Drexler’s World Famous Bar-B-Que Case Study Essay

Small and mid-cap restaurants that were heavily franchised (less than 25% of stores owned by the

The story of Market Basket became a fascinating case study for researchers studying organizational leadership as well as for members of the business world. Aside from being modeled after a symbolic-interpretive perspective, this case caused sensation as it proved that employees, customers, and even stakeholders do have the power to, not only halt operations, of an organization, but also were able to cripple a 4 billion dollar company. The once mom-and pop- store throughout the years grew to become a 4 billion-dollar company led by two cousins Arthur T. Demoulas and Arthur S. Demoulas. After, Arthur T. Demoulas, was ousted by the company by his own cousin, Arthur S. Demoulas, employees & customers took matters into their own hands and banded

Bertrand Piccard quotes, “In the 21st century, the heroes will be the people who will improve the quality of life, fight poverty and introduce more sustainability. This is a powerful message, it sums up the concepts discussed throughout the course. Additionally, the case studies such as the New Belgium Brewery, SC Johnson and The Kimberly Clarke organization have been proven to practice this philosophy. As society progresses in its efforts to provide a more sustainable future, there is a fundamental foundation of principles that must be followed to ensure success. Sustainable business development takes into account the application of business operations as it relates to the three pillars of sustainability, which is a dynamic yet integrative place to begin this journey. DesJardins, (2006) calls for a re-imagination of the future to create a vibrant sustainable model; which forms similar beliefs to Piccard. In addition, organizations are more inclined to create sustainable practices based on consumer demand and the willingness of leadership to participate in sustainability programs.

The RemyCake bakery created a cohesive team and an established clientele and became a staple within the community. Their exemplary customer service and the charismatic presence of their founders created a unique work and customer environment. However, with the recent retirement of the RemyCake bakery founder, a number of issues have arisen. Our Task Force identified the origin of their organizational issues. The following summary addresses and provides solutions for the RemyCake Bakery’s issues of ineffective leadership style, lack of organizational hierarchy, under-developed employee training program, and poor communication at all levels.

Gordon Biersch had extensive growth plans of opening over 100 restaurants across the nation with in 8 to 10 years. However, the growth they envisioned demanded a lot of time, dedication and expertise. They debated upon three different organizational approaches (1)

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.

This paper explores the mission, vision, values and principles of Chipotle Mexican Grill that guide them in the restaurant industry. Their key mission, vision, and values revolve around providing food with integrity and changing the way people think about and eat fast food. Chipotle’s principles include sticking to the basics of a simple menu and uncomplicated, interactive employee roles.

THE ORGANIZATIONAL BEHAVIOR OF FOOD RETAILER TRADER JOE’S IS UNIQUE IN MANY WAYS. FROM OWNER, JOE COULOMBE, TO A STORE CLERK, THEY ALL HAVE THE SAME VISION IN MIND- TO SET THEMSELVES APART FROM THE REST. NOT FALLING INTO STEREOTYPICAL FOOD CHAINS, TRADER JOE’S DOES BUSINESS THEIR WAY. THIS MAKES THEM PERFECT AT BEING THEM. FROM INTERVIEW QUESTIONS TO JOB DESIGN, THEY ARE NOT YOUR STANDARD FOOD MARKET. THE SOCIAL CAPITAL IN WHICH MANAGEMENT IS CHOSEN, TO THE STORE’S ATMOSPHERE AND POSITIVE REINFORCEMENT FOR ALL EMPLOYEES ARE HAVE A PROVEN TRACK RECORD OF SUCCESS. ADDED WITH IMPECCABLE CUSTOMER SERVICE, THE ORGANIZATIONAL BEHAVIOR OF

The company’s structure was said to be an inverted pyramid : the customers and store managers on the top and the top management at the bottom. This showed how everyone’s beleifs and opinions were aligned towards customer satisfaction and extreme personal involvement with the customers and the store.

The value of Travis Perkins plc can be described from the following aspects: First, from the aspect of the relationship with consumers, the company understands the expectations and needs of consumers, respecting them and responding them in time. Second, from the aspect of the group itself, the company works together as a united family to solve problems first when faced problems instead of criticizing someone first. Third, from the aspect of development, the company has a deep understanding of what they do now and what they are going to do next, pursuing being the best (Travis Perkins plc,2011, p10).

As a successful Fortune Fifty company, Lowe’s depends on great leaders to help the organization achieve its financial and organizational goals, motivate its extensive workforce, and build a culture where employees share and cultivate the purpose of the organization. While many great leaders, including Wheatley, Cashman, Peters, and others have written on the subject of leadership, the success of Lowe’s Companies has demonstrated that since 1946, it has been the home of many great leaders. By interviewing recognized leaders in key positions at Lowe’s, I hope to learn several valuable aspects of effective leadership, which I plan to incorporate in my personal leadership style.

Management is the backbone of any good company. In order for a company to successful, a strong management team is needed in order to meet goals in an effective and efficient manner. Chipotle opened its doors in 1993 when Steve Ells took a chance and began his business in San Francisco. Chipotle is a chain of Mexican restaurants that is based in Denver. Chipotle is often cited as the company that started the fast casual movement where customers can get a healthy prepared meal quicker than other traditional styled restaurant. The fast casual restaurant concept was well received and Chipotle’s popularity expanded all across the United States. Customers could not get enough of the Mexican chain and massive lines could be seen stretching outside the stores all across the country. Along with its popular food, Chipotle Mexican Style Grill is a company that contains a successful management style. Why? What sets this companies management apart from the rest? There are many factors that we could analyze to understand the success of Chipotle, yet for the purpose of this paper, we will look into the cooperate culture of the company, human resource management, their leadership style, and how Chipotle deals with and how the company manages in times of crisis.

The purpose of analyzing the success story of Five Guys burger is to examine the milestones covered by Five Guys to establish the successful business in private enterprise system. The perfect business plan that Five Guys has includes drivers of change on the system, the ethical and social responsibilities that Five Guys developed towards its employees. Furthermore, a unique strategy of marketing “word of mouth” which helped Five Guys in establishing more than 1000 outlets across the nation instead of spending millions of dollar in advertisement. Overall, this case study helps how an entrepreneur

Post University’s Malcolm Baldridge School of Business aims to give students a greater understanding and appreciation for what it takes to be a successful leader in today’s rapidly changing business environment (The Malcolm Baldrige School of Business, 2015). Founded on the philosophy and core values of Malcolm Baldridge (The Malcolm Baldrige School of Business, 2015), the undergraduate business administration degree plan is comprised of a variety of courses that take students through the assorted elements of operating a business, from classes designed to explain the macro environment that affect organizations to how a business should manage its finances. As the capstone course for this degree, the Business Policy Seminar required that I utilize all of the knowledge I have gained in my previous degree work and apply it towards planning, developing and implementing organizational strategies. However, the course was also an application of the core values upon which it was founded. This reflective paper sets out to explain how I believe the Baldridge Core Values were represented and discussed during the course of this seminar.

The case study Renovating Home Depot was the case of a leader who joined a successful business only to discover that the company was running out of growth opportunities and also did not have the basic systems needed for increased growth in place. Robert “Bob” Nardelli was chosen as the CEO of Home Depot based on his proven ability to reenergize slow-growth businesses. He was a leader that went all out to achieve his goals and was identified as someone who was “comfortable in his own suit”, and believes in being successful his own way. He made several innovations which were used in General Electric (GE) where he recorded past successes. We see the success demonstrated in the growth of revenue in Home Depot, as well as opening