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Calveta Dining Services

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1. What role (if any) have Calveta's values have played in the organization's success to date?
Calveta adopted the heritage from the family with hard work, and made the Company personal, familiar, and unique. The Company was the manifest of Calveta’s personality with his attention on the sophisticated details. The values secured a safe and risk avoiding status inside the company and between the employees. They secured the differentiation from the competition, and secured Calveta’s fourth largest competitor in the market. With the 40% retention rate the values are secured a constant base for the stable business operation. By the satisfaction surveys 90% of the employees were satisfied and expressed the personal dedication for the company in return of the compensation and treatment get form Calveta’s
2. Does Calveta's operating approach offer a sustainable competitive advantage?
In short-term: yes. In long-term as the Company needs Calveta’s daily contribution to keep the competitive values: no. As it was seen after his retirement the Company depending on Calveta’s personal management.
The way Calveta’s treated its employees also made the organization more rigid. The existing model of circulating managers around the customers was against the personalized service (emloyees must know the SLF’s resident’s names… The CEO must meet all the employees in the organization). With the growth demand set by Antonio was more against those competitive advantages. As the current market provides a variety of opportunities to growth, the restructure of the current organization is needed. The technical development that Jennifer introduced (used PDA’s to keep the personalized service in a bigger scale organization) would be one of the potential areas to grow. The challenge here is to keep the personalized service that secured the company growth before the retirement of Antonio with

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