Discuss about the Mission and Vision of McDonald’s.
With the changes taking place in the world, new challenges and issues are coming inform of companies and organizations who are dealing in global world. At present time, there is a requirement of skilled and knowledgeable leaders who have the ability to guide and motivate the employees to bring new achievements in the organization. The focus of McDonald’s is to hire such leaders in their organisation to reach to new heights. There is not only the need of leaders but also to develop leaders in their own organization who can manage the staff and customers.
The mission and vision of McDonald’s is to deliver the value of the company to every customer who visits the McDonald’s restaurant. In order to achieve this, the company is trying hard and making new strategies and effective leadership styles to have competitive advantage in the industry. It is a company who believes in offering good career plans and opportunities to its employees. For this, they try to retain them by providing satisfactory salary and other facilities (Datta, Guthrie, & Wright, 2005).
The motive of this report is to deliver the theories and approaches of the leadership that can help the company like McDonald’s to gain their goals and objectives. There are various types of recognition schemes that are used by this company and to create future leaders. The aim is to develop and implement these theories on McDonald’s leaders. It is the fact that the food and beverage industry is facing many challenges due to competition in the mare like pizza hut, dominos, KFC, etc. (Collins, & Smith, 2006).
It is one of the relevant schemes for every organization. Recognition schemes helps in retention of the employees as it guides how to retain the most efficient and effective employees in the company. It is a great relief to the companies whose turnover is very high. It deducts the percentage of turnover. McDonald’s thinks that the strategies are not that effective to retain the employees for a longer period of time so they want to change their recognition schemes as they are facing failures in managing their human asset and employees. There is more chance to lose the talented employees from the company when the recognition schemes are not applied carefully. The benefits of this scheme are reduction in the turnover of the employees, attachment of superior and subordinates, neglect of the minor issues, recruitment cost deduct, effective team members, customers service improved, hiring of talented individuals in the organization, etc. (Schuler, & Jackson, 2005)
The culture of McDonald does believe that future growth can take place through showing path of growth and opportunities to the team members. It can help them to motivate and take initiative in the organization. McDonald’s is introducing new policies for diversification and also provide respect to all the cultures. But in earlier times, the policies were not that attractive and the employees remained unsatisfied that resulted in higher rate of turnovers. The leaders can be created through respect, learning, knowledge, participation, and sharing process. All the above written activities help the McDonald’s in creating future leaders and provide those ways to showcase their skills (Becker, & Huselid, 2006).
It is observed that McDonald’s is an organization which is quite dedicated in identification of the employees who are capable to be a leader and they train them accordingly. These employees are trained so that they can become future leaders. McDonald’s tries to bring the trust, good relations, and belief between the employees and leaders. McDonald’s offers training and development programs, coaching, education, workshops, seminars, and illustrate them about the famous leaders. In this way they broaden the thinking of eth employees. The trainings include internal and external trainings whereby the knowledge related to intercultural, leadership values, etc. are delivered. There are also online mentoring programs to provide leaning to the employees. A fact about the McDonald’s restaurant that is revealed during this study is that it has 25 % women and minority employees working. This shows the diversification and its importance to McDonald’s (Dowling, 2008).
McDonald’s is quite successful in implementation and planning of the strategies and schemes to develop the leaders. The aim is also to promote motivation and employee engagement. In order to develop the future leaders, the company tries to boost the performance of employees. There are many reward scheme and programs provided by McDonald’s to achieve the motivation of the employees (Bartunek, Rynes, & Ireland, 2006).
It is one of the smartest organizations that understand the value of recognition scheme as it helps in achieving the trust and contribution of the employees. Timely, they provide rewards and recognitions to the employees to have outstanding performance and satisfied workforce. Recognition scheme is quite good for McDonald’s but many times it pressurize the managers to evaluate and analyze the performance of the employees every month. This is very time taking and expensive source of recognition of employee performance (Lengnick-Hall, Lengnick-Hall, Andrade, & Drake, 2009).
McDonald’s restaurant is doing well as the competent and core advantage is good enough as compared to other food chains. From the extracted at and research, it is found that the company is planning to expand the business operations in the new markets so that the sales can increase. The leaders of McDonald’s restaurant are competent and skilled enough to handle the employees. They are also capable of satisfying the needs of customers (Jiang, Lepak, Hu, & Baer, 2012).
In McDonald’s, the recognition scheme had been taken place in the year 2013 and there are many changes that have taken place.
McDonald’s motivation and recognition scheme
With the help of these recognition schemes, McDonald’s has become successful is retention of the employees for a longer period of time. These recognition schemes also give stress and issues to the managers like time consumption of the managers in maintaining record of the employee’s performance, issue cell, etc. but at the end of process, McDonald’s will enjoy the benefits through recognition schemes (Ghoshal, 2005).
Maslow theory of needs
The theory of needs suggested by Maslow discuss about the needs and requirement of an employee or a human being. The fulfillment of such needs leads to satisfaction of the employees that are classified into five stages. This theory states that these five stages are the major factors of satisfaction and motivation of a human being. The starting of this need theory is from the basic needs (Allen, Bryant, & Vardaman, 2010). So the five stages are
Physiological needs
The basic needs without which a human being is unable to survive on this earth are termed as physiological needs. These needs of the employees are fulfilled by McDonald through providing them lunch, water facilities, meals, etc. (Litzky, Eddleston, & Kidder, 2006)
Safety needs:
It is the second stage of Maslow’s needs of hierarchy in which the need is to fulfill the safety needs like security of the employees, job security, medical and life insurance, sick leaves, protection, safe environment, etc. (Mayer, & Gavin, 2005)
Social needs
Social needs come under third stage in which the fulfillment of social needs is required social needs are related to the bond, friendly environment, helping employees, familiar relations, etc. that leads in employees good performance and productivity.
Self-esteem
This stage leads is the highest satisfaction of the employees as it provides maximum satisfaction to them. At this stage of hierarchy needs, the managers are leaders motive is employee engagement. This can be achieved through believing in the skills and knowledge of them and valuing their ideas, skills, and abilities. The McDonald believes that the brand image of this company is so high because of its employees. The managers and leaders also appreciate the work of the employees can give them financial and non financial rewards (Gardner, Cogliser, Davis, & Dickens, 2011).
Self actualization
It is the last stage of Maslow’s hierarchy needs that is achieved by the employees themselves. In this stage, the employees achieved what they want to achieve. They are already satisfied and reached to the stage of self actualization (Duran, & MacDonald, 2006).
So, with the effective use of this theory, the leaders of McDonald’s can motivate the employees to perform better. It is also a true fact that a human being can never be satisfied so it is a complex situation for the managers and leaders to fulfill the needs and wants of the employees and make them satisfied working with McDonald.
Contingency theory is one of the most valuable theories among all as it will help the McDonald’s in their recognition scheme. Through the structure of this theory, McDonald’s can fulfill the needs and wants of the employees of McDonald’s. it is very relevant for a restaurant chain like McDonald’s to have a systematic management of the dynamic behavior, motivation, cooperation innovation, pen management system, etc. at all the stages of the employees. According to this theory, McDonald’s must adopt a specific structure for the incentives and other financial benefits of the employees. The motive of this theory is to combine the structure of the employees with the needs of the employees.
According to various researches, it is found that the motivational factors keep changing according to the time and structure of the organization. The motivational factors are influenced by the external and internal sources (Bennis, 2007). In the current scenario, there are various competitors of McDonald’s like pizza hut, dominos, KFC, vendee’s, etc. So it becomes more important for McDonald’s to bring competitive advantage in the company. This can be done through effective management of the internal source that is human asset of the organization. The productivity and performance of the employees are directly related to the motivation and satisfaction (Gardner, et.al. 2010).
This theory also has some negative impact on the employees as it is possible that they feel neglects and lees valued. This is because they did not get any reward or appreciation form the company. Though, with effective analysis and implementation of this theory, McDonald’s can motivate and decrease the turnover rates for a longer period of time.
To enhance the recognition scheme in the company, McDonald’s use this Adair model. It is a theory that is an action centered leadership model. The motive of this structure is to help the company to frame a model by which the leaders are motivated by their own skills, knowledge, communication, enthusiasm, commitment, etc. the applicability of this model takes place by asking the leaders to form a team of him and to analyze the need so the employees and ultimately fulfill those needs. The three pillars of this model are enthusiasm, commitment and communication. This model describes that there must be a balancing situation between all the three elements. This theory describes that an individual is not a leaders from his r her birth. Instead of this, he is grown in a way by providing trainings and skills of development so that he will become a successful leader in future (Day, et.al. 2014).
The leaders who are developed through situations are capable to adapt various types of styles of leadership easily and they change their styles depending on the situation and condition of the company. McDonald’s believes that leaders must have good personality and character and due to this approach, many talented individuals left the organization. Still the company is continuously using this theory which helps in some cases (McDonald, 2012).
It is the fact that the approaches and theories used by McDonald’s cannot be applicable on the nonprofit organizations like spastic centre. There are many differences between a profit making and nonprofit organization. The McDonald’s is a restaurant and food chain whose main motive and goal is to earn profit and earn revenues whereas; spastic centre is purely a nonprofit organization. It looks forward to the welfare of the society and needy people rather than making profits. The aim of spastic centre is to provide shelter to the spastic people as the institution is for the advocacy, disable individuals and care provider for the people suffering for spas (Dinh, et.al. 2014).
Whereas, McDonald’s is one of the biggest food chain whose aim is to provide good quality food and in return they earn profits. The services and products delivered by McDonald’s are merely for profit earning motive. There is a huge difference between the leadership styles, approaches, policies, and strategies of spastic centre and McDonald (Piwowar, et.al. 2008).
The major difference between the spastic centers leaders and McDonald leaders are that the focus of McDonald leaders is on the quality of food, sales, revenues, performance, customer satisfaction, reduction in the rates of turnovers, growth and development of the team members, etc. while, the motive of leaders of spastic centre is to spread social welfare among the people of the society, they try to address the problems of the ill people, etc. in this way, a clear difference can be made on the McDonald and spastic centre (Bass, & Bass, 2009).
There is a vital role played y the leaders of nonprofit organization but they are quite different from the leaders of McDonald which is a profit making organization. The approaches of human resource department play a crucial role in the development of nonprofit organization. The leaders of spastic centre take decision keeping in mind about the welfare of the individuals while in McDonald, the leaders make decision by focusing on the profits.
The activities performed at the nonprofit organization and the hiring of leaders takes place through a combination of hiring, selection, personnel recruitment, screening of individuals, orientation of new employees, decision related to the compensation, etc. hence, it is clear that the task performed by the leaders and managers of NGO is not that easy. It is as hard as profit making companies. They also have to manage between the taxation policies, legal documentation, etc. (Finkelstein, Hambrick, & Cannella, 2009)
Conclusion
A conclusion on the present study after making all the researches and analysis on McDonald, t can be said that McDonald restaurant is an organization that has on o the most effective leaders as they develop them internally. Compatibility is one of the core and competent advantage of this company which is very relevant for every food chain restaurant. As McDonald deals in international market, it has to face emerging situations and the leaders have to face international challenges and issues.
The global markets are very dynamic and innovative and have the capacity to challenge big and established organization. McDonald also faces all the challenges but with effective leaders, the company is able to cope up every tough situation. The major success of this company is due to the effective leaders of the company. In this way, the company tackles the crucial problems and issues.
References
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