Bubba Gump’s Employee Retention Strategy

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

The moderate growth rate of the restaurant industry results in many competitive rivalries and the nature of business allows customers to switch freely. Therefore, among porter’s five forces, the pressures from substitute products tend to drive the most competition in the restaurant industry today (Restaurant 2015). In addition, restaurants face the threat of customer’s ability to choose other leisure activities such as going to the movies, bowling, or other social outings (Restaurant 2015). To effectively compete under such conditions, restaurants are heavily investing in brand building to create customer loyalty. Another trending strategy used to increase customer returns is servicing beyond food and beverages; restaurants are heavily investing in providing individualized, memorable and entertaining

There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’

The restaurant industry is highly competitive with respect to price, value and promotions, service, locations, and food quality. Consumers are highly focused on value and

In this paper I will attempt to explain the strengths and weaknesses of a restaurant. I also will attempt to show one way how they can utilize their strengths and minimize their weaknesses To be competitive. I will further explain how their ability to have Stylish Restaurants with Ever Changing Decor, their online and call in orders, Online and Phone reservations, Premium Cocktails, Ruby Tue Go, Full Service Catering, and Extensive Menu Variety give them a competitive edge in their market. With their online and call ahead service called Ruby Tue GO it gives you the ability to order your food before you lunch hour and stop by to pick it up saving yourself a considerable amount of valuable time. With being able to call ahead or go

In any organization it is essential to understand the relationship between organizational culture, leadership behavior and job satisfaction. This understanding allows management to know what cultural factors drive the organization and can be used to align the organization with its strategy allow for a good reward system. Culture within organizations is important as it plays an enormous role on whether employees are in happy and safe environments and can perform at the full capacity. Strong cultures are based on two characteristics, high levels of agreement among employees about what’s a valued and high level of intensity about these values CITATION Cha03 \l 1033 (Chatman & Cha, 2003). Although it seemed as if it had a great culture

In the American food industry, customers have been caught between seeking fast service and seeking healthy choices. Customers are often forced to choose one another as many restaurants lack the flexibility for customers to enjoy both of these demands. One restaurant that’s goal has been to meet both of these crucial customer demands is Chipotle. Chipotle is a Mexican-food based restaurant that strives to offer a fast-service experience for its customers along with high quality and healthy ingredients. For the last twenty years, Chipotle is one of the fastest and biggest growing restaurants in the United States. Chipotle’s stock has been public as of 2006 (Market Watch 1). As of last year, Chipotle currently has 2,250 restaurants in the US (Market Watch 1). While Chipotle has undoubtedly been one of the most successful restaurant chains in the US over the span of the last twenty years, Chipotle’s stock has significantly dropped due to the recent E Coli infection that seeped its way into Chipotle ingredients last year. As a result, Chipotle’s sales has suffered with its yearly revenues dropping from 4.5 billion dollars in 2016 to 3.9 billion dollars (Market Watch 1). While it is easy to see why Chipotle has fallen off with customers due to the E Coli breakout, it is also easy to see why Chipotle has succeeded and become a fixture of success in the food industry. This paper will provide an objective focus on the internal structures that have turned Chipotle into one of the most successful restaurants in the US by looking at Chipotle’s plans and marketing strategy, organization and leadership.

Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately. Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and

If we look at the fast food industry today there is room for success. Based on RNCOS’ new US Fast Food Market Outlook 2010, fast food industry growth rate is strong. Especially, hamburger sales growth is reported at the healthy rate of 4.6% in 2008. The market is expected to grow to cross the $170 billion marks by 2010.It is believed that due to the economic meltdown, fast food industry is benefiting from people being more prices conscious. People who were enjoying nice means at fancier restaurants are now turning their choice of means to more economical ways.

In the 1950’s, the fast food industry took full advantage of the new marketing ideas and marketing for the restaurants immediately paid dividends. Restaurants with simple menu’s had begun to pop up all over the country. Customers could easily recognize their favorite restaurant’s signage as franchises and restaurant chains could be seen from New York

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

The single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

In the course of their existence all people have experiences and respond to the roots and traditions of their culture, spirituality and the social, political and economic conditions in which they find themselves1. Shift from one organization to another is also a type of response.

Nowadays, a word is very popular in white collars. It is “luo ci” in Chinese, which means people leaving their current work without a new job. With the development of society and the improvement of the level of people’s life, the phenomenon of “luo ci” become more and more common. As we know, the employee turnover of hospitality industry is quite higher than other industries. In 2004, Wildes warned that hospitality would face a significant work force deficit of quality managers in the near future. Not only is there a shrinking labor pool due to other industries attracting our potential managers (i.e., retail, banking, and healthcare) (American Express, 2006), but turnover continues to be a significant problem. High