Cracker Barrel Restaurants Case Study
Cracker Barrel Restaurants
1. Discuss the factors that make it more difficult to establish work place discrimination based on sexual orientation than discrimination based on race? Although federal laws protect people from workplace discrimination on the basis of race, national origin, religion, sex, age, and disability, there is no federal law that specifically outlaws workplace discrimination on the basis of sexual orientation in the private sector. (Federal government workers are protected from such discrimination.). an employee can file a complaint regarding discrimination based on race and be heard while an employee that files a complaint regarding discrimination based of sexual orientation will not be heard unless the company that they work for has an internal policy regarding sexual orientation.
2. Do chain restaurant operations, which prize uniformity – and thus reliability – in store design, products, and operating procedures, require uniformity of personnel policies? Were the regional variations that Dan Evins proposed on February 27, 1991, a viable corporate strategy? Why or why not. The need of personnel policies arises basically from overall objectives of the organization; a corporate thinking is required which will guide decision making at all operating level. The spontaneous cooperation of employees can be achieved through a just and fair treatment to all. Personnel policies provide the basis for uniformity and consistency. I do not believe they were a viable corporate strategy, as it started a chain reaction to incriminatory fire LGBT employees for no valid reason then that they were not heterosexual. Protests erupted at restaurants in dozens of cities and towns; boycotts were organized; and shareholders complained. even though nothing was accomplished until 2002 when New York and its allies fought until 58 percent of the shareholders persuaded Cracker Barrel’s board to vote unanimously to explicitly forbid anti-gay discrimination in its
1. Discuss the factors that make it more difficult to establish work place discrimination based on sexual orientation than discrimination based on race? Although federal laws protect people from workplace discrimination on the basis of race, national origin, religion, sex, age, and disability, there is no federal law that specifically outlaws workplace discrimination on the basis of sexual orientation in the private sector. (Federal government workers are protected from such discrimination.). an employee can file a complaint regarding discrimination based on race and be heard while an employee that files a complaint regarding discrimination based of sexual orientation will not be heard unless the company that they work for has an internal policy regarding sexual orientation.
2. Do chain restaurant operations, which prize uniformity – and thus reliability – in store design, products, and operating procedures, require uniformity of personnel policies? Were the regional variations that Dan Evins proposed on February 27, 1991, a viable corporate strategy? Why or why not. The need of personnel policies arises basically from overall objectives of the organization; a corporate thinking is required which will guide decision making at all operating level. The spontaneous cooperation of employees can be achieved through a just and fair treatment to all. Personnel policies provide the basis for uniformity and consistency. I do not believe they were a viable corporate strategy, as it started a chain reaction to incriminatory fire LGBT employees for no valid reason then that they were not heterosexual. Protests erupted at restaurants in dozens of cities and towns; boycotts were organized; and shareholders complained. even though nothing was accomplished until 2002 when New York and its allies fought until 58 percent of the shareholders persuaded Cracker Barrel’s board to vote unanimously to explicitly forbid anti-gay discrimination in its