Shaking Up Culture At Karla\'s Kitchen, the company culture has declined, and Ka

Question

Shaking Up Culture

At Karla's Kitchen, the company culture has declined, and Karla is considering how to make changes.

In this exercise, please read the mini-case and answer the questions that follow.

At Karla's Kitchen, the company culture is negatively affecting business. Karla cannot deny that employees enjoy each other's company, but their "good time" at work is at the expense of customers' dining experiences. Employees routinely goof off, wasting time gossiping and finding ways to waste time. Even when the employees are serving customers as they are required to do, their lack of interest in and energy for the job does not make customers feel welcome.

To make it worse, when Karla hires a new employee with a spotless work record showing conscientious behavior, the employee either becomes a part of the time-wasting culture, or the person leaves because of frustration with the lack of work ethic. Currently, Karla sits with the new employees for about an hour, showing them around and the job tasks, but has no formal processes.

Karla figures that she should have some type of program to orient new employees in order to introduce them to a positive, productive work climate she wants to strive for. However, once on the job, how will Karla keep the new employees productive? Karla does have two valuable assistant managers who she depends on and trusts to set a good example. But how can she control the lower-level workers and turn their behavior around? In short, how can Karla "shake up" this bad culture and make it good?

When considering ideal types of company cultures ...

1. When considering ideal types of company cultures, Karla should consider which of the following as fitting her business best?

a. Customer service culture

b. Diversity culture

c. Safety culture

d. Mercenary culture

e. Sustainability culture

2. If Karla wants to start to build a new culture ...

If Karla wants to start to build a new culture, she should consider

a. dropping hints about what good employees are like.

b. using examples of current problems in orientation.

c. allowing new employees to discuss how they will change the culture.

d. separating new employees in orientation from other employees.

e. being honest about the negative current culture.

3. In order to reduce early turnover, Karla decides to tell

In order to reduce early turnover, Karla decides to tell potential employees that working at her restaurant can be challenging and customers are occasionally rude. This honesty would be called

a. orientation.

b. enculturation.

c. realistic job preview.

d. socialization.

e. mentoring.

4. What phenomenon explains why high-performing employees ...

What phenomenon explains why high-performing employees are leaving Karla's Kitchen because of the laziness and negative attitudes of other employees?

a. Attraction-selection-attrition

b. Socialization

c. Mercenary theory

d. Mentoring

e. Culture strength

Explanation / Answer

1.a,Customer service culture

Reason:Since it is restaurant business, the priority should be customer satisfaction. Hence Customer service culture is appropriate here,

2.b,. using examples of current problems in orientation.

Reason: The situation at Karla's kitchen has gone down to an extent where dropping hints and isolation of new employees will not help in addressing the issue. Hence, direct tackle is necessary where at a formal oriantation program, the new employees must be made aware of the bad situations, and be told of the ways to change the it.

3.c,realistic job preview.

Reason: Realistic job preview is the one in which the the employer gives an overall idea to the new employee about the company and work culture. Both positive and negative aspects are highlighted here.

4.a,Attraction-selection-attrition

Reason: Attraction-Selection-Attrition thoery states that:

(1) individuals are attracted to organizations whose members are similar to themselves in terms of personality, values, interests, and other attributes;

(2) organizations are more likely to select those who possess knowledge, skills, and abilities similar to the ones their existing members possess

(3) over time, those who do not fit in well are more likely to leave. Owing to these three factors, the personal characteristics of those who work for an organization are likely to become more similar over time, leading to the consolidation of organizational culture.

Hence this theory fits well here.

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