...CASE 7 CHICK-FIL-A: BIRD OF A DIFFERENT FEATHER STRATEGY MANAGEMENT COMPETIVENESS AND GLOBALIZATION, CONCEPT AND CASES BY 02/23/2016 Executive Summary. This case analysis evaluates Chick-fil-A. It is designed to show the Strength, weakness, opportunities and threat. It delineates how the founding principles have guided the company over the years, and how it has responded slowly to change over the years. CFA has grown to be a force to reckon with in the industry with strength in customer experience and sandwich trademark. However, the emerging markets, social changes, economic issues and intense rivalry will continue to pose threat to this strong cultured company. At the end of the case analysis, we would have been able to devise possible solutions for the present and future times. Background. The story of Chick-fil-A will be incomplete without the man who turned a dwarf house into a giant brand. Samuel Truett Cathy was born in 1921 into a religious family and in fact was named to honor a Baptist evangelist. These factors would plan a significant role in Cathy’s life. At an early stage, Cathy developed entrepreneurial skills; he delivered papers and sold Coca cola and helped with the meals. And at the age of 25, he and his brother opened their first restaurant- Dwarf House. Cathy soon realized he could prepare chicken faster and insert between two buns. He went ahead to trademark the name Chick-fil-A borrowed from the then steak fillets. Cathy explored expansion...
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...Leadership, the Determinant of Organizational Culture and Diversity Introduction With the world becoming smaller and smaller from the increasingly intensive business trade, the globalization not only bring huge opportunity, but also bring more challenges to organizations than ever before. Multicultural teams, therefore, are used in workplace, and workforces become more divers than ever before (Schein, 2010). But ethnicity is only one part of diversity, and the concept of it includes some visible ones, for example religions, gender, disabilities and other less visible ones, like social class or sexual-orientation. In organizations, the key issue of diversity is how to benefit from differences and eliminate the stereotype and avoid automatically judge people on the basis of differences (Coleman Marianne, 2012). Therefore, dealing with this issue appropriately can enhance organization’s effectiveness and motivate talents to innovate. There is another topic which is contributed to company’s effectiveness-organizational culture in recent years. Researcher (Schein, 2010) suggested that organizational culture can influence how people set individual and organizational goals, perform tasks and manage resources to achieve those goals. So, identifying the culture of company becomes a popular and effective method to achieve high performance in workforce. Whether a company can value diversity and set strong organizational culture is mostly depend the way of the parties concerned...
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...Hetero/homosexual continuum Kinsey scale Klein Grid Neuroscientific Queer studies Sexology Timeline of sexual orientation and medicine Non-human animals Animal sexual behaviour Non-reproductive sexual behavior in animals Homosexual behavior in animals (list) Category Category v t e Part of a series on Lesbian, gay, bisexual, and transgender (LGBT) people LGBT flag Sexual orientation Homosexuality Demographics Biology Environment History LGBT history Timeline Social movements Culture LGBT community Coming out Pride Slang Symbols Gay village Rights Laws around the world Marriage Union Adoption LGBT parenting Military service Legal aspects of transgenderism Intersex human rights Social attitudes Heteronormativity LGBT stereotypes Queer Religion and homosexuality Religion and transgender Prejudice / Violence AIDS stigma Anti-intersex Biphobia Genderism Heterosexism Homophobia Lesbophobia Binarism Sexualism Suicide among LGBT youth Transphobia Violence against LGBT people LGBT trafficking Academic fields and discourse LGBT/Queer studies Lesbian feminism Queer theory Transfeminism Lavender linguistics Portal LGBT.svg LGBT portal v t e Celebrating same-sex marriage at the Lexington Pride Festival in 2015. Homosexuality (from Ancient Greek ὁμός, meaning "same", and Latin sexus, meaning "sex") is romantic attraction, sexual attraction or sexual behavior between members of the...
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...factors affect the four factors of management. Internal factors affect a business from within itself without any outside factors. External factors come from an outside environment. There are many functions to an effective management, but the most important factors are planning, organizing, directing, and controlling. These factors can affect how a business is maintained. The organization we will be covering is Google. Globalization, technology, innovation, diversity and ethics play key roles in the corporation. Globalization Globalization means worldwide integration and development (dictionary.com). Internal factors of globalization are production, development, customer service and marketing. Over the past decade, Google has positioned itself so that their name, software, etc. appears on every laptop, tablet, phone, etc. across the world. Google has to make sure that internally it evaluates the capabilities of its employees. Sometimes it is necessary to move people around so that the right people are responsible for the right areas. Because they have done such a good job at this. They provide superior customer service in every part of the globe and their marketing strategies requirements of the people using their products and the laws that come along with doing business in another country. An example of a huge external factor that affected Google was an incident that happened in January of 2010. After a cyber-attack occurred, Google revealed to the world that any company...
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...000 employees and annual revenue of US$40.0 billion as of 2010. By providing a highly connected workplace, an inclusive and diverse environment, comprehensive health and wellness programs, robust professional development opportunities, and competitive compensation and benefits, Cisco helps more than 70,000 Cisco employees multiply impact on the job and in their personal lives. | | Culture and Climate It is the shared beliefs and quality of interactions within and across organizational units: Open and trusting, internally competitive, operationally disciplined, and creative and entrepreneurial. Also called corporate culture, it's shown in: - the ways the organization conducts its business, treats its employees, customers, and the wider community, - the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, - how power and information flow through its hierarchy, and how committed employees are towards collective objectives. Our values shape our Culture. These are Cisco’s values: Change the World, Focus intensively on customers, Make innovation happen, Win together, Respect and care for each other, Always do the right thing” Awards and Recognition In FY12 Cisco was included in Fortune magazine’s“100 Best Companies to Work For” list for the 15th consecutive year. Cisco also was recognized on Working Mother magazine’s “100 Best Companies” list in 2011. The magazine applauded our benefits package for U.S. employees, which...
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...especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical," 2012). Corporate Policies To facilitate such changes in the business world, companies have had to develop and implement policies regarding diversity in the workplace and outline what is expected of the employees in regards to this topic. Many of these policies can be found on the companies’ websites and in the new employee handbooks that they may distribute. Combined...
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...Executive Summary This paper will focus on the diversity audit that has been done for Starbucks Coffee Company. The audit will have a description of the company’s background along with viewing the company’s different types of practices that they use that involves diversity. We will be viewing the company’s statements and conducting research on previews interviews and even viewing news articles about the company. We will find out what the organizations diversity practices will consist of according to the deep research that will be conducted. The audit will consist of learning about the background of Starbucks and how the company addresses and approaches diversity within their organization. The paper will be focusing on David A Thomas and Robin J Ely’s three paradigms of diversity which consist of” discrimination and fairness, access and legitimacy and learning and effectiveness paradigm” to compare and contrast the methods that Starbucks uses as a form of diversity. Finally, making some suggestions and recommendation on how Starbucks can improve their current state of diversity. First we will discuss how Starbuck came about the companies background along with the diversity methods they have been using allowing them to become very successful. Organizational Background Howard Schultz is the CEO of Starbucks and the founder of this company since 1982. In his opening mission statement he states “Our mission: to inspire and nurture the human spirit-one person, one cup and one...
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...Quezon City Polytechnic University Batasan Satellite Campus Batasan Hills, Quezon City Research Paper in Symbolic Logic HOMOSEXUALITIES Submitted by Joann E. Buenavente Submitted to Prof. Fabian Avila I. Introduction Homosexuality Homosexuality is romantic or sexual attraction or behavior between members of the same sex or gender. As an orientation, homosexuality refers to "an enduring pattern of or disposition to experience sexual, affectionate, or romantic attractions" primarily or exclusively to people of the same sex; "it also refers to an individual's sense of personal and social identity based on those attractions, behaviors expressing them, and membership in a community of others who share them." Homosexuality is one of the three main categories of sexual orientation, along with bisexuality and heterosexuality, within the heterosexual-homosexual continuum (with asexuality sometimes considered a fourth). Scientific and medical understanding is that sexual orientation is not a choice, but rather a complex interplay of biological and environmental factors,[1][3] especially with regard to early uterine environment. While there are those who still hold the view that homosexual activity is "unnatural" or "dysfunctional", research has shown that homosexuality is an example of natural variation in human sexuality and is not in and of itself a source of negative psychological effects. Prejudice and discrimination against homosexual and bisexual people...
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...the world. Current market conditions have influenced their decision to diversify production and spread business teams over three continents. Obviously, it is impossible for any company to become widely known without accepting the rules of globalization. Gore Company has shown that their practices are quite effective and contribute to success of all their business teams working on different products. Of course some practices could be adjusted or changed to accommodate modern realities. First of all, Gore Company should be more focused on modern technologies and continuing to research and develop new products. New technologies like Oculus Rift or Google Glass will provide better possibilities for collaboration in the nearest future, thus integration of innovative technologies is a key aspect helping to retain a competitive advantage while considering the economies of their scope. In addition it is to hire only the best professionals from all over the world that understand the importance of confidentiality and fierce competition. According to the case study, it is more difficult to be accepted to Gore Company than to any elite university, which indicates a focus on a high level of Talent Acquisition. Gore should hone in on the “Intrapreneuring Associates” by allowing them the freedom and opportunity to research new technologies, which will lead to the diversification of their product line. The continuous introduction of new products will capture the attention of the global market...
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...AN EXAMINATION OF DISCRIMINATION AGAINST TRANSGENDER AMERICANS IN THE WORKPLACE HEARING BEFORE THE SUBCOMMITTEE ON HEALTH, EMPLOYMENT, LABOR AND PENSIONS COMMITTEE ON EDUCATION AND LABOR U.S. HOUSE OF REPRESENTATIVES ONE HUNDRED TENTH CONGRESS SECOND SESSION HEARING HELD IN WASHINGTON, DC, JUNE 26, 2008 Serial No. 110–99 Printed for the use of the Committee on Education and Labor ( Available on the Internet: http://www.gpoaccess.gov/congress/house/education/index.html U.S. GOVERNMENT PRINTING OFFICE 43–027 PDF WASHINGTON : 2008 For sale by the Superintendent of Documents, U.S. Government Printing Office Internet: bookstore.gpo.gov Phone: toll free (866) 512–1800; DC area (202) 512–1800 Fax: (202) 512–2104 Mail: Stop IDCC, Washington, DC 20402–0001 VerDate 0ct 09 2002 10:55 Dec 17, 2008 Jkt 000000 PO 00000 Frm 00001 Fmt 5011 Sfmt 5011 G:\DOCS\110TH\HELP\110-99\43027.TXT HBUD PsN: DICK COMMITTEE ON EDUCATION AND LABOR GEORGE MILLER, California, Chairman Dale E. Kildee, Michigan, Vice Chairman Donald M. Payne, New Jersey Robert E. Andrews, New Jersey Robert C. ‘‘Bobby’’ Scott, Virginia Lynn C. Woolsey, California ´ Ruben Hinojosa, Texas Carolyn McCarthy, New York John F. Tierney, Massachusetts Dennis J. Kucinich, Ohio David Wu, Oregon Rush D. Holt, New Jersey Susan A. Davis, California Danny K. Davis, Illinois ´ Raul M. Grijalva, Arizona Timothy H. Bishop, New York ´ Linda T. Sanchez, California John P...
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...Responsibilities Company Background In 1965 the Pepsi-Cola company and Frito-Lay companies merged to form PepsiCo,Inc. Pepsi-Colas roots extended back to the 1890’s, when a North Carolina druggist had begun to produce and sell the carbonated soft drink of the same name. Frito-Lay was itself the product of the 1961 merger of two snack companies, the H.W. Lay Company, which had begun selling potato chips in 1938, and the Frito Company, which began its corn chip business in 1932. The combined company, which had 1965 sales of $510 million and employed 19,000 people, expanded rapidly over the next several decades. By 2009, it was the second largest food and beverage business in the world, with revenues of $43 billion and approximately 200,000 employees. It boasted some of the world’s most recognizable brands, including Pepsi-Cola, Tropicana, Quaker Oats, and Frito-Lay. The company’s expansion was driven by growth in its core business, expansion into international markets, and acquisitions. In the 1960’s and 1970’s the company diversified its business by acquiring trucking company North American Van Lines in 1968 and Wilson Sporting Goods in 1970. It got into the fast food business with the acquisition of Pizza hut and Taco Bell during 1977-1978. In the mid 1980’s the company...
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...COLLEGE OF ARTS AND LETTERS Department of English, Foreign Languages and Linguistics Sta. Mesa, Manila Adaptation of Swardspeak to the Language of Bachelor of Arts in English Second-Year Students of the Polytechnic University of the Philippines Joanna Marie N. Cabanatan Maricon A. Alisuag Jenny L. Carlos Fatima B. Dela Cruz Prof. Evangelina S. Seril CHAPTER ONE: INTRODUCTION I. Introduction Today’s modern generation, many youth are engaged in different languages. Some of us have experienced being near to a group of gays who were talking in quite a different language and you were surprised that you could understand some of the words they were saying. That language is what we called gay lingo but in 1970s, it is Swardspeak. Here in the Philippines, they called the term, "Swardspeak" or "Gay Lingo". Nowadays it is one of the most prominent kinds of language that most of the youth rather people engaged to. It consists of mainly Filipino language, but also uses elements of English, Spanish and other Asian or foreign words (especially Japanese), gays make uses of words that are derived from other words and try to make the words colorful and enticingly comical. It is also their way of speaking and their own mannerisms that make it different to those of the females. Because of the spread of Swardspeak, many Filipino try to engange themselves and makes use of it. . Like any other languages, Swardspeak is...
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...ASSIGNMENT DIVERSITY ORGANISATIONAL BEHAVIOUR (BMOB5103) SHARIFAH SHIBRAH BT SYED HUSSEIN STUDENT ID: CGS00838119 Prof. Madya Dr. Rezian-na muhammed kassim Open University Malaysia 2013 TABLE OF CONTENTS 1.0 INTRODUCTION 2 1.1. What is Diversity? 2 1.2. Characteristics of Diversity 4 1.3. Aspects of Diversity 6 i. Aspects of Diversity (Visible): 8 ii. Aspects of Diversity (Invisible): 9 2.0 MANAGING DIVERSITY 13 2.1. Diversity Management 13 2.2 Diversity & Inclusion at Google 13 3.0 BENEFITS AND CHALLENGES OF MANAGING DIVERSITY 17 3.1 Benefits of Managing Diversity 17 3.2.Challenges of Managing Diversity 19 3.3 How to promote and support Diverse Workforce 21 3.4 Cultural Diversity in Malaysia 22 4.0 CASE STUDY 24 A. INTRODUCTION 24 B. BACKGROUND OF THE COMPANY 25 C. SYMPTOMS OF THE OB ISSUES 29 D. CAUSES OF THE OB ISSUE 33 E. RECOMMENDATIONS 34 F. CONCLUSIONS 48 G. REFERENCES 50 APPENDIX 51 Diversity and inclusion questionnaires 51 Q1- ORGANISATIONAL BEHAVIOUR ISSUE- DIVERSITY “Strength lies in differences, not in similarities” ― Stephen R. Covey 1.0 INTRODUCTION 1.1. What is Diversity? Diversity is generally defined as acknowledging, understanding, accepting, valuing & celebrating differences among people with respect to age, class, ethnicity, gender, physical & mental ability. (Gupta, June, 2013). In other way, diversity also means the fact or quality of being...
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...MOTIVATION 16 2.1 Motivational Concept 16 Ego-focused versus other-focused emotions 17 2.2 HIERARCHY OF NEEDS 19 Herzberg’s Two-Factor (Motivation-Hygiene) Theory 20 2.3 MOTIVATIONAL THEORIES 21 MOTIVATION THEORIES ARE OFTEN CULTURE-BOUND 23 Maslow's Needs Hierarchy. 23 McClelland's Three Needs Theory 23 Adams' Equity Theory 23 Hertzberg's Two-Factor Theory 23 3. RECRUITMENT 23 3.1 Sources of recruitment 23 The traditional recruitment sources were: 24 The modern recruitment sources are: 24 3.2 Internal recruitment 24 3.3 External recruitment 25 3.4 Recruitment process 26 4. EMOTIONAL BEHAVIOR IN ORGANIZATIONS 27 4.1 Frustration and Anxiety 27 The specific goals are to help organizations, managers, and employees 27 Understanding the Causes of Conflict 28 4.2 Stress – Strain and Pressure 30 4.3 Drug use in the Industry 32 The Benefits of Going Drug-Free 32 U.S. Department of Labor 34 5. JOB EVALUATIONS 35 5.1 Evaluation Overview 35 The Challenge: Disconnection 35 5.2 Evaluation Vision 36...
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...approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through language and through action and in a clear manner (Digh, 1998; D’Netto & Sohal, 1999; Schmidt, 2004; Beaver & Hutchings, 2005; Conference Board of Canada, 2006; Conference Board of Canada, 2008; Shen et al., 2009) In other words, inclusive work environments do not simply recognize that differences exist among different...
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