Organisational culture is part of Subways internal environment. It is a structure of shared beliefs, customs, values and practices that Subways employees all conform to. These are shown in the way the organization conducts its business, treats its employees and customers, the amount of independence and freedom is allowed in decision making, developing new ideas and how communication flows through Subways hierarchy. Organisational culture affects Subways productivity and performance, and provides guidelines on customer care and service, product quality and safety, attendance and punctuality and concern for the environment.
The manifestations of Subways culture is divided into:
Core Values: these are the beliefs that define an employee’s success in an organisation. For example Subway is committed to customer satisfaction by offering high quality food with exceptional service and good value. Employees strive in serving its customers and communities. It commands fairness and mutual respect between all employees and practices. Subway depends upon the initiative employees take individually and their ability to work as a team.
Heroes: A hero is a commendable person who reflects the image and displays the core values of the organization and acts as a role model to other employees. For example Fred Deluca the founder of Subway is a hero by founding the core values of Subway which Subway employees form their values from.
Rites and Rituals: Are routines or ceremonies that Subway uses to recognize high-performing employees. Awards ceremonies, company gatherings, and meetings can acknowledge distinguished employees for outstanding service. The honorees are meant to inspire all employees of the company. For example each Subway franchise has a “employee of the month” which he or she gets awarded a plaque, benefits and a better chance of a promotion this becomes a thing to strive for within the sandwich artists.