organizational reflection and integration
TRANSCRIPT
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McDonalds Corporation | 1
Organizational Reflection and Integration at
McDonalds Corporation
1. Introduction
Beginning with Burgers in 1954, McDonalds corporation is one of biggest
chain of fast food restaurants with its specialty of hamburger, operating in
more than 58 (fifty eight) Million customer on daily basis (Mieth, H. 1999:3).
Today, McDonald has more than 32,000 branches in more than 117 countries
with more than 1.7 million of employees serving about sixty (60) millionpeople (McDonald, 2011). With its unique symbol of the golden arches
McDonalds operates through franchisee selected through very tough training
procedure. Further, commencement of business in foreign environment,
corporation has to focus on multiple dimension both in introducing its
products and services and engages people to work for them.
2. Organizational Reflection: Recruitment, Selection and Retention
Modals Employed at McDonalds
One of the major of reasons of such an enormous growth of McDonalds is that
it has attracted reliable and competent people in every country. In its
recruiting and selection process, McDonalds primarily focuses on engaging
people with customer skills. Above all, with reliability and competency,
McDonalds need peoples who could be friendly and accommodating with the
customers in almost every situation.
i. Critical Evaluation of Employee Hired at McDonalds
In general practise, peoples at McDonalds are hired at probationary basis
whereby it is evaluated and accessed whether the person engaged is best
fit to represent the brand value of McDonalds at all levels. Further, it is
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assessed whether such person would be able to work with other
employees as a cohort.
For managerial post, McDonalds employs different evaluation processes.
The foremost consideration of McDonalds while employing a person as
store managers comprise skills of leadership, appropriate work
expectations, and the ability to manage to fast paced environment of the
store. Once such managerial applicant is passed through such critical
screening and testing process, he or she is offered to work for a trial
period of two (2) week generally. During this time period, both the
corporation and the recruited have ample opportunity to see whether they
are appropriate fit for each other. This is usually done when McDonalds
begins its operation in a new country, thereafter, it keeps an ongoing
process of selecting assisting managers to prepare them as future
managers and internal promotion based on their respective performance.
ii. Legal, Regulatory and Ethical Consideration
While operating across the globe, McDonalds has to face different and
sometime quite difficult legal and regulatory regimes. Human resource
management sector of McDonalds thus, adapts its menus and services
according to the given legal, regulatory, political, cultural and economic
arena. For instance, in much of the Middle Eastern economies, McDonaldshas to comply with legal as well as ethical consideration of unique halls to
eating for men and women. Before commencement of its operation in a
country, McDonalds is reported to have conducted in depth surveys
through its human resource department. This gives them idea how to
handle the legal provisions and ethical consideration of a specific country.
Further, legal norms of employment and all relevant factors are carefully
studied and reported so as to handle any absurdity in future. Furthermore,
corporate regulatory regime of the country is specifically studied and
approvals are sought for operation. Once the aforesaid studies are
complete and relevant approvals are confirmed in a new country,McDonalds looks for employment process (Dash & Aswathappa 2008:192).
3. The Process of Building Winning Teams through Integration at
McDonalds
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Once recruitment process is done, and restaurant is adequately staffed,
McDonald engages its employees in certain training courses to ensure the
consistency in its level of service and quality across the globe.
i. Evaluation of Knowledge, Skill and Experience of Employees
Based on critical evaluation of knowledge, skill and experience of
employees, especially the trained staff, McDonalds develops training
centers both from the trained employees and trainers engaged in leader
and success management. Usually, such trainings are managed for higher
hierarchy of employees like managers who are enabled further to conduct
training of other employees at McDonalds (Dash & Aswathappa
2008:192). This way McDonalds also reaps the benefits of cost advantage
in production, marketing and research and development activities overall.
ii. Source of Motivation for Employees
The regional managers at McDonalds are endowed with a duty to select
employees on trial basis for several trainings. These trainings are based
on management style books and are aimed to equip the employees with
less theory and more practical exposure in the workplace. Thismethodology assumes that employees shall be getting a real time
experience, for instance, dealing with live stock control, managing
people, health and safety, payroll, staff training, human resource
management and so on (Roodhouse & Mumford, 2010:164). This way
McDonald provides a worthy foundation edge for learners and further
motivate them to pursue higher knowledge and expertise in their field of
interests, while keeping their relation with the corporation intact.
Other source of motivation of McDonalds employee includes:
a) In most of the countries, McDonalds provides for the provisions
relating to health insurance which include:
Medical
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Vision supplement plan Dental Flexible spending accounts Short and long term disability Employee and dependent life insurance Accidental death & dismemberment (AD&D) Travel and business travel accident insurance
b) As to Pay and Rewards McDonalds system basic compensations
as well as recognition awards for outstanding performance, these
include:
Base pay Incentive pay Company car program Recognition programs
c) Another lucrative feature of McDonalds Corporation is
investment in future of the employees through:
Profit Sharing and Savings Plan MCDirect Shares Mc$ave Credit union Financial planning services
d) Last but not the least McDonalds help to balance the work and
life of its people through:
Vacation Holidays Anniversary Splash Sabbatical program Summer Hours Leave of absence Alternative Work Approach Adoption assistance Child care discount Educational assistance Matching gifts program Employee Resource Connection Auto and home insurance group discount program International Fitness Club Network Beyond Work Internet discount program
Though McDonalds constantly pursue to expand the areas of its benefits
and its valuable compelling packages, however, currently these benefit
policies are for U.S. staff employee only. (McDonalds, Employee Benefits
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2011).
4. Organizations Current Situation- Leadership Perspectives at
McDonalds
Through its research and development mechanism, McDonalds constantly
applies best practices in leader development and talent management in its
borderless business. McDonald keeps on revising its leader programs and
trainings related thereof. These include expanding participants mindset
from local to regional to global, enhancing participants ability to maximize
business performance through strengthening financial acumen and
enhancing participants innovative out of boss thinking (Harkins, et al.
2006: 162).
i. Leadership Management at McDonalds
The Global Leadership at McDonalds Program (LAMP) is a specifically
designed program for development of new leadership for the future. From
organization perspective of McDonalds Corporation the LAMP program
aims to:
a. Building deeper benchmarks for key managerial and executive
positions.
b. Shortening the ramp-up time required for newly promoted
officers and getting quicker business results.
c. Becoming more effective at develop and retaining top talent,
and
d. Continuing to improve the diversity profile at the officer level
(Harkins, et al. 2006: 162).
This integrated acceleration of leadership management improves
performance of employees and overall business results by:
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Enhance participants knowledge at management.
Providing deeper insights to the leaders to further development their
abilities themselves.
Development of strong peering among leaders across the globe and
robust exchange of ideas.
Summarily, these work-based learning activities help the participants to
have best support from tutors and mentors, from peer network, and from
administration and other facilities specifically designed to understand and
employ work-based learning methodologies and certain levels of
commitments.
ii. Communication and Delegation of Objectives within the Team
and Role of Team Leader
One of most critical factor for the success of an organization is the
effective ways of communication of necessary information. McDonalds
team and role of the team leader are integrated system of development to
utilize potential talent as the most appropriate. LAMP program is not just
meant to develop leadership at individual level, but it also provides the
most suitable platform to development the capabilities as team leader torun the teams members as well.
The corporate leadership strategy through LAMP also enables the
managers to communicate and delegate their objectives better in the
given set up. Communication at managerial level involves giving
instructions, sending and receiving messages and responses respectively.
Unlike other employees managers spend most of their time to control and
management through effective communication (Achua, FC & Lussier, RN
2010:195).
iii. Methods to Develop Leadership and Empowerment of Team
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At McDonald, production and services are correlative with the team effort.
In such a scheme employer can not often judge output of a particular
employer. So McDonalds employ Team Leader formula to assess the
output each employee and evaluate their performance through interaction
with customers. For instance, employees who provide personal services,
such as, burger deliveries etc are better judged by customer as to theirtimelines and quality of services and interaction.
5. Analysis and Assessment of Employees Performance through Change
Management
i. Objective-setting Techniques at McDonalds
Being a symbol of American system, the history of McDonalds witnessed
many interesting ups and downs. Though, American culture has its own
unique glamour, however, in many parts of the world it is not likely to be
accepted as elsewhere. There is most pertinent example worth
mentioning:
a. In France, McDonald much hostility when in 1999 a mob literally
dismantled nearly half constructed McDonalds to prevent it fromundermining the local production with a semiotic theme and
McDonalds symbolic perspectives.
b. In Arab and Muslim countries which form about __percentage of
the world population McDonald was not apparently acceptable unless,
the religious factor of Halal Meat was catered for.
c. India, one of the biggest market in the world was another bigchallenge to McDonald because of dietary preference in Hindu and
Muslim cultures. As Hindus do not eat any kind of meat which is an
essential part of hamburger of McDonalds. To keep in view cultural
preferences of such a country, the management of McDonald
introduced modified menus to cater to the preference of consumers.
Thus, in India, McDonalds introduced Vegetarian as well as Non-
vegetarian menus.
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Thus keeping in line with the basic aim of becoming the worlds largest
chain of fast food restaurants, McDonalds kept on devising suitable
strategies and objective settings suitable to other national needs as well.
For this purpose keeping reliability of its quality, brand name, quality ofservice, McDonald introduced much affordable prices from country to
country (Paul, J. 367). Further, to capture more and more of the local
market, research and development network of McDonald kept on
introduction innovative product with effective promotional campaigns. In
this way, McDonald also keeps on innovative variations in its menu.
ii. Quality of Performance of Employees
It is often proclaimed that people at McDonalds are the key source of
difference. More than 1.6 million employees across the globe, both at
McDonalds and its Franchisee are thought to be the brand ambassador of
McDonalds. Therefore, McDonald focuses on three key areas in relation to
its employees:
a. Dignity and inclusion,
b. EVP: Employee Value Proposition, and
c. Talent Management overall.
This approach of employees priority can be reflected as:
Appendix (I)
This strategic human resource management at McDonalds has paved its
ways into future with sustained growth.
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iii. Procedures Employed to Deal with Performance Issues through
Change Management
McDonald has show a commitment to inclusion of its people incorporating
their diversity at all levels in comparison to other organization dealing in
fast food chains. One of the most significant segment of handling with the
problem at the end of staff, most pertinently, the performance issues,
McDonalds put the problems in writing and set target timelines to cope
with them, ultimately closing with disciplinary actions. However, to handle
like this, the more important part to devise appropriate mechanism to
diagnose poor performance, as it may to unwanted results.
One of the basic procedures of dealing with performance issues at
McDonalds is customer has to follow are known as McRuels. These
McRules are 43, but some of the most important rules are reproduced
herein under for general consideration:
a. Don't confuse franchises! We don't Biggie size; we don't have
onion rings or nachos, and no...You may not "Have it your way."
b. If you ordered a burger without pickles and they somehowended up there anyway... just pick them off because that's all I'm
going to do when you bring it back to me to "fix it."
c. Don't come into the lobby two minutes before we close. Chances
are I've already cleaned, and it will only cause me to do unspeakable
things to your (already stale) food.
d. Don't scream at me if I ask you to repeat your order... we'retalking about cheeseburgers, not missiles... so calm down!
e. Does this look like Toys-R-Us? Who cares if your kid's got 10 of
the same toy already? That's telling me you don't feed them at home
enough!
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f. When I hand you your food and say "Have a nice day," you
better respond with a smile, a "Thanks, you too," or at least
acknowledge my existence. Its called being polite people
Thus, apart from taking the corrective or expulsion measures, McDonalds
firstly tries to confront with the marginal performance of its employees by
introducing certain rule for the customers as well which may include:
a. Family difficulties or personal troubles as well as issues as
workplace.
b. Workers may be under unreasonable pressures or harassment
by coworkers.
c. Other sensitive issue which may be quite personal to an
employee, especially, at workplace.
d. Workers may be suffering from certain mental illness, curable,with general administration, for instance, psychological distress.
Therefore, very basic reason for this is that McDonald takes its employees
not just worker bees but as its assets and future investment. Thus to avoid
and eradicate the poor performing employees McDonald first focuses onto
resolve the issues which are hindering the efficiency of a worker.
6. Conclusion
According to Rensi, Ed, former president of McDonalds USA McDonalds is
built on a chassis of growth opportunities, business opportunities, systems,
trust, and yes, fun (Genn, A. & Facella, P 2009:ix) In the year 2009,
McDonald also introduced the concept of Global Best of Green a catalogue
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providing best environmental practices from across the McDonald System, as
a source of innovation and sustainability of supply chains. The enormous
accomplishments of McDonalds around the globe are mainly attributed to its
ability to harmonize and fascinate the local business culture (Yu, L 52).
Today, McDonald is in every big city across the globe. However, McDonald is
not only a global fast food chain but also the corporation operates andsupports many charitable causes (Mieth, H. 1993:12). However, it is
suggested that every product, customer, and brand all around the world have
their life cycle and there is a cut throat competition in the market. Keeping in
view these contention McDonalds must keep on pursuing unique sets of
performance measures (Ward, K 2004:321) and contemporary business
environment. In these given set of variable, employee performance measures
should be reviewed constantly and modified accordingly.
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