Adamson is a retail and restaurant senior executive, and has worked at many companies to restructure their models. Nearly half of Denny's 50,000-person workforce is now African American, as is one- third of Advantica's management team. That hasn't changed over the years. The Dennys Story In the early 90s, the Dennys restaurant chain was faced with charges of race discrimination that severely damaged its image. Table of Contents Acknowledgments ix Introduction xi Our Worst Hour 1 10 From Doughnuts to Diners 11 8 My Introduction to Denny's 19 16 Beginning Again 35 12 The Promises We Made 47 14 Leading the Way 61 16 Training Our Employees to Be the Best 77 28 Procurement: A Fair Share of the Business 105 32 Our Franchisees Take Us Forward 137 30 New People, New Directions 167 18 Celebrating Success 185 12 Index 197. But piles of court documents from customers and employees indicated something far more serious was going on.
Told in a candid and compelling manner by one of America's leading corporate turnaround experts, Jim Adamson, it's the inside scoop on one of America's most notorious episodes. So, they actively recruited women and people of color to represent the interests of those groups. Of Denny's 512 franchisees, 27 are African American, vs. By honestly confronting the issue of racism in the context of American enterprise, Jim Adamson provides a respon. The E-mail message field is required.
Today, Denny's is a model of equal opportunity employment in the food-service industry, and prides itself on a diverse workforce that is dedicated to the company and devoted to customers. By honestly confronting the issue of racism in the context of American enterprise, Jim Adamson provides a responsible and convincing rationale for diversity and simply doing what's right for customers, shareholders, and employees. Adamson realized the need for diversity on the board and in executive positions; in other words, managers that reflected the customer base. When Adamson first heard about Denny's conflicts with diversity and the accusations against them, he said he thought about how everything they were going through could have been averted with one word: 'sorry. While they were ignored, their white colleagues sitting at a nearby table downed second helpings of French toast, bacon, and coffee. The Dennys Story is the real-life account of how the company pulled itself out of a public relations nightmare and earned back the trust of its customers.
The company's responsiveness should serve as a model for other companies faced with a similar challenge. Many of us will enjoy this book, but it provides a most important lesson to consider for Wall Street insiders and Fortune 500 execs. Vice president of communications said the company knows a complaint about the San Jose restaurant was reported to the , an independent group that reports to the , but that the restaurant group has not received a copy of the lawsuit. Actually, he does not believe that fighting discrimination can ever really end. She has also worked as an editor for the New York Times Book Review. The challenge is to raise profits enough to offset the suffocating debt, not a simple task.
In 1992, no Advantica's contract supplier was a minority-owned firm. They will be the first group of employees outside the Denny's network to be exposed to sensitivity workshops. Availability based on publisher status and quantity being ordered. Army general, was born in Japan and grew up on bases around the world. Critics who once excoriated Denny's have changed their tune. She has also worked as an editor for the New York Times Book Review. Adamson said he only set the ground rules, though, and many people were involved.
Fill out the form below and we will contact you within 1 business day. The Denny's experience proves it. Many of us will enjoy this book, but it provides a most important lesson to consider for Wall Street insiders and Fortune execs. Since Edmondson is a former market manager at Kentucky Fried Chicken, where he had responsibility for more than a dozen restaurants, he raced through the basic 13-week management course in eight weeks. During the customer-service segment, filmed vignettes much like those on America's Most Wanted dramatize the right and wrong ways to seat and serve customers.
If Dennys can come from the back of the pack to emerge as a national leader in diversity, any company determined to change its culture to embrace all Americansregardless of who they are or where they came fromcan do it. A company that was once a shameful example of entrenched prejudice is now a model of multicultural sensitivity. Jerome Edmondson, 33, got the first spot on the fast-track program six months before it officially began last fall. The story doesn't stop there. He recruited Flagstar's first female senior executive, Edna Morris, to run the notably neglected human resources department. Adamson then worked his way up to the management positions.
In the consent decree it signed with the plaintiffs, Denny's promised to treat all customers equally in the future. Sells says he first noticed Adamson at Dayton Hudson because his team was so devoted to him. Many of us will enjoy this book, but it provides a most important lesson to consider for Wall Street insiders and Fortune execs. It usually takes longer to tell a lie than to tell the truth. Here, Adamson explains the beliefs and strategies necessary for changing the heart of an organization in serious distress that can be applied to any business. Stories of African-American customers who were denied service or asked to prepay before eating were made public across the United States and around the world.
The restaurants did not close, but for the first time, office workers were given the day off. Flagstar said its chairman, James B. The restaurant also brought in racial specialists to teach the employees about appropriateness in the workplace and how to maintain racial equality. Adamson believes that there must be someone in charge of handling and getting rid of discrimination and every company. He had been at Flagstar only three months when he got a taste of the bad old days. Told in a candid and compelling manner by one of America's leading corporate turnaround experts, Jim Adamson, it's the inside scoop on one of America's most notorious episodes. Anyone who doesn't like the direction this train is moving had better jump off now.
And for two consecutive years, Fortune magazine has ranked Denny's and its parent company among the top ten companies for minorities in America. Managers and their staff are trained to treat customers and each other with respect. Increasingly, it has taken multi-million dollar lawsuits to force companies to change its corporate culture. By whatever name it went, the company, based in Spartanburg, South Carolina, had lost money for five straight years beginning in 1989. It's become a leader in diversity training. In 1990, a year or so before the first bias-related incident made the papers, Jerry Richardson had commissioned Synectics, a Cambridge, Massachusetts, consulting firm, to revamp the financially ailing Flagstar. Applicants enroll in a training program for one to three years, depending on their experience, during which time they must prove that they can successfully operate a restaurant.