Chick-Fil-A Case Study

The company of restaurants started in 1946 when Truett Cathy opened his first restaurant in Georgia. They are credited with inventing the Chick-Fil-A’s boneless breast of chicken sandwich. In the 1960’s, he pioneered the opening of the restaurant in different malls in Atlanta. It has grown to become the largest quick service chicken restaurant chain in the United States based on their domestic annual sales and with over 1900 branches countrywide. The restaurant is privately held and family owned and has been progressing in the delivery of exclusive services to all their customers. The mission of the restaurant is to give identity and value to their clients and the vision is to be America’s best service quick restaurant.

On Friday, December 4, 2015, I was dispatched to 3912 N Roxboro St , Chick Fil A in reference to a fraud call. Upon arrival, contact was made with Mr. Austin Franks, the store manager.

Today’s society focuses more than ever on living a healthier lifestyle. What better way to satisfy the consumers need for a juicy beef burger than creating the healthy alternative with a chicken burger. 100% ground chicken breast accompanied with a whole wheat bun is just what the consumer needs! The idea of the chicken burger could have endless options. For example, the All American Chicken Burger features American cheese, Lettuce, Tomato, Onion or the Cajun Chicken Burger features Blackened Chicken Burger, Swiss, Lettuce, Tomato and Onion.

Organizational or corporate culture is the widely shared values within an organization that foster unity and cooperation to achieve common goals. The key to a productive culture is mutual trust. Organizations receive trust by giving it. Top companies stress high moral and ethical values such as honesty, reliability, fairness, environmental protection and social involvement.

Organizational culture could almost be considered the roots of a company. The way a company’s employees think, the way the customers feel, and the company’s decisions are made are all based around the culture that the company has laid for itself. An employee’s values, thoughts, and actions should reflect those stated in the company’s mission. Southwest Airlines and American Airlines, while both attempting to create a culture that is comfortable and pleasing to their

Chick-Fil-A is an American food restaurant franchise having its head office in Georgia, USA. The company was established in 1946 and has gradually entrenched itself in the American food industry as a cultural icon in the Southern United States for its specialty in preparation of chicken sandwiches. Chick-Fil-A prides itself for the establishment of over1690 branches located within the United States alone as well as its economic contribution to the larger part of Western America and California. It realized sales of around $4.6 billion in 2012, which reflected a 14 percent increase over the overall performance experienced in the previous year by the chain while the same-store sales performance increased by 8 percent. In Houston, Texas, the greatest performer realized a 7.2 million total gross sales in 2012. Chick-Fil-A uses a significantly distinct model, notable in the retention of the ownership of each restaurant since its acquisition. Chick-Fil-A selects the most suitable restaurant location, undertakes its construction, then takes over its ownership. Chick-Fil-A requires a payment of only a $5,000 as capital to become an owner of their branch while its rival franchises pay almost $2 million. The company receives over 15, 000 submissions annually from interested franchise operators for the available 70 slots. Chick-Fil-A receives a bigger allocation of income in comparison to other chains amounting to $190,000 per year. Chick-Fil-A’s solid mission statement and its

How may I serve you? This is the greeting everyone gets when they dine at a Chick-fil-A restaurant. The company's relentless pursuit to build relationships with its customers goes beyond chicken sales. As a leader or manager, scanning your organizations external environment for opportunities and threats will assist in keeping employees motivated and the customers loyal during turbulent times. This paper will evaluate the external environment of Chick-fil-A, determining the extent to which opportunities exceed threats, or threats exceed opportunities.

Performance Management is a process for establishing a shared understanding about what is to be achieved and how it is to be achieved. It is an approach to managing people that increases the probability of achieving success. In regards to the definition, Chick-Fil-A has a consistent and calibrated performance management process. They have been focusing on how to develop enough leaders, fast enough to create healthy growth. Leadership is the main part of the company’s success formula. They have a do-it-yourself leadership development culture.

In this case study, we will analyze a franchising restaurant company, Chick-Fil-A who was accused to discriminate LGBTs. Although there is no documentary record for their discrimination of homosexual people, there are still some things they done had been seen as discrimination. In this case study, we will identify what their problem is. Then we will base on the knowledge which we learnt in class to find out a solution for their problem.

Chick fil A is a unique company and is clearly different from most fast-food restaurants; employees are kind, helpful and maintain a clean environment no matter where they located. As stated previously Chick-fil- A’s corporate purpose is constructive in addition it emphasizes their culture “To glorify god by being a faithful steward of all that is entrusted to us. To have a positive influence on all who come in contact with Chick-fil- A.” (cite) This statement truly shows how the company’s leadership has created a culture where service is just as important as profit. The emphasis of this section of the paper will be to research while also analyzing how Chick-fil-A makes people a priority and how doing things in an uncommon way has certainly helped Chick-fil-A create a strong culture as well as a successful business.

Former owner Samuel Truett Cathy was well known for his Christian values and wanted to incorporate them in his restaurant. Unlike many fast-food restaurant, all Chick-fil-A locations are closed on Sundays, as well as Christmas and Thanksgiving due to his religious beliefs. In fact, his morals can be exemplified in the purpose statement for Chick-fil-A. Also, Cathy believed that Sundays are supposed to be spent in worship and time with an individual’s beloved family. According to Green, (2014), the headquarters of Chick-fil-la displays several Bible quotes and crosses and even a four feet tall statue that depicts Jesus washing the feet of a disciple, which signifies as a symbol of servant leadership.

When the consumer has been served a days worth of calories in a meal that has probably over 1500 calories, and the cost of the meal is probably five dollars while eating at the establishment few times a week the consumer is at risk for many health issues. McDonalds adds many additives, sugar and salt to make their food tasty. Many health issues arise such as obesity, diabetes, and cardiovascular diseases. With McDonalds not buying meat from the US, changing out oils, adding sugar and salt is a recipe for a failing restaurant when Americans are eating healthier, wanting more organic choices. and care what is going into their bodies and their children’s bodies. Restaurants like Chick-Fil-A are serving many healthy choices to choose from. The

The major competitor to be outlined is Chick-Fil-A. Chick-Fil-A provides customer delight and satisfaction which is the company’s competitive advantage. Chick-Fil-A has created innovative dining experiences focused on building meaningful relationships with their consumers. Implementation of new services such as “Moms Valet’ has had positive impacts on the customer experience.

Organizational or corporate culture is the widely shared values within an organization that foster unity and cooperation to achieve common goals. The key to a productive culture is mutual trust. Organizations receive trust by giving it. Top companies stress high moral and ethical values such as honesty, reliability, fairness, environmental protection and social involvement.

A comprehensive safety culture present at all levels within an organization, with transparent and dependable leadership can make a significant contribution to the Defense-in-Depth principal. This can promote the vigilance necessary to recognize both the potential and/or actual safety issues as well as the dedication and communication required to address them.