“面向团队”的文化为组织的员工提供了自由，他们可以在组织的文化中灵活地容纳他们。组织内部的灵活性是通过各种方式来维护的，比如团队郊游，这使得团队成员能够灵活地进行这些活动，团队成员可以很容易地分享他们对组织的看法。灵活性也提供给在组织中工作的员工，这样员工就可以照顾他们的家人。特定的组织文化确保为组织工作的员工是快乐的。只有这样，他们才能让顾客满意(Ostroff & Schulte,2014)。
为食品服务组织工作的员工，例如为Zappos工作的员工，如果他们在这种特定的组织文化下工作，就会获得自主权。因此，员工应该利用这种自主权来处理客户。在为员工提供自主权的组织中，人们看到了顾客更喜欢他们。客户也更喜欢员工使用个人的方式来处理客户，以及员工采用的直接的方式(Bedarkar et al .，2016)。因此，在这样的情况下，食品服务组织可以在他们的团队员工的帮助下支持文化。
The “team oriented” culture provides the employees of the organization with freedom and they could flexibly accommodate them within the culture of the organization. The flexibility within the organization is maintained through various ways, such as team outings, which allowed the flexibility and through these outings, the team members could easily share their viewpoints about what they think about the organization. Flexibility is also provided to the employees working in the organization so that the employees could take care of their families. The particular organizational culture makes sure that the employees working for the organization are happy. Only then they could make their customers happy (Ostroff & Schulte, 2014).
The employees working for the food service organization, such as the employees working for the Zappos, would be provided with autonomy if they work under this particular organizational culture. The employees, therefore, should use this autonomy to deal with the customers. In organizations, where autonomy is provided to the employees, it has been seen that the customers prefer them. The customers also prefer the employees to use the personal way of handling the customers, and the straightforward way that is adopted by the employees (Bedarkar et al., 2016). Thus, in this way, the food service organization could support the culture with the help of their team-oriented employees.