Astudent who worked for chipotle stated: “i love the chipotle standard that what's best for the people (employees) is best for the company and vice versa, so i always strive to do my best.” it sounds simple, but in reality, that is a difficult culture to enact. why do you suppose that it isn't common in most organizations? what is difficult about the implementation of such a policy? does everyone have the same definition of "doing your best"? will slackers perceive their best in a different light? can you count on most managers to model the appropriate behavior? who supervises the managers, and how are they held accountable, not only for product, but for cultural expectations?

Chipotle, a company from the fast-food sector and the hospitality and tourism industry, has been known for instilling a people culture within their organization. Unlike many, and most, fast-food chains, Chipotle has sought to change the way that this business is managed, seeking to give the best to their customers, but also create a really good environment for employees, because they firmly believe that happy workers will always strive to do their best for the company, which in the end will benefit the company. Almost like a feeding circle.

1. The culture and environment that Chipotle has managed to generate is not common in most such businesses, and in other industries, because, in my opinion, there is too much of a focus on gain, and most leaders in companies forget that a happy worker is loyal and hard-working. However, it is also true that there are people who will abuse the benefits of a company who focuses too much on their workers. So, many leaders prefer to focus on a middle ground, or simply focus on goal-obtaining. You either meet the goals of the company, or you are out of a job.

2. The difficulty of such a policy is that not all leaders are capable of carrying it out, or misunderstand how this works. Also, there are workers who definitely affect the environment as they abuse the benefits given.

3. Since not everyone undersands the meaning og "doing your best" in the same way, there are some who abuse the willingness of others to "do their best" and they will only do marginally what they need to do to meet standards, literally transporting themselves on the backs of those who do their best.

4. A people culture in a company always has its risks, and one is the slackers, or those who will let the others do the hard part, and they will just tag along. Although I believe in people culture, I also believe that there must be limitations and standards to be followed, and expectations to be met. So I believe mostly in the middle ground, so that slackers will not be much of an issue, and still people will be happy to work for a company.

5. The general problem with management is that they have been drilled with the idea of profit, gaining and results. So they tend to seek those in pushing their people, even sometimes abusing them. What they do not see is that a happy worker gives, in general, more, and thus helps goals to be met faster than those who work forced, and without benefits. I think it is a CEO´s responsibility to establish a system where supervision comes from both results, and from the perception of how workers feel about their leaders. But it is the responsibility of this one person to ensure that things work out. Maybe with a team of people to help him/her out in meeting the goals.

given all the practice it takes to become proficient at writing up ncoer's, , awards, and conselings as well as learning how to become a well rounded   leader , and managing different types of people

the answer is:

c. economic output