Employee Orientation: A Strategy for Successful Corporate Culture

People (Employee) Orientation. People (Employee) Orientation, the second dimension, is best used when an organization’s employees feel important and valued (2011). One way that Chipotle approaches this dimension is with their restauranteur program, which values the contributions and potential of their existing employees (2014c). Additionally, they expect the people they hire or promote to hold the same values as the company. By hiring people who already believe in their values, as previously discussed, the company helps develop a positive culture and gives employees a solid start at success within the company. This strategy is similar to ones used companies like Apple and Google (2014a). Chipotle’s culture and programs ensure, by design, that employees are not treated as replaceable assets, instead, making them feel appreciated and gaining their commitment. All of these qualities

Chipotle attempts to use the fourth dimension of corporate culture by adding components to continue to attract and retain employment while enhancing the lives of Chipotle’s staff. This is exemplified by their recent addition of a wellness program to keep their employees happy and healthy while saving them money and giving Chipotle a competitive edge over competing restaurants (2015a). More evident to their customers, Chipotle demonstrates their commitment to this aspect of their corporate culture by continuing to prove their commitment to the quality of their product. It is common for Chipotle to remove items from their menus because they are attempting to find better ways to provide quality ingredients. These actions are clearly in alignment with the need for culture to grow with a corporate commitment to change or innovate. In spite of their efforts, the company may have areas to improve to retain a competitive edge in the marketplace and deliver quality to their customers, especially after procedural and health issues that were recently