...TGI FRIDAY T.G.I. Friday's",is an American restaurant chain focusing on casual dining. The company is a unit of the Carlson Companies. Its name is taken from the expression TGIF. The company asserts that it stands for "Thank Goodness It's Friday", although as of 2010 some television commercials for the chain have also made use of the alternative phrase, "Thank God It's Friday's."[2] The chain is known for its appearance, with red-striped canopies, brass railings, Tiffany lamps, and frequent use of antiques as decor. It was founded in March15, 1965 in New York City. T.G.I. Friday’s primary objectives as a company for the next five years are to maximize overall profits of the company, customer loyalty, and stock profit margin. The company is always looking to maximize their income as a whole but in order to do so they are going to first build customer loyalty. Having customer loyalty will bring customers “regulars” into the restaurant, which will keep sales increasing. By having customer loyalty that increases sales, the company will begin to maximize the stock profit margin The décor, music, and lights of the restaurants provide a lively environment that keeps an engaging atmosphere for customers to feel welcomed. T.G.I. Friday’s overall business philosophy is great food, great drinks, and loads of fun. SWOT ANALYSIS Strengths: Well-known Chain First to start...
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...anielle Duvall Bus W 430 Chapter 1 TGIF Case Analysis I. Problems A. Macro 1. The major problem is that when employees are drinking too much at a work function, they could get hurt, or even hurt someone else from the result of their actions. 2. Also, as mentioned within the text, they may be growing too quickly. Thus, making these events easily get out of control. B. Micro 1. By ending these TGIF events it could deeply hurt the overall morale of the company. 2. Also, ending these events could dramatically impact their culture negatively, and in turn possibly make it more difficult to recruit great, future talent. II. Causes 1. People are getting out of control and belligerent at the parties. 2. Since it is an event that takes place after work, there is the issue of drinking and then driving home afterwards. 3. Further, as the company continues to grow, more and more people are becoming a part of these celebrations. Thus, it could get out of hand more quickly. III. Systems Affected 1. Quantum Software is affected via their employee atmosphere within the workplace. This is especially true because of their 16 hour work days and 6 day a week schedule. Therefore, the spirit and morale of Quantum will be impacted. 2. New hires are in turn affected, because if the culture is not what it once was, it could become more difficult to get great talent hired. 3. The company as whole is also affected as its employees may become less efficient and productive as they...
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...Organization development Chapter 2 exercise Group member’s name Venkatesha maraiah Kjc1080518 Kavitha r.mugam Kjc1080517 Sarmila r.mugam Kjc1080519 Mageswari sundram Kjc1050030 Organization development Chapter 2 Exercise Questions 1. Research Apple’s product history to discover the progression of its major products? Apple’s product history to discover the progression of its major products is Apple computer, Inc is a multinational corporation that creates consumer electronics, computer software and commercial servers. Apple’s core product lines are the iPad, IPhone, iPod music players, and Macintosh computers line-up. Founders Steve Jobs and Steve Woziniak effectively created Apple computer on April 1 1976, with release of the Apple 1 and incorporate the company on January 3, 1977 in Cupertino, California. For more two decades, Apple computer was predominantly a manufacture of personal computers including the Apple 11, Macintosh and power Mac lines. With the introduction of the successful iPod music player in 2001. Apple established itself as a leader in the consumer electronics industry, dropping “computer” from its name. The company is now also known for its ios range of product that began with the I phone, IPod touch and now iPod. As of 2012, apple is currently the largest technology firm in the world with its stock market value reaching $500 billion in March 2012. 2. What are its newest product innovations? Apple’s newest product innovations are...
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...Danielle Duvall Bus W 430 Chapter 1 TGIF Case Analysis I. Problems A. Macro 1. The major problem is that when employees are drinking too much at a work function, they could get hurt, or even hurt someone else from the result of their actions. 2. Also, as mentioned within the text, they may be growing too quickly. Thus, making these events easily get out of control. B. Micro 1. By ending these TGIF events it could deeply hurt the overall morale of the company. 2. Also, ending these events could dramatically impact their culture negatively, and in turn possibly make it more difficult to recruit great, future talent. II. Causes 1. People are getting out of control and belligerent at the parties. 2. Since it is an event that takes place after work, there is the issue of drinking and then driving home afterwards. 3. Further, as the company continues to grow, more and more people are becoming a part of these celebrations. Thus, it could get out of hand more quickly. III. Systems Affected 1. Quantum Software is affected via their employee atmosphere within the workplace. This is especially true because of their 16 hour work days and 6 day a week schedule. Therefore, the spirit and morale of Quantum will be impacted. 2. New hires are in turn affected, because if the culture is not what it once was, it could become more difficult to get great talent hired. 3. The company as whole is also affected as its employees may become less efficient and productive as they...
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...Tgif Case Analysis In: Business and Management Tgif Case Analysis Danielle Duvall Bus W 430 Chapter 1 TGIF Case Analysis I. Problems A. Macro 1. The major problem is that when employees are drinking too much at a work function, they could get hurt, or even hurt someone else from the result of their actions. 2. Also, as mentioned within the text, they may be growing too quickly. Thus, making these events easily get out of control. B. Micro 1. By ending these TGIF events it could deeply hurt the overall morale of the company. 2. Also, ending these events could dramatically impact their culture negatively, and in turn possibly make it more difficult to recruit great, future talent. II. Causes 1. People are getting out of control and belligerent at the parties. 2. Since it is an event that takes place after work, there is the issue of drinking and then driving home afterwards. 3. Further, as the company continues to grow, more and more people are becoming a part of these celebrations. Thus, it could get out of hand more quickly. III. Systems Affected 1. Quantum Software is affected via their employee atmosphere within the workplace. This is especially true because of their 16 hour work days and 6 day a week schedule. Therefore, the spirit and morale of Quantum will be impacted. 2. New hires are in turn affected, because if the culture is not what it once was, it could become more difficult to get great talent hired. 3. The company as whole is also affected as its employees...
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...HOSP 3050 Prof. Jeff Longo Group Project February 4, 2013 Jiyeon Lee Paola Sequeyro Briana Land Keandra Brown Contents Introduction··············································································3 Product Analysis·········································································4 Environment Analysis·······························································5, 6 Marketing Analysis·····································································7 Pricing Analysis··········································································8 Description of Advertising, Public Relations and Promotions·················9 Conclusions/Reflections·······························································10 Works Cited·············································································11 Introduction History of T.G.I Fridays It all began with a fun-loving New Yorker named Alan Stillman. He used to sell perfume, then he purchased a bar on 1st Avenue and 63rd Street and named it T.G.I. Friday’s. That was over 45 years ago. He didn’t know that he was creating what is now known as the “Casual Dining” segment in the restaurant industry; he just wanted to create the ultimate singles bar. T.G.I. Friday’s became an overnight sensation - a destination synonymous with FUN for singles, couples, co-workers and friends. Place chosen: T.G.I Fridays in Northlake mall (6840 Northlake Mall Dr, Charlotte, NC 28269) └This location is very convenient...
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...employee or a customer. In his book ‘Critical Incidents in Teaching’, David Tripp writes, ‘Incidents happen, but critical incidents are produced by the way we look at a situation: a critical incident is an interpretation of the significance of a situation’ (Tripp, 1993). Whether good or bad, when critical incidents take place in the work environment they can serve as training and development for other members of staff. As part of their research to find out the effects of webpages on customer satisfaction, Wang et al used critical incidents technique (CIT) in order to compare in-store customer experiences to that of those customers using the website. Their chosen restaurant was TGIF. To carry out the CIT, a front door intercept interview process was carried out where customers had to recall their TGIF experiences in the previous six months (Wang et al, 2004). Customers taking part in the study were required to answer two main questions. These were: 1. “Of the TGI Fridays you have eaten in during the last six month, please think about if there was any service that you were dis/satisfied with 2. “Please tell us exactly what happened? How you felt?” This technique was found to be very successful, resulting in a lot of feedback. The result of the study...
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...Running head: Observation of TGI Friday’s Observation of TGI Friday’s Psychology of Human Sexuality – PSYC 332 6380 University of Maryland University College Alicia Montague July 12, 2015 The TGI Friday’s is located not too far from my job. I have never dined at that particular location before, but heard from several people that it is a very lively on Friday’s. I figured TGIF on a Friday should be interesting. As I turned off of the main road I can see the huge TGIF sign reassuring me that I was heading in the right direction. The exterior of the building is really nice. Perfectly manicured lawn, shrubs, trees, and patches of yellow and purple flowers surrounds the brownish taupe structure. There are also several red and white stripped awnings all around the building, except the one by the main entrance, which is black with a red and white TGIF sign. I found a parking space not too far from the entrance. Above the entrance doors is a stripe that says “In Here, It’s Always Friday". I pulled open the F-shaped handles on the door and walked in. As soon as I entered TGIF I was greeted by an elderly woman who offered me a menu and asked how many people would be seated. I accepted the menu and told her that I would prefer to sit in the bar area, so she told me to pick any seat I desired. I usually prefer to sit in booths, but for the purpose of this research, I decided it would be best if I was seated at the high top table in the corner, which gave me a view of the entrance...
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...Analysis of Case Studies Titled: TGIF & What’s Your Culture Worth? Shenae Adams 0704671 Tutor: Myrtle Weir BBA4 – HRM (D) University of Technology, Jamaica April 11, 2011 Summary of Case: TGIF The case titled ‘TGIF’ speaks to a weekly beer bust held at Quantum’s Seattle Headquarters. The company, which was founded three (3) years ago by Stan Albright and Erin Barber, hosts these beer busts to allow the employees to relax as a reward for their extra efforts. Quantum has grown to more than 200 employees and $95 million in sales over the past three (3) years. Bill Carter, the company’s corporate attorney, on attending one of the weekly beer busts received good reviews about working at Quantum. After a work day of 16 hours, six (6) days a week, the beer bust held every Friday afternoon seemed to be keeping employee morale at an enthusiastic level. However, Bill Carter had some reservations or concerns about serving alcohol at a company sponsored party especially after observing a new employee’s behavior at the party after he had lost his balance and fell on the snack table. He believed that the beer bust parties were getting out of hand and could possibly result in an exposure to liability. There is now a dilemma between wanting to keep the team spirit and at the same time reduce Quantum’s liability exposure. Review of the Case The case, TGIF, presents an organization, Quantum Software that though it was founded three (3) years ago has managed to set for...
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...| Corporate Entrepreneurship | Strategic Management II | | MDI Gurgaon | 8/9/2014 | | Group 8 13P131 Ashir Madaan 13P168 Shivang Gupta 13P170 Shweta Verma 13P172 Siddharth Gautam 13P174 SK Armaan Sarkar 13P175 Sohan Shetty Contents Executive Summary 3 1. Introduction 4 2. Corporate Entrepreneurship 5 3. Google & Corporate Entrepreneurship 5 4. Strategies followed by Google 5 4.1 Involvement of top leadership 5 4.2 Project Kennedy 5 4.3 Launch & Iterate 5 4.4 Lead Users 5 4.5 Leveraging employees for fostering innovation 5 4.6 TGIFs & FIXITS 5 4.7 Googlegeist 5 4.8 Google Moderator 5 4.9 Google X & Moonshot mentality 5 4.10 Recruitment policy 5 5. Google’s eight pillars of Innovation 5 6. Results 5 7. Issues faced by Google with respect to Corporate Entrepreneurship 5 8. Conclusion 5 9. References 5 Executive Summary Corporate Entrepreneurship is a concept in Strategy whereby companies in order to trigger innovation in their organization tap into the entrepreneurial ability of its employees. The process of innovation can vary and methods are different for mature organizations and young organizations. In this project we have tried to review the how corporate entrepreneurship is employed in Google to innovate its products and services. As Google is a young...
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...Introduction Managing human resources effectively has become vital to organizations within the modern and fast‐paced business environment, more so as the economy the world over converge into a synapse of globally connected and interdependent sectors aimed at preserving and creating knowledge1 rather than products and services alone. The novelty in the market today demands innovation2 and trust3 more than mere comparative analysis of sales and market share, and the hierarchy of the centre and periphery model is evolving into a different paradigm. Human Resources specialists are more important in business strategies today for this very change in market dynamics – more so in the present economic situation of a global recession and downturn across industries and sectors. The focus has turned on HR Department at every organization – the survival lines are running drier with every passing week at the trading markets the world over, and the aim is not only to see through the recession, but more importantly4, to ensure employees are still committed to the organization. HR development acts as the mentor5 to its employees – guiding, training and educating them in the way of the industry and the organization. Well trained and competent employees, who are able to showcase themselves and their organization to the customers in a more effective manner, help in increasing customer satisfaction and overall clientele...
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...consumer tastes for petite portions and quality over quantity.” (http://www.foodbusinessnews.net/articles/news_home/Food-Service-Retail/2014/10/Slideshow_Restaurant_trends_on.aspx?ID={B2B6A2A5-54AA-483E-90DC-23E4B1D02FA9}&cck=1) * "People are willing to downsize, but you have to ask them do it,” (Based from the article, Does Offering Smaller Portions At Restaurants Help People Eat Less? http://www.npr.org/sections/thesalt/2012/02/08/146578665/does-offering-smaller-portions-at-restaurants-help-people-eat-less) * In an article by frugalconfessions.com, it is argued that “restaurants seem to be taking the consumer’s needs to heart and downsizing products while also decreasing the price”. It gave several examples such as DQ, Chipotle, TGIFs, Quiznos, and The Cheesecake Factory. (http://www.frugalconfessions.com/consumerism/most-portion-sizes-are-ridiculous-restaurants-that-downsized-cost-and-portion-during-recession.php) * In June 2015, McDonald's Is Downsizing for the First Time (http://www.eater.com/2015/6/18/8803639/mcdonalds-downsizing-cutting-locations) Benefits, Advantages and Disadvantages of Downsizing a Business * 3 benefits:...
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...Human Resource Management Individual Report January 2013 Introduction Managing Human Resources effectively has become vital to organizations within the modern and fast paced business environment. Today’s market demands knowledge innovation and trust more than mere comparative analysis of sales/services and market share, and the hierarchy of the centre and periphery model is evolving into a different paradigm. Human Resources specialists are more important in business strategies today as there’s a change in market dynamics; more so in the present economic situation of a global recession and downturn across industries as economies around the world are globally connected and interdependent. An organization with performance driven HR planning and development practices distinguish itself from competitors and brings quality & loyal workers who are committed and passionate about the success of their organization. In order to understand the concepts and HRM strategies/practices learned in lectures better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012. , based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide...
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...Summary of Case: TGIF The case titled ‘TGIF’ speaks to a weekly beer bust held at Quantum’s Seattle Headquarters. The company, which was founded three (3) years ago by Stan Albright and Erin Barber, hosts these beer busts to allow the employees to relax as a reward for their extra efforts. Quantum has grown to more than 200 employees and $95 million in sales over the past three (3) years. Bill Carter, the company’s corporate attorney, on attending one of the weekly beer busts received good reviews about working at Quantum. After a work day of 16 hours, six (6) days a week, the beer bust held every Friday afternoon seemed to be keeping employee morale at an enthusiastic level. However, Bill Carter had some reservations or concerns about serving alcohol at a company sponsored party especially after observing a new employee’s behavior at the party after he had lost his balance and fell on the snack table. He believed that the beer bust parties were getting out of hand and could possibly result in an exposure to liability. There is now a dilemma between wanting to keep the team spirit and at the same time reduce Quantum’s liability exposure. Review of the Case The case, TGIF, presents an organization, Quantum Software that though it was founded three (3) years ago has managed to set for itself an organizational culture that can majorly be described as fun, relaxed and amicable yet hard-working. Organizational culture, according to Robbins & Barnwell (2002), is the pattern...
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...CASE : The grayson Chemical Company CASE : The grayson Chemical Company Case summary The case study talks about Quantum's dilemma in wanting to strike a balance between corporate culture and liability exposure. Quantum's TGIF beer bust, an informal party that involves everyone in the company, had been effective in boosting team spirit and cooperation. However, many concerns were raised as to whether the parties may bring undesirable consequences that the company need to be accountable to. I. Problem A. Marco 1. Grayson has become stagnant, failed to change, and is no longer competitive. 2. The current people at Grayson are not acceptable to change. 3. There is a culture of doing things by the book. B. Micro 1. Incompetent managers promoted. 2. Board does not have a consensus of opinion. II. Causes 1. Grayson has not been proactive with its environment. 2. Corporate culture is very resistant to change. 3. Board does not speak with one voice. So entire organization is somewhat disorganized in its operations—no clear direction or focus III. System affected The entire organization is affected. The organization is still functioning; however, to be a healthy company and to grow, changes are needed. 1. Structural – with major changes, the structure...
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