This case is a tricky case to think about. Quantum Software obviously wants their employees to have a good time and be able to blow off some steam on a Friday afternoon. I have split feelings on this case. I think that it is great that they give their employees a time to let some steam off on a Friday afternoon, and it is an informa levent. I agree with Bill on the other hand as well, I can see the problem he has with the employee’s safety and reputation of the company. The one part of information that is not clear is whether the company is buying the alcohol for the employees or if they are just setting up the meeting time. If they are not buying the alcohol then there is nothing they can really do about what or how much the employees drink. It would be the employees responsibility to maintain a safe drinking range. They as a person should know what is considered respectful and not respectful to themselves, the bosses, and the company’s reputation. If the employer is buying the alcohol then I would suggest limiting the purchase to only one drink per employee. That way the reputation of the company is not in jeopardy and the employees are not getting drunk on the companies money but their own if they decided to keep drinking. It is also very important that they check with their insurance and lawyer to make sure that no law suits can be brought up from this function of TGIF. This is a very tough situation to determine and not very many employers offer such a situation to employees. Usually some of the employees will meet each other at the bar but they are not usually invited by their bosses. This will be a very interesting topic.
Additional thoughts…
It appears that Quantum Software obviously want their employees to have agood time and be able to blow off some steam on a Friday afternoon in a informal setting. At this gathering ,it appears "spirited" drinks will be served or available to those who desire the boost of an alcoholic drink. On the other hand, Bill tends to have mixed emotions and concerns on the occupational safety of the employees and the long term effects it may place on the reputation of the company based on the fac talcohol will be available, in which I agree to some extent.The extent is based on the fact, it is not clear who will be providing the alcohol, Quantum or theemployee(s)? If the company is not purchasing the alcohol, then I think they are not reponsible for theactions of their employees and their reputation should remain intact. However, if they are supplying, then Ithink other measures should be executed in order to prevent actions that may affect their reputation like employees drinking and driving, and maniac fights that are exuberated by the consumption of having toomuch to drink and no ground rules were implemented to prevent the notions named above such as limitingthe drinks to one per employee.If they employees are providing their own BYOB, then should be held accountable for their actions andshould have the knowledge need to respectf themselves, their boss and the valued reputation of thecompany.Additionally, I would like to think that if the employer is buying the alcohol then I would suggest limiting thepurchase to only one drink per employee. That way the reputation of the company is not questionable andthe employees are not getting drunk on company time.Verifying insurance coverage through their legal realm will be advisable in order to prevent future lawsuits resulting from the irresponsible actions of the company employees. What do you think?

It has been my experience that a strong corporate culture has to have shared values and beliefs that are nurtured throughout an organization by cultivating the accepted behaviors it expects for successful outcomes. Our text defines corporate culture as "an interdependent set of beliefs, values, ways of behaving, and tools for living that are so common in community that they tend to perpetuate themselves, sometimes over long periods of time" (Brown, 2006).One company that I worked for was attempting to lift and change its 50 year old culture. They understood the old culture to start. The support for employees and teams who had better ideas for a better culture was there and they were willing to act on those ideas. One of the first things identified was the most effective subculture in the company and it was used as a model. The management helped employees and the teams do their jobs and gave the resources to do it more effectively. The vision was used to guide change for the new culture. The other company I would compare is opposite in operation and vision. The staff understood the goals and that contributions to the company exceeded and contractual agreements. It was a very clickish culture that achieved unity with a long and thorough socialization process. All of the staff shared feelings of pride in being "a member" of the click and their feelings were also that of personal ownership of the company. I didn't feel that the career and growth potential was as satisfying in the company that was very clickish and leaned towards the idea of compartmentalizing by staff members. Success was assumed to depend substantially on sensitivity of the concern for certain groups or people.

Reference
Brown, D. R., & Harvey, D. (2006). An Experiential Approach to Organization Development (8th ed.). UpperSaddle River: Pearson Prentice Hall.

Additional thoughts…
Corporate culture is a term used to describe the collective beliefs,value systems, and processes that provide a company with its own unique flavor and attitude.Businesses of all sizes possess some type of corporate culture, in that every company has a setof values and goals that help to define what the business is all about. At the foundation of any company culture are the standards that govern the operation of the business. Thesestandards are usually expressed in terms of the policies and procedures that define howthe company will operate. This will include how different departments or functions relate to oneanother in the production process, the line of communication established between managementand departmental employees, and rules governing acceptable conduct of everyone who is part of the company. (Tatum)
I have worked for many companies, but my current job is the only one that defines corporateculture. The values and goals set inside this company are to uphold integrity and focus on thecustomer. Of course with any company you will have policies and procedures, but with thisfortune and multi-billion dollar company it goes beyond the standard guidelines. In some ways Ifind myself satisfied, but mostly stressed. Because we are required to think outside the box, anddo extra than policy it often becomes overwhelming. Things are often changing in the jobwithout notification. I know that in the corporate world one thing we must do is embracechange.
It’s very difficult to work blindly to the point we don’t adhere to the customers’ needs.