Chick-Fil-A Case Study

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

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.

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.

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.

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

Chick-fil-a first opened its doors in 1946 in the state of Georgia. Founded by the owner Pruett Cathy, he later, in the early 1960s, incorporated Chick-fil-a. Since then, chick-fil-a has grown massively all over the United States making them the largest quick-service chicken restaurant in the United States. Chick-fil-A began as a restaurant named the Dwarf House but has grown to over 1,700 locations.

In our study we intend to prove that even though this seems to be a problem, Chick-fil-A continues to push forward in a positive way no matter who stands against them. Our purpose from here on out is to show the

          An organization, in its simplest form, is comprised of people brought together to achieve a common goal whether it be solving a problem, selling a product or providing a service. The existence of the organization is wholly dependent on the collective body of individuals involved and it is these individuals that are the driving force behind the success or failure of a company. The relationships that connect the people within the organization dictate how the culture is developed and perceived.

A recent business dilemma is the one facing Chick-fil-A whose Chief Executive Officer was categorical in airing his opposition to gay marriage. Given that a number of their loyal customers were bound to be gay, the issue presented a business moral dilemma. The real story was when the CEO of Chick-fil-A stated that as a Christian with his fundamental and traditional values, he was opposed to gay marriages. The opinion raised a great deal of fracas from the general public. Consumers and many of the players in the business sector viewed this as a form of discrimination of the Chick-Fil-A franchise against the entire gay community (Cline, 2012).

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

Just as society has a culture, so has an organization. Organizational culture has been called ‘Corporate soul’ (Singh and Paul 1985). The spirit and the ethos that precolates all aspects of organizational behavior and like societal cultureit cannot be seen directly. It has to be inferred by peeling out the most external, tangible, and hence visible sheaths of an organization to the most central and invisible values, beliefs, and assumptions regarding how and why people work and relate with each other within an organization. Organizational culture consists of the following five layers (J.B.P Sinha 1990) :

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.

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.

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.