Introduction
Famous Dave’s is an American series of restaurant shops serving in over thirty-four states. Started in 1994, the first restaurant developed in a slow pace but immediately grew into much success. Famous Dave’s management has been phenomenal for the company’s growth over the years. The opening of new branches year in year out is evidence for Famous Dave’s success in the restaurant industry. The company is currently under the stewardship Ed Rensi as the CEO and since its incision, the company’s head quarters has been Minnetonka, Minnesota, United states. This paper explores the various aspects of Famous Dave’s organizational behavior, scrutinizing the leadership, culture and team management that has been the leading strategy for the success of the company.
Leadership
Famous Dave’s leadership has indeed gunned forward to build on the success of the company. Since its incision, Famous Dave’s has always been under the right leadership that has always focused on development and future oriented success. The leadership attributes can be taken straight away from the founder himself – Famous Dave Anderson – who spearheaded the great idea of ingraining both personal and professional development. This idea was not only adapted by the management but also practiced appropriately and effectively. All factors responsible for taking a company in the next step of development are efficiently incorporated by Famous Dave’s leadership to date. For example, in recent AGM, the current CEO made it very precise that the company’s focus remains that of its founder. Establishing a willing and flexible staff that is ready to handle and serve the diverse society has taken Famous Dave’s leadership make a major mark and build the company’s reputation and image even better.
As part of the leadership initiative, Famous Dave’s conducts classroom training for its staff in interval periods. It is an initiative aimed at equipping staff with the relevant knowledge and technique not only to serve but also initiate the company’s strong values, that is, the quality of service and satisfaction to clients. Under the classroom initiative, Famous Dave’s leadership identifies and develops employees’ passion and attitude. The leaderships also take the leading role in coaching employees on accountability and focus that every member staff has to reflect when they are at the work place. These classroom workshops have proved instrumental, especially and bearing in mind that Famous Dave’s overgrowing reputation is far much ahead of competitors in the restaurant industry.
Motivation is also fundamental in building an effective workforce for any aspiring company especially when such company operates in a highly competitive industry. Evidently, Famous Dave’s leadership does not take the topic of motivation for granted. The affectivity of the company’s workforce is clear evidence that they are highly motivated in what they are doing. Motivation is mainly carried in different aspects. First, the leadership of Famous Dave’s makes all operational factors favorable for a smooth running of the company’s routines. Here, communication takes the center role to appropriately instill employee motivation. In Famous Dave’s, communication is always and will remain to be a two way initiative. It is also both vertically and horizontally facilitated by each member of staff. Talking of vertical communication, Famous Dave’s gives employees the much needed room and freedom of expression. The upper management has established a good and effective communication to the lower and to the very last rank of employee staff.
In horizontal communication, the values that instill respect for each other among employees at the same ranks create room for building an effective workforce. Every employee at Famous Dave’s carries the responsibility of the company’s image. Therefore, communication between staffs under same work category is highly positive and as per the expectations of both the administration and the audience – customers. The leadership also reinforces employee motivation through incorporating equitable workforce welfare. When it comes to promotion, remuneration among other incentives, Famous Dave’s leadership is at the forefront to make sure that its employees’ welfare gets the right motivation. Promotion among employees is done equitable to avoid any complaint whatsoever. The same aspect is covered when it comes to remuneration. Indeed, Famous Dave’s leadership has set standards to facilitate the performance of the company to another level.
Culture
At Famous Dave’s, the operational objective has always been centered to customer satisfaction. Satisfaction cannot be realized in a one day initiative. Any successful firm has to establish renowned organizational culture that portrays a positive image to stakeholders and the entire audience. Famous Dave’s has taken this aspect with the seriousness it deserves. Flory Lundgren – the human resource Vice President of Famous Dave’s – is a future centered personality who initiates programs to teach employees on alternative customer service techniques that build on good relationships between customers and staff. To a greater extent, such efforts have defined the development of Famous Dave’s. The techniques that employees get from the programs have always made the difference. Customer reviews highly credit the staff of Famous Dave’s for their best served quality services.
