Discuss about the Employee Commitment to Corporate Globalization.
Human resource practices are mainly related to the means by which the human resource personnel of the organizations can develop leadership of the employees. This process takes place with the help of developing motivational programs and extensive training related programs. The functions related to human resources of an organization are different from the various HR practices. The HR practices in an organization are partly conceptual and the partly the implementation of HR strategies. The concept of best practices refers to the HR systems which have the greatest impact on the employees and the organizations (Yamao and Sekiguchi 2015).
The report will be based on the analysis of the different HR practices of an organization and the effects of these practices on the employee engagement related factors.
McDonald’s is fast food company of the American origin which was founded in the 1940 in the form of a restaurant and was operated by Maurice and Richard McDonald in California, United States. The headquarters of the organization is located in Oak Brook, Illinois, United States. McDonalds has its operations in more than 100 countries in the world with an employee strength of 3,75,000 in all the branches of the organization (Mcdonalds.com. 2018).
The vision statement of McDonalds is related to becoming a progressive and modern burger company which is known for delivering a contemporary type of customer experience. The company is focussed towards delivering food that great taste and high quality to the customers and provide them with world-class experience that makes them feel valued and welcome (Armstrong and Taylor 2014).
The mission statement of McDonalds is to become the favourite place of the customers and provide them with a specific way to eat and drink. The company is also dedicated to become a great place for the employees to work. The organization further aims at building a positive and strong presence in the community to deliver, service, quality, cleanliness and value the customers as well.
McDonalds has become a symbol of globalisation within a short span of time and the term that has been given to this huge growth of the company is “McDonaldization” of the entire society. McDonalds has been able to create its own position in the various countries with the help of its innovative offerings according to the taste of the various customers. The major products that are sold by McDonalds include, hamburgers, various types of chicken burgers, soft drinks, French fries, breakfast related items, desserts. McDonalds also offers vegetarian items, salads and dishes that are able to represent the local culture (Albrecht et al. 2015).
McDonalds depicts a divisional type of organizational structure where each of the divisions are responsible for handling a specific area of operations. The different characteristics of the organizational structure of McDonalds are, global hierarchy, performance-based divisions and function-based groups.
McDonalds has become the largest family owned restaurant in the world and main vision of the organization is to provide the best experience that can be provided to the customers. The company has aimed at making the workplace suitable and enjoyable for the employees by providing them with suitable benefits and rewards that suit their needs and lifestyle (Brewster 2017). The employees who work in McDonalds become a part of the greatest global brand and they also try to develop the organization constantly which can offer the environment of equality, flexibility, opportunity and diversity. McDonalds has been offering the most diverse work culture among the various organizations that are operating in UK and USA. The policy named Hire the Smile is followed by McDonalds to hire the employees, which helps the organization to create positive approach and nurture the workforce (Ma et al. 2017).
The fast food related industry provides many people with their first job opportunity and McDonalds has become one of the biggest industries in this sector. The company has employees around 56,000 people in around 730 outlets. The suburban outlets of McDonalds in the various regions of Australia, Europe, Asia and North America employ around 50 to 60 workers. The operate for 24 hours in a day and seven days in a week. The age of around 70% of the managers of various outlets was between 18 and 25. The company consists of a small majority of female workers in its various outlets. The key trends related to Taylorism and Fordism are implemented by McDonalds (Shields et al. 2015).
The major factor that has contributed to the huge success of McDonalds in the fast food industry is motivation that is provided to the employees. The company serves more than 60 million customers in 119 countries in the world. the Taylor’s Scientific Management theory has been used by McDonalds to motivate the employees. The employees are also provided with competitive wages which is a major part of the payment policy of McDonalds. The Maslow’s Hierarchy of Needs Theory is also used by McDonalds to deliver the needs of the employees of the organization in an effective manner. The various needs of the customers are related to physiological needs, safety related needs, belonging and love needs, self-esteem needs and the needs of self-actualisation (Reiche et al. 2016).
Employee engagement can be defined as the energy and the commitment that the employees bring to the jobs that are being performed by them. This is an indicator of the dedication and the involvement of the employees in the organization. The engaged employees are much more productive and loyal to the company (Chahal, Jyoti and Rani 2016).
McDonalds has been known in the industry for its employee engagement related activities and has further received many awards and recognition. The employees are considered to be the best ambassadors of the organizations in the industry. They become the face of the brand and organization needs to empower them to build their pride and foster feelings related to empowerment and appreciation. Employee engagement related activities have always been on the top of the mind of the top management of McDonalds. The management also has to face the question related to the ways of appealing to a wide range of employees who work in the organization. The process of employee motivation has been built in the DNA of fast food giants like McDonalds (Nasurdin, Ahmad and Ling 2015). The company has vested a lot of interest in the engagement related activities of the employees. McDonalds is known in the industry for encouraging team and collaboration so that the success of the restaurant can be ensured. The rewards and recognition related schemes that have been implemented by McDonalds like providing bonus to the employees every year based on scores that are given by the mystery shoppers and providing quarterly bonuses to the restaurant managers (Jackson, Schuler and Jiang 2014).
The motivation scheme portfolio of McDonalds consists of the following factors,
The various employee engagement related initiatives that have been taken by McDonalds are as follows,
|
Initiative to be taken |
Proposed step to be taken |
Expected impact of the initiative |
|
Providing incentives based on the performance of employees. |
Feedback system of the stores needs to be improved. |
The motivation levels of the employees increases and try to perform better. |
|
Taking the inputs of employees in various decisions of organizations. |
The managers need to hold meetings with the various employees at regular time intervals to take their opinions. |
The employees feel that they are a major part of the operations of an organization. |
Conclusion
The report can be concluded by stating that the human resource managers play an important role in the various organizations belonging to different sectors. McDonalds has also taken special care of the human resource activities that are related to the employee engagement in the organization. The HR strategy is also formed in such a manner so that employees can be motivated to provide their best performances. The recommendations are based on the other initiatives that can be taken by the management to increase employee engagement in the organization further increasing the revenues.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Chahal, H., Jyoti, J. and Rani, A., 2016. The effect of perceived high-performance human resource practices on business performance: Role of organizational learning. Global Business Review, 17(3_suppl), pp.107S-132S.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and Performance, 3(2), pp.139-163.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Ma, Z., Long, L., Zhang, Y., Zhang, J. and Lam, C.K., 2017. Why do high-performance human resource practices matter for team creativity? The mediating role of collective efficacy and knowledge sharing. Asia Pacific Journal of Management, 34(3), pp.565-586.
Mcdonalds.com. (2018). McDonald’s: Burgers, Fries & More. Quality Ingredients.. [online] Available at: https://www.mcdonalds.com/us/en-us.html [Accessed 13 Apr. 2018].
Nasurdin, A.M., Ahmad, N.H. and Ling, T.C., 2015, January. High performance human resource practices, identification with organizational values and goals, and service-oriented organizational citizenship behavior: A review of literature and proposed model. In SHS Web of Conferences (Vol. 18). EDP Sciences.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Yamao, S. and Sekiguchi, T., 2015. Employee commitment to corporate globalization: The role of English language proficiency and human resource practices. Journal of World Business, 50(1), pp.168-179.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download