Chewse: delivering culture of love Case Study Analysis
Introduction
Tracy Lawrence was born in Los Angeles, California, and belonged to a rich business background. Their business was confined to fashion design and used to share these business values with their daughter as well. As it is defined by Tracy herself that they would sit at the dinner table and discuss the cost of things sold and the HR. at first she used to exclaim that she would never be a business person but deep in mind, she had that entrepreneurship embedded somewhere. She established her first business of Pokémon when she was in elementary school she studies business administration at the University of California and side by side-worked on her business searches. She described her early ideas as Dish Dash she would offer students to eat in Los Angeles and later on realized that restaurants were in great need of catering services. She started her own business in university life and would admire going to work while other students search for jobs after graduation. That’s a sweet feeling though. (Thomas Knapp, 2019)
Chewse is a sort of delivery platform for food deliveries. They have a bunch of restaurants on their platform. They take orders from customers and direct them to the associated restaurant and then deliver the food they serve.Lawrence focused on developing a love culture in her office as everyone was treated as a family member and would admire having small meetings of discussing these corporate cultures. She implemented three basic principles in her company culture relationship, salary transparency, and open communication. This corporate culture has enabled Chewse to stand out in the market as compared to its rivalries in San Fransisco. Lawrence has earlier experienced the trauma of bullying in her graduation life and so wanted to end it in her corporate culture by implementing a love culture. She believed as though no one should sit alone and eat. Small meetings were held to prioritize these principles and to incorporate this idea into the mind of employees.
After heading a successful business in San Fransisco, they were deciding to expand their business in other states so two options were presented, one for Seattle and one for Los Angeles. The better option seems like Los Angeles but the market is low as compared to Seattle.
Problem Statement
The major problem the firm is facing is deciding which country to expand their business in. resumes were being considered to seek new employees but they are stuck in deciding which market to choose on. Two options are being given one for Los Angeles and one for Seattle. The market seems to be low for Los Angeles but the market rivalry is more in San Francisco. They are extremely worried about their decision as it would cost them a major portion of their revenue. (Thomas Knapp, 2019)
Question No 1
Primary Enacted Values
The three core enacted values that Tracy Lawrence has implemented in the firm’s corporate culture include ‘relationship, salary transparency, and open communication’. The love culture that Lawrence has incorporated into the business firm has helped prioritize the business and stand out from the rest of the market rivalries.
Relationship
The culture has deep insights into the relationship and environment as a corporation should establish in order to gain market and avoid competition. The firm focuses on treating every employee as a whole human. They have kept it different as other organizations believe that a corporation is like a family but still tend to fire the family and set goals quarterly. Chewse, on the other hand, tends to implement the sports team metaphor of tryouts, kicking them, you can teach them as well or help them improve. Lawrence has earlier experienced the trauma of bullying in her graduation life and so wanted to end it in her corporate culture by implementing a love culture. She believed as though no one should sit alone and eat. Small meetings were held to prioritize these principles and to incorporate this idea into the mind of employees. (Stojanović, 2020)
They also have different communication style like greeting someone by asking what their color was and they would reply by choosing one of the colors as red, green, or yellow based on their energies, profession, and personality.
Salary Transparency
Second most important criteria was regarding salary transparency which Lawrence thought was equally important as emotional transparency. Salary transparency has become an important factor for the firm and aids in hiring processes. Everyone in the firm knows their cash position and has open salaries. Transparency definition in Chewse culture meant open sharing of feelings as nothing goes out of control when things are stated and not just kept in mind. But open salaries were not meant to be for everyone as it is normal when everything is on a smooth line but starts deteriorating as soon as challenges start for the firm either for revenues or the hiring side. Then everyone starts seeing what others are earning and how many vacations they are taking.
Open Communication
They are planning to work on their open communication skills that are confined to emails and soon will come up with an exciting plan as always. They are lacking culture training right now and soon will implement the email practice. (Ram, 2021)..........................
Chewse delivering culture of love Case Study Analysis
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