Within this discussion board post, you offered rationale for Shania to either hire or not hire Carlos. As I worked on this part of the case study, I wrestled with these choices, as well, especially since I could not decide whether Carlos’s role was to be an investor, a partner, or an employee. Since Carlos’s vision for the Christian coffee shop was quite a bit different from Shania’s plan, I decided that having him as a partner would not be wise. My reasoning was based on Paul’s instructions that believers should not bind themselves to unbelievers, because partnerships will not work if one member is in the dark and the other is in the light (2 Cor. 6:14). John MacArthur (n.d.) reasons that a believer cannot partner with someone who is …show more content…
In order to make this decision, I would want to understand more from Shania what her intentions are with a Christian business. A business like Chick-fil-A does not have only believers working within the store; however, the founder of the company, S. Truett Cathy, based his business on Christian principles. According to Cam Caldwell et al. (2012), Cathy used his transformative leadership skills to build a company that is known for exceptional quality and excellent service. This organization is recognized for its Christian principles; however, an unbeliever with a solid work ethic and good people skills would flourish in this business. If Shania’s intention is to have a coffee shop operated with similar principles to Chick-fil-A, Carlos could possibly fit in quite nicely as an employee. On the other hand, the coffee shop being run similar to a Christian bookstore could make Carlos not the best choice for this business, as a knowledge of Scripture and basic biblical principles would be necessary to be …show more content…
Considering her twenty employees, her thought process was to choose one individual from a racial or ethnic minority group to demonstrate the inclusiveness of the business. According to the U.S. Equal Employment Opportunity Commission (EEOC), Title VII of the Civil Rights Act of 1964 (2016) made it illegal for an employer with fifteen or more employees to base any promotion decisions on the racial or ethnic makeup of an individual. According to Joni Hersch and Jennifer Bennett Shinall (2015), the Civil Rights Act of 1964 was enacted as a result of unfair treatment of minorities in all aspects of life, and President John F. Kennedy chose to focus his executive powers on creating additional legal changes to protect disadvantaged individuals. Based on Nancy Kubasek, Bartley Brennan, and M. Neil Browne’s (2015) discussion on ethical norms in law, these acts were put into place in order to provide justice, so all citizens would be treated the same regardless of race or ethnic
Honda of America Inc., does have several relevant social and ethical, and biblical issues. An acquisition of racism can have far reaching effects on a business. An article published by Chron says “It can affect the morale of the entire team and have dire implications for management, particularly if management acted before finding out all of the facts associated with the situation.” (Belcher, n.d.) Discrimination in the workplace creates a hostile work environment. Employees will not be productive. In the long run, the business is harmed. Jesus commands us to love one another as He loves us. John 13:34 says “ A new commandment I give to you, that you love one another: just as I have loved you, you also are to love one another.” Jesus is very clear on His expectation regarding love. Additionally, God does not show partiality or favoritism. Romans 2:12 says “For God shows no partiality.” and James 2:9 says “But if you show partiality, you are committing sin and are convicted by the law as transgressors.” The workplace is not a place for favoritism or
The term “fast-food” is usually distinguished by food served very quickly to a customer by drive-through or carry-out. Fast-food restaurants are highly associated with low-cost and malnutrition foods with brief consumer and employee interaction, and below average cleanliness based on restaurant health inspection reports. Chick-fil-A has changed the usual perception of fast-food restaurants. Rather than burgers and potato fries, Chick-fil-A serves chicken sandwiches and waffle fries. Chick-fil-A also shows their appreciation for employee to customer relations, rather than ignoring the social aspect of serving customers when operating at a fast pace. Chick-fil-A’s menu selection, customer interaction, and clean eating
TQM is a company’s complete “culture of quality” approach which focuses on long-term success. It strives for continuous improvement, in all aspects of an organization, as a process and not as a short-term goal. TQM’s involves everyone in the organization to transform the organization into a forward-thinking entity by influencing attitudes, practices, structures, and systems of the entire organization (Business Dictionary, 2014). TQM was crafted by William Edwards Deming, a statistician who specialized in statistical process control after World War II. Deming outlined 14 points of TQM where all people of an organization can constantly search for ways to improve the process, product, and service. Deming developed the
Chick-fil-A has become a very successful company throughout its history till today. Many different events have occurred throughout the history of Chick-fil-A. The owner of the first Chick-fil-A, Truett Cathy, opened his restaurant in Hapeville, GA in 1946. Later on the first Chick-fil-A acquired the nickname the Dwarf House. Later on Truett Cathy invented the first chicken sandwich by using a pressure cooker to cook a boneless chicken breast as fast as a burger. This simple process began the famous Chick-fli-A chicken sandwich. Chick-fil-A’s overall mission has always been and continues to be “Be America’s Best Quick Service Restaurant.” Chick-fil-A has been quite successful in living by and fulfilling this simple but effective mission. In
I believe that every company should encourage a relationship of trust, loyalty, honesty, and responsibility among staff members at all levels. It’s important that each staff member works together to achieve excellence in a business, so the code of conduct is put in place. The purpose of the code is to provide guidance and set common ethical standards for employees from the top of the food chain to the bottom of the food chain. Some of the areas that I find to be significant of importance in a business are sexual harassment, discrimination and simply being professional in a work environment.
Each organization big or small has its own values, ways of doing things and assumption that it operates in. The principles and ethics that exist in each of these companies are the baseline through which the company operates its affairs. This is what can be called as that organization’s culture. The culture in existence has an impact on the productivity, effectiveness and efficiency (Keyton, 2011). The basis of setting the most appropriate culture of a company is not only to move or increase the profitability but also to make the stakeholders happy and satisfied. One aspect of that is the employee or the human resource the firm who put their expertise in the firm and add a bit of creativity and innovativeness to move the products. Chick-Fil-A operates in a competitive industry thus it requires all the stakeholders.
Chick-fil-A is affected by numerous external forces which challenge upper management’s ability to make Chick-fil-A "America’s best quick-service restaurant". Through intense strategic planning, based upon the vision, mission and corporate values, Chick-fil-A has been able to establish a unique position in a very competitive industry. The corporate purpose of Chick-fil-A, "To glorify God by being a faithful steward of all that is entrusted to us and to have a positive influence on all who come into contact witch Chick-fil-A", their commitment to family and the community, and their sound business decisions, have made Chick-fil-A one of the most profitable and fastest growing quick-service restaurants in the nation.
The Civil Rights Act of 1964 was passed soon after the milestone March on Washington. In the largest march ever held in the United States, people of all races and colors gathered together to show legislature that racism would no longer be acceptable in society. Title VII, the section which deals with discrimination in the workforce is one small part of the larger piece of legislation. Title VII, of the Civil Rights Act, quickly became the most important arbiter of rights under the new law (Bennett-Alexander & Hartman, 2001). The workforce has drastically changed since the passage of the act. Women and minorities are engaged in employment now more than ever. With the passage of Title VII, the door was opened to prohibiting job discrimination and creating fairness in employment (Bennett-Alexander & Hartman, 2001). Soon after, protection against discrimination based on age and disability was provided.
A major compromise that Betty would make as a franchise owner is the requirement to conform to rules she did not create. Zahorsky (n.d.) states, “Franchisees are required to share financial information and conform to uniform operating procedures. An independent business owner makes all the business decisions.” (para. 8). Would the established policies and procedures allow for Betty to incorporate her Christian worldview in to her business? It would be doubtful at best that Betty would be afforded that level of freedom under a franchise. Repeatability and predictability are two hallmarks of successful franchises in the marketplace. Customers expect to receive the same experience
Chick-fil-A recognizes that their brand promise starts the minute the customer enters the premises. When a store opens for the first time, the franchised operator doesn’t just see an opportunity to sell his food product, but rather a “chance to interact, build community, and engage with customers and the community at large. We do this in a variety of ways. First and foremost, we strive to provide 2nd Mile Service to each customer. As we work to continuously improve, we want customers to experience something unique. We want to build community and create relationships between our customers and our food, people and restaurants” [3].
In 1964, Congress passed the Civil Rights Act to end racial discrimination in employment, institutions like hospitals and schools, and privately owned public accommodations In 1965, congress returned suffrage to black southerners, by passing the Voting Rights Act of 1965 (Foner 926). In the case of Loving v. Virginia (1967), the Supreme Court ruled that laws prohibiting interracial marriage were unconstitutional (Foner 951). Because of the civil rights movement in the sixties, minorities gained more rights than they had prior to the 1960s. While the 1960s were a time of advancement for minorities, it was also a time of advancement for women. In 1963, Congress passed the Equal Pay Act, which outlawed discrimination in the workplace based on a person’s gender (Foner 944).
I conducted my experiment earlier this week while at the new Chick-fil-a for roughly forty-five minutes. It was a busy lunch rush so many customers or employees didn't bother to notice me while they enjoyed their visit. There seemed to be a common theme amongst the employees and the store as well as the customer’s interactions with each other. Each person’s life is as deep and complex as my own and their actions represented interesting results.
The Civil Rights Act of 1964 forbid businesses connected with interstate commerce to discriminate when choosing its employees. If these businesses did not conform to the act, they would lose funds that were granted to them from the government. Another act that was passed to secure the equality of blacks was the Voting Rights Act of 1965. This act, which was readopted and modified in 1970, 1975, and 1982, contained a plan to eliminate devices for voting discrimination and gave the Department of Justice more power in enforcing equal rights. In another attempt for equal rights, the Equal Employment ...
Within the Code of Ethics document there are a set of rules. One important rule for the workers of Dunkin Donuts to go by is Partnering with others. How the workers of the establishment partner with each other is very crucial. If employees are constant bickering or clashing heads it could disrupt the peace the homely environment that customers enjoy. In the document it states, when management chooses employees to work for the establishment they look for the person to possess basic skills, education, personal qualities, and financial resources necessary to perform and fulfill the needs and requirements of a franchise. It states that the Dunkin’ Donuts industry does not discriminate against race, color, religion, national origin, citizenship, age, disability, gender, sexual orientation, or any other factors prohibited by law. If a person applying for a position doesn’t obtain the qualities that the employer is looking for, the person applying will not receive the job. Not b...
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and employees because of their race, color, religion, sex or national origin. Religious Discrimination as part of the Civil Rights Act is the subject of this term paper.