Introduction

Give a overview on McDonald’s and Critical Evaluation of Organization?

Mc Donald is a pioneer when it comes to the food service retailer in the world with a capacity of more than 36,000 food stores around the world. It can be estimated that McDonald serves a capacity of 69 billion customers on a day to day basis. Most of the stores of McDonald are franchise and are run through independent businessmen and women. The food retailer is best regarded for the delicious fries, Chicken Nuggets and the Big Mac (McDonald 2022). These can be defined as the main products and establishes McDonald. The business establishment can be traced back to the 1940s and has been a popular name all throughout. The business is further successful when it comes to the business making franchise and is an apt example of a successful business (McDonald 2022).

The organizational culture of McDonald provides support to the industry positioning goals of the industry. It is one of the biggest players when it comes to the food restaurant market, the company uses the organizational culture for the attraction of the customers and employees who are qualified. It is the firm organizational culture that defines the tradition, habits and values that have a bearing on the behavior of the workers. To ensure that the business is efficient in terms of production and service, McDonald has an organizational culture that supports learning. The continuous evolution of the company denotes the effectiveness of the firm while applying the corporate culture for the attainment of the desired objectives in terms of human resource skills (Hambrick & Fredrickson 2005). The scenario denotes the importance of the organizational culture as a successful factor when it comes to the international business of McDonald.

McDonald enjoys a very healthy competitive position in the segment of Informal Eating Out against the peers such as Burger King and KFC. The major strength of the company comprises of landowners, franchises and the supply chain. The model of franchise has helped the company in expansion without having a bearing on the management system. McDonald stress upon the brand development by setting standard for the food chain and undergoing different research and advertisement. This model even helps the managers to earn incentives who are self employers. The model even helps the company to serve the local food as the restaurant is run by the local entrepreneurs who are at home with the preference of the regional food. However, the position of the company is not undisputed and the presence of higher competition from the rivals is one of the main hurdles. The online platform delivery and grocery stores that are convenient is posing a major threat to the company. In lieu to this, the company sales and performance can take a dip.

The organizational culture of McDonald highlights that human resource development and efficiency is one of the major considerations. It aids business growth, as well as success in the international fast food restaurant market. The organizational culture has the following traits as per the prioritizing

• People centricity
• Individual learning
• Organizational learning
• Inclusion and diversity

The organizational culture relies of McDonald stress upon the employee need and development. The core values of the company and the business conduct standard reflects the value of the supporting people. The conduct showcases the value of the supporting people. This is well known, understanding that McDonald is into service business. To ensure that people are supported, the organization culture of the company provides encouragement to the employee for improving the process and techniques (Koller, Goedhart & Wessels 2015). However, if the people are provided the autonomy to undertake own decision then such decision deems to be uniform. Such lack of coordination can lead to major issues down the line. It is even the case that autonomous employees might decide to work in a slower manner on days when they are more distracted or have low energy to go ahead. It needs to be noted when some workers are performing with higher ability without any reward then internal friction tends to increase. If the same remains unnoticed then such can lead to confrontation and hence every worker will work at a slower pace and team performance will be least.

Individual learning

McDonald’s organizational culture is a snapshot of the utility of the lifelong learning. The belief is that the individual learning leads to higher productivity, quality and the effectiveness of the business. For facilitating the individual learning, the company provides training and development opportunities through different universities, internship and development program of leadership. The efforts ensures that McDonald established and cements an organizational structure that influences employees for strong learning. Moreover, the organizational culture even supports organizational learning. The firm directs to utilize the organizational culture that supports organizational learning. Another benefit is that the organizational knowledge pushes the business further to attain a higher performance. This feature is best applied by the organization through different policies, programs and other forms of meetings that influences feedback and knowledge sharing. in contrast to this, it can be commented that the organized system might provide advantages however need spending money, as well as staffs hours for the attainment of the result (Lin & Golin 2006). If the company assign huge resources to the learning efforts of the organization it might reach a position of diminished return where the resources could have been used elsewhere. This problem can be avoided with the aid of performance of continuous audit that leads to data assessment for organization learning.

Diversity and Inclusion

McDonald’s official human resource management policy depicts that diversity, as well as inclusion is the chief elements in the organizational culture of the firm. It recognizes the utility of diversity and inclusion in the optimization of the HR skills for dealing with the enhanced diverse market. To ensure a proper support for diversity and inclusion, McDonald’s organizational culture influences the employees, suppliers and the customers to provide feedback and engage in conversations that are meaningful and enhance the business. People can be very uncomfortable when it comes to diverse workplace that they take a decision to abandon the job rather following the initiative (Koller, Goedhart & Wessels 2015). The action might be termed as bias or worse it is the part of the business to cope with the training cost and new replacements for the workers lost. The organization gain an enhancement in the workplace environment as prejudice is not permitted but doing that comes at a price. In this scenario business are sometimes strapped if the rate of leaving the jobs is higher.

As more people appear from different background, the diverse workplace environment leads to more conflict. Different working style comes into picture and can disturb the teammates. If the issue is not managed in a proactive manner then the increment in the complaints from the workers might happen that leads to higher administrative time on investigations instead managing the project (Gilbert & Veloutsou 2006).

Conclusion

McDonald organizational culture contains the benefit of enabling the company to enhance the service quality through centricity of people, individual and organizational learning. Moreover, excellence followed by high quality is compensation not encompassed in the corporate culture. McDonald reflects learning and support for people in the organizational culture but there appears no emphasis on excellence when it comes to performance of individual. Hence, a major enhancement is for McDonald to stress upon excellence and output in the organizational culture. The company further strives to be the favorite of the customer and the intention is to provide a feel good factor. The business can attain efficient service delivery with the help of the advanced technology that helps the business to serve many customers at any particular time. The company further aims to invest into technology that will help in improving the benefits to the employees as a whole.

References

Gilbert, G. R., & Veloutsou, C. (2006). A cross-industry comparison of customer satisfaction. Journal of Services Marketing, 20(5), 298-308.

Hambrick, D. C., and J.W. Fredrickson (2005). Are you sure you have a strategy?. Academy of Management Perspectives, 19(4), 51-62.

Koller, T., M. Goedhart, and D. Wessels, D. (2015). Valuation: Measuring and managing the value of companies, 6th edn, John Wiley & Sons, New York

Linn, S., & Golin, J. (2006) Beyond commercials: How food marketers target children. Loy. LAL Rev., 39(13).

McDonald. (2022). About us. Retrieved from: https://www.mcdonalds.com/us/en-us/about-us.html