A People process organizational Culture

Beth, Candace, Baokou, & Betsy

Fall 2010

ABOUT US…

Location: Downtown - Menomonie, WI 54751 Number of Team Members: 35 Hours of Operation:

Monday-Saturday: 11am-11pm Sunday: 2pm-10pm

“Kitchen and Cocktail Hour” prices

SYMBOLS & ARTIFACTS Modern, contemporary

building Clean lines Warm, inviting color

palate Wall art and

sculptures from various cultures

Comfortable, padded chairs, stools, and lounges to sit on

Low-lighting Fireplace Windows, windows,

windows!

Dark cherry woodwork (floors, doors, trim)

Employees wear all black attire.

Black linen napkins Crisp, white,

geometric dishware Contemporary-

shaped, silver flatware Various beverage

glasses (white wine, red wine, beer, water, juice, tea, coffee, etc.)

VISION & MISSION

V: To exceed expectations of our guests by blending cultures to create a casually-sophisticated ambience.

M: To blend cultures and create the ultimate wining and dining experience, while catering to the needs of team members.

CORE VALUES

Trust

Passion

Happiness

Commitment

Reliability

Authenticity

COMPETITIVE ADVANTAGE…

Low turnover rate Exceptional wage and benefits

$8.00/hr + tips Team member meals/discounts; contests Food, wine and cooking classes to further team

members’ knowledge Team member parties/events/activities

Happy, engaged, productive, motivated team members.

Only “fusion” cuisine around the local area. Utilize only local produce and products. Exceptional quality at a fair price.

ORGANIZATIONAL CULTURE PROFILE Clan:

Concern for people High commitment levels Positive, motivating work environment Loyalty; extended-family like Work – Life Balance

Market: High success Competitive Creative & unique Adaptable to change Flexible

GOALS

Communication, communication, communication! “Get it right the first time.”

H.R. Selection Process: Taking the time to seek out the right hires – not just

anyone 3 Interviews – complete with situational questions Personality tests Surveys and inquiries relevant to organizational structure

Training Process: Intensive classroom and on-the-floor training

Team member handbooks, food and beverage manual, F&B menu tastings, service manual, etc.

Instilling core values and culture immediately, understandably and clearly on all levels.

All sectors have a department head/supervisor. Lead by example/mentor

Transparency and consistency

GOALS

Safety: Adhere to OSHA standards by training team

members Reinforce the core values and live them out

on a daily basis. Profitability Sustainability

DESIGN

Team members have the power to make decisions along with other leadership skills.

Everyone, even management, is expected to pull up their sleeves and get the job done.

Different teams will vote and designate a particular member to lead them. i.e. servers, bartenders, bussers, expos, food

runners, chefs, etc. Management allows these teams to be self-

directed. Rewards and incentives are given to reach the

bottom-line goals determined by each team.

REFERENCES

Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Reading, MA: Addison-Wesley, 1999. Print.