The document provides a history and overview of Denny's Corporation. It discusses how Denny's was founded in 1953 as a donut shop called Danny's Donuts and has since expanded to over 1,700 locations worldwide. It also outlines Denny's competitors in the restaurant industry, the number of employees it has, and reviews key events in the company's history and growth.

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6/11/2017 Denny’s: A Grand Slam Success Story
Course Title: Human Resource Management
Course code: MBA 509
Prepared For
Course Instructor
Dr. M. Nazmul Amin Mojumder
Human Resource Management
MBA Program
Prepared By
Name ID
Sabrina Siddiquei Leevin 1630912
newaz mohammed hasan 1120999
Abdullah Al Masud 1630994
priyanka chowdhury 1630978

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Letter of Transmittal
6th November,2017
To,
Dr. Nazmul Amin Majumdar
School of Business
Independent University, Bangladesh
Subject: Submission of report for MBA 509
Dear Sir,
It is our pleasure to submit our report on “Denny’s: A Grand Slam Success Story” case study. We
are submitting this report as a part of our course MBA509- Human Resources Management
requirements.
We have done our level best to conduct this report in a professional manner. We have followed
all the criteria and guideline that you provided us to prepare this report. However, we are sure
that this report could have been a more superior one. We are hopeful that this has obviously
been a great source of learning for us to conduct similar Human Resource studies in future
.We appreciate your kind advice, cooperation, patience and suggestions regarding this report,
which will definitely help us to follow as a guideline in future endeavors.
Sincerely Yours,
Id
Name ID
Sabrina Siddiquei Leevin 1630912
Newaz mohammed hasan 1120999
Abdullah Al Masud 1630994
priyanka chowdhury 1630978

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Acknowledgement
Firstly, we would like to thank Almighty Allah for giving us the opportunity and abilityto prepare
this case study successfully. With Allah’s shower of blessing, we have completed this report with
all the necessary information.
First and foremost, we would like to express our sincere gratitude to our course instructor Dr.
Nazmul Amin, School of Business, Independent University Bangladesh for his constant guidance,
advice and encouragement as well as passion in motivating the completion of our report.
Finally, we would like to give our Sincere thanks to our beloved family members for offering
consistent support in many ways and will always be remembered and deeply appreciated to us.

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Executive Summary
Denny's Corporation is the franchisor and operator of one of America's largest franchised full-
service restaurant chains, based on the number of restaurants. As of September 27, 2017,
Denny’s had 1,725 franchised, licensed, and company restaurants around the world including
125 restaurants in Canada, Puerto Rico, Mexico, New Zealand, Honduras, the Philippines, Costa
Rica, Dominican Republic, the United Arab Emirates, Guam, Curaçao, and El Salvador. We are
committed to serving the best interests of our shareholders. You will find key shareholder
information and financial reports available to help put Denny's Corporation's financial
performance into perspective.

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Table of Content
1 Introduction 6
2 Background of Restaurant Industry 7
3 History of Denny’s 9
4 Numbers of Employee 12
5 Competitors of Denny's 12
6 Products and Services 13
7 Market share 14
8 Issues toconsider 14
9 Objective 1 16
10 Objective 2 19
11 Objective 3 23
12 Conclusion 24
13 Recommendation 25
14 Reference 26

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Introduction
Denny's is America's diner. This is where guests have come for over 60 years now to sit back,
relax and enjoy delicious, hearty meals 24/7, every day of the year. From breakfast anytime to
satisfying lunches and dinners, if you're in the mood for it, chances are we're serving it. Denny's
is always open, always welcoming and always serving up hearty diner food along with a mug of
fresh hot coffee. So come on in anytime, park yourself in a comfortable booth, take a seat at
the counter, whatever you want, because it won't take you long to understand why we're truly
America's diner.
Harold Butler and Richard Jezak opened a donut stand in 1953 and called it Danny’s Donuts.
Butler’s stated promise was “To serve the best cup of coffee, make the best donuts, give the
best service, offer the best value and stay open 24 hours a day.” Today that donut stand is a
restaurant chain with a slightly different name, over 1,700 locations and a proven reputation
for keeping Mr. Butler’s original promise

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Background of Restaurant Industry
By the end of the 19th Century, fine dining restaurants had become part of the landscape for the
wealthy aristocratic Europeans and upper class Americans. These groups transformed eating out
into an art form. Through the 20th century restaurants continued to evolve through two world
wars and the Great Depression. The 1950s saw the rapid growth of fast food, while the 1960s
marked the beginning of casual family dining and chain restaurants.
By 2000, more and more families were dining out on a weekly basis.
19th Century Restaurants
The rapid growth of travel through the 19th Century thanks to railways and steamships meant
more people began traveling greater distances. This in turn increased the need for restaurants.
Building on the early success of fine dining restaurants in Paris, a new style of dining became the
norm in Europe and the United States. Patrons dined at private tables, chose their meals from an
a la carte menu and paid their check at the end of the meal.
Advancements in Science and Technology Influence Restaurants
Advancements in science and technology during the early 20th Century directly influenced the
restaurant industry. With the discovery of germs and the link between health and hygiene, a
greater emphasis on cleanliness led to the rise of two popular hamburger chains- White Castle
and White Tower.Their all white interiors were meant to reassure customers that their food was
prepared in a safe, modern, sterile environment.
Rise of the Franchise Restaurant
The biggest change in the restaurant industry during the 20th Century came with McDonalds.
Originally a hot dog stand owned by two brothers from Illinois, they switched to hamburgers in
1948.Taking a cue from Henry Ford’s assembly line concept, the McDonald brothers began
offering the fastest, cheapest food possible by employing low skill workers to assemble it. While
the brothers were successful at serving food efficiently and inexpensively, they were not so good
at franchising. A restaurant equipment salesman by the name of Ray Kroc saw the potential in
the McDonalds concept, buying the brothers out in 1954. His formula for franchising set a
precedent for fast food chains, changing the landscape of American dining.
Through the 1950s and 1960s more franchise restaurants began popping up – many with ethnic
themes such as Taco Bell, Kentucky Fried Chicken and Pizza Hut. Indeed pizza took the US by
Storm in the 1950s, today being considered as American as apple pie. Pizza Hut was the first to
perfect the assembly line for pizza.

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Rise of Family Casual Dining
By the 1990s, with many families headed by two working parents, shifting consumer patterns
brought an increase in the number of people eating out. Restaurant chains like Olive Garden,
Applebee’s, and 99 catered to the ever growing middle class, offering moderately priced meals
and children’s menus. This familystylecausaldining continues to be a popular restaurant concept
today.
Public Backlash Against Restaurants
During the 1980s, 1990s and early 2000s, Americans waistline increased right along with dining
out. As the obesity epidemic continued through the firstdecade of the 21stCentury, public health
agencies called on restaurants to reform their menus. Critics blamed restaurants huge portions,
unhealthy foods high in fat and sodium for the obesity crisis that plagued America. In response,
many larger restaurant chains began offering healthier meals, including improved children’s
menus. With the introduction of menu labeling,more and more restaurants are seeking healthier
options to include on their menus.
The Farm to Table Movement
Along with concerns of the health of the food being served, many Americans were focused on
where their food was coming from. In its annual What’s Hot Chef Survey, the National Restaurant
Association reported that one of the top 10 trends of 2011 were local and organic foods,
indicating that consumers are more concerned than ever about what they are eating.
Today’s Restaurant
By the 1990s, with many families headed by two working parents, shifting consumer patterns
brought an increase in the number of people eating out. Restaurant chains like Olive Garden,
Applebee’s, and 99 catered to the ever-growing middle class, offering moderately priced meals
and children’s menus. Another modern trend is local foods, with special emphasis on
sustainability. People are more aware than ever of the link between health and nutrition and are
more cognizant of what foods they are eating when they dine at restaurants.

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History of Denny’s
Very first Denny's located in Lakewood California, 1953.
Denny's was founded by Harold Butler and Richard Jezak, who opened Danny's Donuts
in Lakewood, California in 1953.] In 1956, a year after
Jezak's departure from the then-6-store chain, Butler
changed the concept, shifting it from a donut shop to
a coffee shop with store #8. Danny's Donuts was
renamed Danny's Coffee Shops and changed its
operation to 24 hours. In 1959, to avoid confusion
with Los Angeles restaurant chainCoffee Dan's,Butler
changed the name from Danny's Coffee Shops to
Denny's Coffee Shops. In 1961, Denny's Coffee Shops was renamed Denny's. The business
continued to expand, and by 1981, there were over 1,000 restaurants in all 50 U.S. states. The
company absorbed many of the old Sambo's restaurants and used their mid-century design in
some of their restaurants. In 1977, Denny's introduced the still-popular Grand Slam breakfast. In
1994, Denny's became the largest corporate sponsor of Save the Children, a national charity. All
but six Denny's closed for the first time ever on Christmas 1988; many of the restaurants were
built without locks, and some had reportedly lost their keys.
Denny's main offices were located in La Mirada, California, until 1989. At that time, the office
was first moved to Irvine, Californiaand subsequently moved to the Spartanburg, South Carolina,
headquarters of the parent company Trans World Corporation (TW Corporation) that acquired
Denny's in 1987. In 1992, private equity firm, Kohlberg Kravis Roberts acquired a 47% interest in
TW Corporation, later known as The Flagstar Companies, and encouraged the company to sell
non-core businesses.] Eventually, Denny's operations dominated the parent company to such an
extent that The Flagstar Companies changed its name again to Denny's Corporation. It now
trades on the NASDAQ under the symbol DENN.
From 1990 through 1993, Denny's offered a free meal to anyone on his/her birthday. The offer
included a limited number of meal options from a special birthday menu. The promotion began
in the 1990s; though occasionally individual franchises had offered it before that time. Because
too many people went to Denny's more than once on their birthdays, the management had to
restrict the rules to only one meal per person, per birthday, with proof of legalbirth date required
though a driver's license, photo ID, or a birth certificate. Since 2009, the restaurant chain has
offered a free Birthday Build-Your-Own Slam on the customer's birthday.
In 1994, Denny's began renovating its stores, with a lighter color scheme; select locations also
began serving Baskin-Robbins ice creamfor a short time. Houston, Texas,was the test market for
the chain-wide renovation.

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The Denny's Diner prototype
Denny's corporate headquarters in downtown Spartanburg, South Carolina
Denny's Diner in Bangor, Maine, inspired by 1950s culture
A Denny's in Ontario, California
This newer Denny's off Interstate 35north of Laredo, Texas, handles a considerable trucker
clientele.

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A Halloween pancake at a Denny's in Tokyo
Some Denny's restaurants employ the "diner" concept, using
modular buildings that resemble classic 1950s diners. In May
1997, the first Denny's Classic Diner was opened in Fort
Myers, Florida. The diner concept was created by Ron,
Marcia, Marc, and Todd York, the principals of Denny's
Franchisee SWFRI, Inc. Today, there are about 40 Denny's
Diners in the United States. Additionally, there are several
diners that resemble the modular buildings but are
actually stick construction.
Domestic and international growth
In July 2010, Denny's presence in the United States saw a major expansion when Pilot Flying
Jstarted opening Denny's locations inside their Flying J-branded truck stop locations. 123 Pilot
Flying J conversions were eventually completed.
As of the end of 2011, there were a total of 1,685 Denny's restaurants. While the company owns
and operates some restaurants, the majority are operated through a franchising model. 1,593 of
Denny's 1,685 restaurants are located in the 50 U.S. states (including the District of Columbia),
11 in Puerto Rico, two in Guam, one in Chile, 60 in Canada, five in Mexico, three in Costa Rica,
two in Honduras, one in El Salvador, one in United Kingdom and eight in New Zealand. There is
also a Denny's attached to the Holiday Beach Hotel in Otrabanda, Willemstad, Curaçao Along
with the regular Denny's menu, the Curaçao restaurant offers a selection of local ("kriyoyo")
dishes.This is alsotrue of the two locations in Guam, which have aseparate "Only on Guam menu
featuring Chamorro-style dishes.There are alsoabout 578 Denny's restaurants in Japan operated
independently under a license by a subsidiary of Seven & I Holdings since 1984. At least five
restaurants are planned to be opened in Poland starting in 2016.
In June 2012, Denny's opened a location in the Las Américas International Airport its first
location in an airport and its first in the Dominican Republic In July 2012, Denny's announced it
had signed an agreement with a franchisee to open 50 restaurants in southern China over 15
years, beginning in 2013. This makes it Denny's largest international development deal at that
time.
On August 29, 2014, Denny's opened its firstlocation in New York City,with some patrons waiting
as long as two hours before its official opening to eat there. Located in Lower Manhattan, the
location is designed to be more upscale than the typical Denny's, serves alcohol, and offers a
location-exclusive $300 Grand Cru Slam, which is the typical Grand Slam Breakfast served with a
bottle of Dom Pérignon.

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Numbers of Employee
At June 2017, they had approximately 9,104 employees, of whom 8,100 were restaurant
employees,100 were field support employees and 350 were corporate personnel.
Competitors of Denny's:
The restaurant industry is highly competitive. Competition among major companies that own or
operate restaurant chains is especially intense. Restaurants compete on the basis of name
recognition and advertising; the price, quality, variety, and perceived value of their food
offerings, the quality and speed of their guest service; and the convenience and attractiveness
of their facilities.
5
Competitors of Denny's are:
 Cracker Barrel Old Country Store
 Texas Roadhouse Inc.
 The Cheesecake Factory
 Buffalo Wild Wings
 Brinker International
 BJ's Restaurants
 Chipotle Mexican Grill
 Dine Equity
 Dunkin's Donut
 Domino’s Pizza
 Jack In the Box
 Frisch’s Restaurant
Present Position
Present Position of Denny's Denny’s is one of America’s largest franchised full-service restaurant
chains. On December 25, 2013, the Denny’s brand consisted of 1,700 franchised, licensed and
company operated restaurants around the world with combined sales of $2.5 billion, including
1,599 restaurants in the United States and 101 international locations. Numbers of Employee At
December 25, 2013, they had approximately 8,250 employees, of whom 7,900 were restaurant
employees, 100 were field support employees and 250 were corporate personnel. Competitors
of Denny's The restaurant industry is highly competitive. Restaurants compete on the basis of
name recognition and advertising; the price, quality, variety and perceived value of their food
offerings; the quality and speed of their guest service; and the convenience and attractiveness of
their facilities. Competitors of Denny's are: Einstein Noah Restaurant BJ's Restaurants Bob Evans
Farms Buffalo Wild Wings The Cheesecake Factory Cracker Barrel Old Country Store Chipotle
Mexican Grill Dine Equity Dunkin's Donut Domino’s Pizza Brinker International Jack In the Box
Krispy Kreme Doughnuts Panera Bread Company

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Products and Services
Productsand Servicesof Denny’sGivenitshistoricfoundingasa
donutshop,Denny’shaslongbeenassociatedwith itspopular
breakfastofferingslikeMoonsOverMy Hammy,Ultimate Skillet,
and the world-famousBuildYourOwnGrand Slam, withover35
millionsoldin2010. However,asa true diner,Denny’sprovides
much more than breakfast.Itsexpansive menufeatures delicious,
innovative optionsforappetizerslunch,dinner,anddessert.Not
onlydo the choicescoverthe whole day,butalsotheycoverthe
whole healthspectrumfromindulgenttodietfriendly.Forevery
delightfullysinful Double Cheeseburger,LumberjackSlam, and
CountryFriedSteak,Denny’soffershealthyFitFare alternatives
like Amy’sVeggie Burger,FitSlam,andTilapiaRancheroforguestsseekinglightermeals.Alongwiththe
16-item$2 $4 $6 $8 Value MenuTMand special LimitedTime Onlymenus, offeringvarietyisjustpartof
howDenny’sconstantlyevolvesproductline-upstofitwithinitsguests’lifestyles

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Market share
Pizza Hut 16%
starbucks10%
Taco Bell 6%
Sub Way 9%
Burger king 17%
Mc donalds 30%
Denny’s 5%
wendy’s 7%
Here are some HR related issues to consider given below
Issues toconsider:
 How to make the job sound appealing to different types of workers, such as people with
disabilities?
 How can recruitment be effectively targeted to underutilized groups?
 How to overcome cultural bias in the interviewing process, questions, and response?
Strategies:
 While writing the first draft of the job description, the essential requirement for the job and
required achievements from the candidate needs to finalize.
 Finalization of the documents like position descriptions, application forms and questionnaires
needed to be available in accessible formats. Microsoft Word has a built-in accessibility checker
to make sure that people using screen readers can understand documents, and there is plenty of
information available online about how to publish information in an accessible way.
 If an applicant discloses disability before the interview, their needs of adjustments should be
confirmed first. Instructions should be clear for things like how they will find or enter the venue,
and whether they require supports to be available at the interview, such as an interpreter. With
any potential employee, it is essential to make the first meeting with the organization
professional, friendly and stress-free.
 Flexibility is needed in the way about skills and capacity— that will look beyond disability and
look at what the individual brings to the workplace.

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 A flexible workplace allows employee to think creatively and structure working lives to match
individual and business needs. Having a flexible workplace will help to attract a diverse
workforce, including people with disability. For example, an employee with disability could take
medication that may have adverse effects on their work performance at particular times (that is,
making them tired and lethargic). Byoffering flexibleor part-time working hours, employees with
disability can work when they are most productive. This will allow them to access the same
working opportunities as other employees. 8
 Need to make appropriate accommodation for those employees who are physicallychallenged.
 Panel interview format is better so that employees could understand the organizations’ culture
and people. Ensuring the diversification of committee, unit affiliation, job classification, length of
service, variety of life experiences, etc. to represent different perspectives and to eliminate
biasness fromthe selection process. Creating situations to run questions and process by them to
ensure there is no unintentional cultural or institutional bias. Reason for this, sometimes what
we consider appropriate or desirable qualities in a candidate may reflect more about our
personal preferences rather than the particular skills to perform the particular task.

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Objectives:
What are the motivating factors to Denny’s turnaround with regard to diversity?
What Lessons can other companies learn from Denny’s Experience?
What Is the Likely Impact of diversity on the company’s’ Performance?
Objective 1:
What are the key points to Denny’s turnaround with regard to diversity?
The concept of Diversity making both cultural and Structural changes. Diversity encompasses
acceptance and respect. That means understanding that each individual is unique and
recognizing our individual differences. This can along the dimension of race ,age, ethnicity,
gender, socio-economic status, physical ability, religious beliefs, political beliefs. It is about
understanding each other and moving beyond simple tolerance to embracing and celebrating the
rich dimension of diversity contained within each individual.
Diversity is a reality created by individuals and group from a board spectrum of demographic and
philosophical differences. It is extremely important to support and diversity because of valuing
individuals and groups free from preconceive and by fostering aclimate where equity and mutual
respect are native.
“Diversity” means more than just acknowledging difference. Diversity is set of conscious practice
that involves:
 Developed fired and promote people
 Understanding and appreciating interdependence of humanity, culture and natural
environment
 Practice mutual respect for qualities and experience that are different from our own
 Building Alliances across difference so that we can work together to eradicate all forms
of discrimination
Diversity includes therefore how to relate those qualities and conditions that are different from
our own and outside the group to which we belongs. These includes are not limited to age,
ethnicity, class, gender, physical ability ,race as well as religious status, gender expression,
educational background, income marital status, parental status and work experience. From the
case we knew: Denny’s turned around with regard to diversity due to change make cultural and
structural. Denny’s decided to implement a diverse board of director to get different point of
view reference to the company. The company also decided to implement education and training
from the board of director to cook, serve and hosts. The training covers diversity awareness and
diversity skills. The company also decided to eliminate all structures that starts recognition and
reward of their employee. All this was able to happen thanks to decided to leader Hood Philips

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who saw diversity as the way to bring back the company. There Denny’s perform several steps to
achieve the turnaround given below-
1. Training: Training covered diversity awareness and diversity skills. There are more than
100 certified diversity trainers on staff and but now 66 trainers are handle the new hires
throughout the system. Training is in order to achieve skills. It means giving new or
current employees the skills, knowledge, attitudes and others (SKAOs) they need to
perform their jobs. There are no way to inculcate a vision and an understanding of a new
corporate culture among many employees without training. Denny’s restaurant sought to
change the culture of the company through intensive diversity training. It Introduce it at
the very top of the organization and drop through the rest of the organization, tailored to
address the issues facing each key level of the organization and it is on-going .Servers and
cooks were required to watch a video on diversity, while the board of directors received
a full day of training. Restaurant managers received the most extensive training: two
nonconsecutive days of training lasting seven to nine hours each.
2. Recruitment: recruitment is a process of exploring and searching prospective employees
and providing them stimulus to apply specific positions (jobs) in an organization through
varied internal external sources. Denny’s hired firms owned by African Americas,
Hispanics and women to take advantage to their inherently diverse networks. The goal is
to recognize the limitation of their surroundings and to find out ways to reach out to
people with entirely different cultural surrounding.
3. Performance Appraisals: Performance appraisals means to evaluating an employee’s
current and past performance relative to his/her performance standards .Performance
Appraisals always involves: setting work standards, Assessing the employees actual work
performance relative those standers, providing feedback to eliminate performance
deficiencies or to continue to above par. There are no value placed on diversity and no
incentives for managers for hire diverse candidates. Therefore the company instituted a
process that evaluated 10 core competencies, one of which was valuing and managing
diversity. In addition, the company tied 25 percent of senior management’s bonuses to
the number of women and minorities in their divisions.
4. Leadership Approach:
The CEO of an organization must set the tone, values, expectations, and operating philosophy for
the company. Heor sheshould be one of the company’s greatest champions of diversity. The tale
of Denny’s diversity turnaround is a textbook example of how fast and far a company can
progress with an aggressivestrategyandstrong leadership. Under Hood’s direction, the company
spent millions on diversity initiatives that brought legions of new minority managers, franchisees
and suppliers into a company run almost exclusively by white males. An irrepressible optimist,
Hood has used her position of authority to guide Denny’s through a remarkable turnaround.

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5. Diverse Board of Directors: A diverse board - as opposed to one lacking racial and gender
diversity - is more likely to examine the larger issues confronting the company, both short and
long term, with diversity issues in mind. Women and minorities today make up half of Denny’s
eight-member board of directors, and 45 percent of the 11-member senior management team.
Minority Owners hold 45 percent of Denny’s franchised restaurants. Fortuna magazine has
named the company the “Best Company in America for Minorities” two years in a row.
6. Change in Organization: Someone of title and rank must be accountable and responsible for
driving change throughout the organization. The new age of opportunity initiative taken by
Denny’s restaurant provides the framework for turning goodwill into good business by focusing
on four areas:
A. expanding franchise ownership opportunities for minorities and women
B. cultivating new supplier relationships for minorities and women
C. attracting and developing outstanding employees
D. enhancing the quality of life for people through meaningful community service Denny’s
achieved the world class supplier diversity status by the National Minority Supplier Development
Council. Similar strategies were employed to boost minority representation in franchises, supply
contractors and management.
7. Celebrate Our Success: At an annual event, all the employees of Denny’s salute and honor the
company’s top diversity champions before their peers. This sends a powerful message to the
entire organization

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Objective 2: What lessons can be learnt from Denny’s experience as business corporations?
As a novel waysCulturesworkaccompaniescertainimpedimentstothe degree towhichvarioussocial
foundationscanbe individuallycontactedasparticularculture.
A workenvironmentculture generallypermitslowassurance,representative turnover,provocation,
segregation,non-attendance,anddisturbance toworkgroupsthatbringsabout lostprofitability.“Allof
us operate inourown cultural silos,”saidbyHood-PhillipsBusinessesthatfailedtoproperlymanage
diversity,sufferingeconomicandsocial consequences.Atthe pointwhenpeople are underestimatedor
separatedbytheircolleaguesaswell asdirectorsdue tosocial contrasts,resultingefficiencylost,
businessopenings,andthe potential forchargesof badgeringandsegregation.‘Othercompanies may
followsome strategies,whichwere the keypoint forthe Denny’ssuccess
1. Perceiving the financial outputs to the business:
Companies without having a viable procedure for overseeing differences will possibly encounter
all or certain segment of the accompanying resulting loss of efficiency, representative turnover,
losing open doors and potential business law mistakes. To overcome these outcomes, business
leaders need to perceive this insufficiency as a business issue and organize to build up a viable
technique for Managing Diversity for Progress.
2. Compelling system building for Success of Managing Diversity :
Internal ClientCorrespondence
Maintaining correspondence with the internal client means the organization’s own employees
and partners. It starts when administration focuses on the four-stage preparation for Managing
Diversity for Success. The technique used to impart shifting contingent upon the quantity of
representatives and areas. Advising representatives of the assorted qualities endeavors the
business will attempt and position the Managing Diversity for Success as a chance to upgrade
profitability and development. Moreover, speaking with workforce at this progression of the
procedure will anticipate or diminish the possibilities for the flow of trickery and gossipy tidbits
that could undermine the Managing Diversity for Successful handling.
Chalking out the responsibilities
One of the prime responsibilities of the Management is creating, actualizing, screening, and
auditing the association's assorted qualities endeavors. Requirement of critical thought in the
determination of the concern who will lead the technique for Managing Diversity for Success.
While choosing the concern to lead this procedure, it’s crucial to make sure that the individual is
a regarded representative who reliably exhibits a guarantee to the standards of consideration,
and that the individual is a Chief with the expert to lead and follow up on proposals with full
responsibilities.
Financial assets distribution


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There are expenses to executing the four-stage prepare for Managing Diversity for Success.
Exhibiting a guarantee to this procedure expects management to dispense a financial plan
keeping in mindthe end goal to guarantee that the assortedqualitiesactivity designsare notsubjectto
movingneeds.Assigningadifferingqualityspendingplansendsareasonable alerttoworkers,providers,
and clients,thatadministrationisnotkiddingaboutachievingchangestoimprove profitabilityandopen
doors for development. Expenses can incorporate the differing qualities gathering, correspondence,
differences evaluation, and worker preparing.
Diversity committee/team deployment
The company requires a diversity committee. For the most part, a team is time and assignment
particular, finishing with a report of the discoveries arranged for management. The diversity
committee is an indispensable business accomplice in the improvement, usage, observing, and
audit of the activity design. Setting up a diversity committee is a chance to specifically include
representatives who frequently are the organization's "diversity champions." Many components
should be considered while choosing board of trustees’ individuals and deciding the council's
objectives.
Building Up liability
Building responsibility into the association's diversity endeavors starts with an unmistakable
articulation from the CEO expressing his/her desires and results for the diversity system. A
business pioneer that sets models and shows others how it’s done in authoritative and individual
activities exhibits sense of duty regarding workers, providers, and clients about the significance
of diversified thoughts, conclusions, information, and abilities. Despite the fact that making
diversified business progress is the obligation of all representatives, long haul maintainability is
accomplished by considering management responsible for incorporating diversity inside all
business capacities, and by assessing managers in light of their capacity to accomplish diversity
objectives.
Deployment of action plan for organizational transformation
Correspond the action plan
The segments of a company's diversity activity design will differ contingently upon corporate key
objectives, company growth, time for council work, and human and financial assets. One of the
key segments for progress is speaking with employees all through the Managing Diversity for

21. Success procedure to convey an unmistakable message: Managing Diversity for Success is a
continuous procedure, not a one-time and short program. The objective is to realize genuine
authoritative change to profit the business, workers, providers, and clients. As the business
moves to the execution of the diversity activity design, duty regarding Managing Diversity for
Success is moving from a top-down to round approach that includes all business capacities and
hierarchical levels. The procedure uses the diversity learning, considering, and ability of
representatives and group unions to meet business diversity objectives. Know that the company
is currently possibly uncovered for its weaknesses; the time has come to change its root cause. If
on the off chance that senior management, advisory boards, and executives do not reflect the
diversity of society, change is required, or rapidly employees and general society will realize that
there is no dedication or activity for genuine authoritative change.
Accomplishment of initial diversity assessment
Since the employees are educated about the Managing Diversity for Success, the time has come
to direct a hypothetical diversity evaluation. The diversity evaluation results will give
understanding into the view of representatives identifying with the work environment condition,
management's commitment to making a congruous and beneficial work environment, and
employee working connections. Including all employees in the diversity appraisal gives data
about the association in general and its representative gatherings, i.e., position, age, sex, years
of administration, race, and sexual introduction, and so on. The diversity evaluation comes about
give a benchmark of data to quantify future advance. Using the diversity appraisal results to
design future activities guarantees the company's diversity endeavors are created in light of a
strong establishment of data.
Locating diversity business objectives
Accomplishing diversity implies a move from anon-various business (workforce, providers, items,
clients) to one that represents the statistic attributes of the populace inside all capacities and
authoritative levels. Accomplishing diversity expects management to set particular, quantifiable,
achievable, and reasonable objectives in light of business needs and by choosing key ranges
where diversity can help advance the business.
Furnishing training and development toemployee
Reminders and group talks plainly express that accomplishing diversity is the duty of all
employees. Prospects for diversity training must be given to employees to additionally build up
their comprehension of diversity and to take in the vital aptitudes to accomplish diversity
business objectives. Great diversity training gives employees the abilities that they can use to
manage work environment diversity, its suggestions, and impacts. Start with mindfulness
working to guarantee that all employees comprehend the business and moral purposes behind
actualizing a diversity technique. A second stage diversity program should additionally build up
employees’ aptitudes and information to add to business accomplishment genuinely.

22. 4. Analyzing the diversity strategy:
To reiterate, Managing Diversity for Success is a progressing procedure, not a program. The
objective for Managing Diversity for Success is to build up diversity as a hierarchical and business
esteem. To make Managing Diversity for Progress, it is basic that management assesses every
segment of the diversity procedure to decide triumphs, mishaps, and new open doors keeping in
mind the end goal to amend the diversity system. Conveying the results and future objectives of
the diversity methodology ought to be extended past worker gatherings to incorporate extra
partners and general society. The motivation behind the correspondence system now is to
discuss business objectives and accomplishments identifying with the diversity methodology for
Managing Diversity for Success.The objective is to be perceived by employees, providers, clients,
and people in general as a comprehensive association that places a high incentive on diversity
that is reflected in the business items and services.
Others organizations canlearn lessonfrom Denny's experience from the financialbenefits results
from diversity. Diversity can bring back an organization in the event that it is oversee in the right
way. The acknowledgment to esteem employees is imperative in this perception since they can
feel that they are making a decent performance concerning and they have been remunerated for
it. Enabling employees to be more required in the organization choice additionally help sincethey
feel we a sort of duty. Organizations can likewise take in the significance of minority in their
divisions along these lines employees can see them self-working in this position and they put
more effort to their occupation. From Denny's, organizations can likewise take in the significance
to have a right execution evaluation framework where representatives feel they are not been
separate for been the minority but rather compensate it on the off chance that they have a
decent execution. Organizations likewise can figure out how to training and development can
help employees to have asuperior execution. Set diversity objectives and have an activity design.
Some positions of authority can be taken after which are recommended by Denny's, these are:
 Success will be a matter of fact if passion for efficiency is the driving factor.
 Believe in the ‘Customer is King’ - theory.
 Continuously endeavor to go beyond expectations.
 Consciousness of qualities and shortcomings and avoid reluctance to request for
guidance.
 The outcomes are far more prominent when extraordinary personalities work together
to achieve a shared objective. Teamwork is a remarkable approach to assemble
connections and trust
 Encircle yourself with individuals who speak to various social foundations, experience
and considering. It's a basic piece of development as a pioneer.
 Be a good listener and give positive but real feedback.

23.  Identify a mentor, be a mentor and encourage others to mentor. It is a great way to pay
it forward.
 Be enthusiastic, eager and willing to give back to the community.
Objectives 3: IMPACT OF Diversity on the company’s performance
 After Hood Philips advice Danny’s started to make new strategy for improving his business
policy. first step use to evaluate his company’s performance appraisal then he starts to
give incentive to the employee for adding value for company like recruit good employee
improve service so that customer get well service from restaurant. So that company
intuited a process that can evaluated ten core competencies. For companies turnover a
magazine called fortune magazine named advantica for best company in America for
minorities in two years. advertica also change a lot in supplier diversity now company
spending more than $100 million for minority supplier which goes 17 percent of the
companies supplier punches. Denies sales division was very aggressive and rise it day by
day so that he felt very happy for his business. It’s all happened because of fancying with
Africa -America in 1993. For increasing sales manager was trying to increase recruitment
and retain minority franchises. Day by day franchises is increasing in America suddenly it
jumped to sixty four and minority own 42 percent of the company’s franchised
restaurants.
 Denny’s took very elaborate approach to change his business policy. Put his systems and
incentives in place that keep diversity to of mind at all times. Without uppers top
management support he couldn’t change all those think and couldn’t be good company
so he’s upper top level management help him to turn over his business and make it
possible to become a successful business in America.
 Now a Days Denny’s lunch a official website www.dennys.com for customers where
customer can get food, they also can see the location where Denny’s shop located. They
can have order and delivery systemon it. They added Ecommerce systemhere people can
buy their product from website. Their management also recruit new employee for
maintaining website. They have their own team those who always check the order from
websites and delivery team delivery the food to the customers place. Recently they also
lunch a APPS. Denny’s Apps helps customer to find the location buy using their mobile
apps. They can also communicate the shop by apps they can order food by chat. So
Denny’s making easier for customer so that without nearby store customer can get their
product so quickly.

24. Conclusion:
To change the world and commercial centers the mostly impression is workforce diversity.
Diversity at work group in a restaurant or food chain conveys high value to the organization.
Diversity management benefits organizations like Denny's, by making focused edge and
expanding working efficiency. Efficient supervisors know that precise abilities are essential for
making a fruitful diverse workforce in Denny's. Distinctive changes have more positive effects
on Denny's workforce. These progressions bring from diversity management. These
progressions should stay under non-segregating condition for diversity management. Denny's
adopted an extremely reflective strategy to changing the substance of the organization, setting
up frameworks and motivators that keep diversity top of their brain consistently. What's more,
Denny's did not consign diversity issues to the sole domain of HR. Diversity shares the stage
similarly with different divisions of the organization, and adequate assets are committed to
diversity issues and interests keeping in mind the end goal to keep up the positive energy
picked up over the most recent consecutive times. Presently Denny's food network made a
phenomenal turnaround having 5% market share in the US market. They require more
enhancements for training and maintaining the diversity in certain limit. Denny's is the favorite
name in the family dining classification, giving exemplary American sound and warm, grasping
service at a reasonable cost.

25. Recommendation
1) Presenting inventive and latest fast food products: To contend with a portion of the new
top competitors like Panera Bread and McDonalds, Denny's should offer some quick
sustenance’s to hold their clients.
2) New and unusual diversity trainings: The Company needs to dispatch greater diversity
training as a piece of new-employ training programs or advanced training program for
restaurant manager. Diversity instruction projects can help employees to perceive biases
and social suppositions as far as they could tell. These trainings can likewise show
management’s successful intercultural correspondence.
3) Keeping up certain level limits on diversity: Despite the fact that Denny's diversity has
been particularly fulfilling, they ought to likewise do background verifications on the
employees for any past offenses or criminal records.
4) Practicing Human Resource Management Not Personnel Management: They have to
rehearse human resource management not personnel administration. Start of Denny's
adventure was practicing personnel management. That is the reason they were
discriminating about minorities and racism.
5) New and Innovating Assessment Systems: Denny’s must appraise employee
performance from time to time to keep track for performance appraisals.
6) Generating extensive recruiting support: Denny’s recruiting areas should be broad and
universal to progress on diversity.
7) Managing the ground of Diversity: As we are aware of that diversity is very effective
however anything overabundance is unpleasant. Subsequently, it should remain inside a
specific limit of diversity. On the off chance, that if they make diversity in every aspect
that might affect rather negatively.

26. Reference
1. Workforce Diversity: A Key to Improve Productivity - Ankita Saxena
2. https://blog.jobactive.gov.au/8-tips-hiring-people-disability
3. https://www.google.com/finance?q=NYSE:DIN&ei=cmdbWekH1da6BMf6nLgD
4. https://www.thebalance.com/history-of-restaurants-part-3-2888657
5. https://www.linkedin.com/company-beta/13366/
6. https://en.wikipedia.org/wiki/Denny%27s