A Brief Look At Emil Brolick

Emil Brolick, the retired CEO from Wendy's had a slightly different management style/ leadership from Dave Tomas. His leadership was a combination of transformational leadership model and vision in transformational leadership model. He believed that a clear vision for the organization is one of the most important qualities all leaders must have. He said that a clear vision will bring power and efficiency to the organization (Cobe). He also mentioned that role model is important because the behavior is what you want to see in your team. Emil Brolick was the transformational leader in the transformational leadership model. He believed that creating relationships with employees will help them grow and with leaders setting examples will make sure …show more content…
This culture underlines not only the rules and regulations that the employees must uphold, but also the morals, values, and benefits that comes with working there, this is slightly different for the customer which the company’s customs and courtesies are made in order to meet the customer’s satisfaction. These customs and courtesies are passed down through training in the form of an “Information Transfer” to which the management and the senior workers train the new workers on not only how to effectively do their job, but to make them understand the culture along with its rewards and punishments. According to the Wendy’s “Our People” section of their website, “Once a year, we celebrate Founder’s Week across the entire Company. Activities are planned in different locations to celebrate Wendy’s traditions, our history and culture, and to renew our commitment to Wendy’s heritage and our values as an organization (Wendy’s, para. …show more content…
Schein of the Massachusetts Institute of Technology, “from the time individuals first enter a workplace to the time they leave their membership behind, they experience and often commit themselves to a distinct way of life complete with its own rhythms, rewards, relationships, demands, and potentials (John Van Maanen, Edger Schein, para.1).” this basically explains how the employee becomes somewhat like a “member of the family” when they first start working at Wendy’s and if they cooperate in the same fashion as they were treated then they get to stay inside the organization and continue to work and remain in the culture. This goes into the analysis Pauline Meyer of the Panmore Institute says about Wendy’s organizational culture “Wendy’s organizational culture has been adjusted through the years to suit market conditions. However, the company maintains the original principles of the business. (Meyer,