than 10 countries with
more than 2000 stores that make them leading in the competitive market. Flight Center Travel
Group majorly focuses over its employees that made them strong. Flight Center Travel Group
provides rewards and perks system to the employee that forces the employees to enhance its
performance in an effective manner. Furthermore, the company also provides special services to
the women employees to provide them comfortable working zone in an effective manner.
Different programs is being arrange by the company and leaves is also provided t them to make
them relax and comfortable. The company also maintains code of conduct for the management to
deliver healthy working environment to the employees. Therefore, such initiatives make the
company competitive in the market in an effective and efficient manner.

People, Culture and Contemporary Leadership 7
References
Czepkiewicz, M., Heinonen, J. and Ottelin, J. (2018) Why do urbanites travel more than do
others? A review of associations between urban form and long-distance leisure
travel. Environmental Research Letters, 13(7), p.073001.
Demerouti, E., Veldhuis, W., Coombes, C. and Hunter, R. (2019) Burnout among pilots:
psychosocial factors related to happiness and performance at simulator
training. Ergonomics, 62(2), pp.233-245.
Flight Center Travel Group. (2019) About Flight Centre Travel Group [Online]. Available from:
http://www.fctgl.com/about-us/ [Accessed on 08/08/19]
Hur, W.M. and Kim, Y. (2017) How does culture improve consumer engagement in CSR
initiatives? The mediating role of motivational attributions. Corporate Social Responsibility and
Environmental Management, 24(6), pp.620-633.
Rosen, J. (2017) Sustainability: A greener culture. Nature, 546(7659), pp.565-567.
Sánchez, J.P., Poll-Hunter, N., Stern, N., Garcia, A.N. and Brewster, C. (2016) Balancing two
cultures: American Indian/Alaska Native medical students’ perceptions of academic medicine
careers. Journal of community health, 41(4), pp.871-880.
Walter, J., Lechner, C. and Kellermanns, F.W. (2016) Learning activities, exploration, and the
performance of strategic initiatives. Journal of Management, 42(3), pp.769-802.
Xiao, S., Huang, Y.J., Sun, Z.L. and Liu, Z.Y. (2017) Structural elucidation of koumine
metabolites by accurate mass measurements using high‐performance liquid
chromatography/quadrupole‐time‐of‐flight mass spectrometry. Rapid Communications in Mass
Spectrometry, 31(3), pp.309-314.