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In 1946, in Hapeville, GA, Truett Cathy opened the first Chick-Fil-A restaurant. It was first called The Dwarf Grill which soon got renamed as

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.

According to the Chick-fil-A Team Member handbook, “... we strive to maintain an atmosphere of hospitality for all customers. We want to create a pleasant experience for all who visit our restaurants. We maximize the opportunity to build the business and to positively influence others by creating a welcoming environment. We are hospitable to all customers.” Employees are specially trained to provide a favorable experience when handling visitors or long-time customers. Chick-fil-A began in 1946 in Hapeville, GA, when Truett Cathy opened his first restaurant, Dwarf Grill. Credited with inventing the original boneless breast of chicken sandwich, Mr. Cathy founded Chick-fil-A, Inc. in the 1960s and pioneered the establishment of restaurants in shopping malls. The first Chick-fil-A restaurant opened in a mall in suburban Atlanta in 1967. Starting then, Chick-fil-A has steadily grown to become the second largest quick-service chicken restaurant chain in the United States, with more than 1900 locations. Many reviews on the dining experience are 3.5 to four out of five stars. Based on 91 reviews from Consumer Affairs dot com, the average rating was four out of five

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

S. Truett Cathy founded Chick-fil-A in 1967. Cathy is the founder, chairman, and CEO of Chick-fil-A. The first Chick-fil-A restaurant was opened in Atlanta’s Greenbriar Shopping Center. In 2005, Chick-fil-A had sales of $1.975 billion, which landed them as being the “second-largest quick-service chicken restaurant chain in the United States” (Perreault, Cannon, & McCarthy, 2012, p. 529). Throughout 37 states and Washington, D.C., there are 1,250+ Chick-fil-A restaurants.

“Culture consists of the symbols, rituals, language, and social dramas that highlight organizational life, including myths, stories, and jargon. It includes the shared meanings associated with the symbols, rituals, and language. Culture combines the philosophy of the firm with beliefs, expectations, and values shared by members. It contains the stories and myths about the company's founder and its current leading figures. Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations. An organization's culture determines how it perceives and reacts to the larger environment (Becker, 1982; Schein, 1996). Culture determines the nature

The originator of Chick-fil-A is Truett Cathy and his business has been effective. Truett Cathy was brought up in Atlanta built up a logic right on time in life. When Mr. Cathy went to the armed force and after serving in the armed force, Cathy opened the Dwarf Grill in Atlanta. When Cathy was working at the Dwarf Grill, he needed his business to extend so he starts to make a chicken sandwich call the "Chick-fil-A". Chick-fil-A began in Atlanta, Georgia and made it around the world. At the point when Mr. Cathy saw that individuals cherished his sustenance, he began to place them in shopping centers, healing facilities, and schools. In the wake of putting his sustenance into different organizations it revenue over $10 million. Chick-fil-A has made its stamp in the publicizing scene with its "Eat Mor Chikin" campaign. Chick-fil-A has stretched a long ways past and showing improvement over different eateries. (Starrs Chris,

The story of Chick-fil-A began in 1946 when Truett Cathy, along with his brother Ben,

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Not only was S. Truett Cathy a hard worker, but he was a Christian man who based his restaurants off of biblical principles such as kindness and hospitality. Alex Rodriquez, a Chik-fil-A Operator said, “The bottom line is, the customer standing in front of you is funding your paycheck, and perhaps your future. Treat that on person right, Give him or her all of your attention for the moment” (Cathy, 101). By doing simple things like focusing on each individual customer or saying “my pleasure” after a guest says thank you, is a great testimony to the people who eat at Chik-fil-A. These are the kinds of principles Chik-fil-A is founded

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

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.

Study in organizational culture began in the early 1980s. Organizational culture is “work group culture” and involves organization’s personality. Organizational culture includes shared philosophies, ideologies, beliefs, feelings, assumptions, expectations, attitudes, norms and values (Fred Lunenburg, Allan Ornstein, 2012, p. 55). Most organizational cultures include observed behavioral regularities, norms, dominant values, philosophy, rules, and feelings. Organizational cultures includes certain input such as the energy imported by organizations from the environment in the form of information, people, and materials (Fred Lunenburg, Allan Ornstein, 2012, p. 55). This input energy must guide organizational behavior toward shared goals and process. Organizations produce an output because of the input into the

ORGANIZATIONAL CULTURE, or CORPORATE CULTURE, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.