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McDonald's Corporation is the world's largest chain of fast food restaurants. It operates in 119 countries through 31,000 restaurants worldwide, employing more than 1.5 million people. The corporation functions mostlt by means of franchisees. McDonalds is one of the many corporations that have successfully used a combination of various marketing strategies to be a globally successful organisation. Be able to identify personal skills to achieve strategic ambitions 1.1 Analyse the stratigic direction of the organisation An organization’s survival in a competitive business world depends on its strategic plans and how those plans relate to the business world. Having a good strategic plan is good but it’s not enough to stir an organization to success and thus profitability. The implementation of such plans is not without challenges and these challenges become profound in a multicultural organization. It takes coordinated efforts on across the entire organization especially senior management to ensure the success of strategic plans. An organization that intends to be competitive in the business will seek talent and expertise from a broad array of countries and continents. These individuals will come from different backgrounds, cultures, ethnicity and education. How a company manages its operations to attain success entails an integrated processes and functions. The company can bend to socioeconomic conditions in the ways its tailors its goods and services without affecting the cultural sensitivity of either the workers or the market in which the product is sold. A good example with the expansion of MacDonald’s into the Indian market. Indian doesn’t eat beef due to sacred religious reason as the cow is view as a deity. So MacDonald has changed its line of beef burgers which are popular with Americans with different meat which the people of Indian will like and which does not force employees in India to cooks hamburgers with
developing emotional intelligence skills. 1. the focus of such programs has been. 31). A company could manage these differences by designing products and services to meet the needs of likeminded cultures. and managers as “people who achieve goals through other people” (Robbins et al 2008. Also cultural differences in an organization could mean that different employees as well as consumers in different markets have different taste and attitudes that define them. Most cultures celebrate their own versions of New Year and such festive occasions are usually tied to increases in purchases. the way universities are structured and even the types of students attending management and leadership programs. the assumptions and beliefs on how work directions translate into a good or service. 695). Many factors contribute to this disparate focus. communication skills and appreciating the role of human emotion within the workplace. Until relatively recently. The cultural needs of individual employees could be accommodated by making it easier for them to observe whatever traditional or religious holyday they may have. 22).2 Evaluate the stratigic skills required of the leader to achieve the strategic ambitions Leadership has been defined as “the ability to influence a group towards the achievement of a vision or set of goals”. The organization could increase production of existing products or roll out of new product line based off the cultural holidays in order to take advantage of sales and market share. A good example will be the fireworks industry and how it promotes its self during festive occasions. An organization with Muslim employees might have to allow their employees some time off during fasting seasons and other holydays especially if the organization is located in a predominantly Christian country. and still is to a large extent. on technical skills and rational thinking.beef either. However. people were assumed to be “rational creatures” (Ripley 2009. With these definitions in mind. it would seem that appropriate training for leaders and managers would be highly people oriented. This assumption meant that organisations and educators of leaders/managers were oblivious to the role of emotion in the workplace (Kimura and Yoshimori 1989. the historical and cultural context in which such programs are developed and taught. The utilization of .
You will. one needs to tackle it by first understanding its component parts and the relationships between them.3 Assess the relationship between existing. and hence management and leaders could focus on the technical and rational aspects of the organisation. and then provide a sophisticated solution to match that reality. however. which allowed management to consider employed labour as a steadfast factor of the production process. If you find that you are lacking any of these skills. The attached information can help you identify specific skill areas. and work to develop the skills that you need. When we write a resume. it was thought that employees would fall into line. designed to control and limit employee behaviour (Napoli. blended approach that weaves together . required and future skills to achieve the strategic ambitions: Sometimes it is difficult to find the words to identify our skills.rigid structures. Given the correct rules and procedures. take some time to refine the skills you do have. LEARNING OUTCOME 2 Be able to manage personal leadership development to support achivevement of strategic ambitions 2. 1. Rules plus rational behaviour were thought to produce a predictable and stable labour force. most of these skills you will read about are defined as “Transferable” Skills. organizations’ leadership development programs have often led to the bad combination of high costs and mediocre results. Read ahead to learn more about some of the diverse skill sets that exist. You probably possess most of these skills but you just don’t realize it. we try to recall a specific skill we possess and it takes time to put those skills on paper in the appropriate words. 35) illustrate the reliance of business thinkers upon employee’s rational behaviour. hear these skills referred to in other ways as well. All of these skills will be useful to you throughout your life. for example.1 Discuss the opportunities to support leadership development Over the past several decades. and did not have to be overly concerned with employees or affective issues. But when the nature of a challenge is itself complex. Whiteley and Johansen 2005. explicit rules and procedures. For the purpose of this booklet. this means taking a modern. For leadership development.
developed by Taleo’s partner DDI. informal learning approaches. and social learning opportunities that leverage the latest program can look technologies. . sophisticated leadership development This figure.formal training. like: Consider the following overview of what a modern. although many of the same components would apply for programs with shorter timeframes. represents a typical 12-month leadership development program (each column represents a quarter). While it may look complicated.
virtual classrooms. • Core Curriculum. Given that the purpose is to develop leaders for the real world. such as StrengthsFinder or Myers-Briggs. • Pre-Assessments. This could involve one or more meetings. In most cases. leveraging any combination of traditional classrooms. as these can be enlightening to participants who need to first better understand who they are before they can successfully develop further. it is sensible to have participants work on real business problems. and typically includes representation from executive leadership to help convey the importance of the program both for each participant’s development and the long-term health of the organization.a better perspective is to see it as being sophisticated and better matching the inherent sophisticated nature of leadership development as a discipline. • Coaching and Mentoring. that they can interact with between formal training events and as they begin to apply their new skills. Each participant in a leadership development program typically has one or more coaches or mentors. that let participants practice the new competencies they are learning. The informal advice provided from existing leaders is often the most helpful aspect in the development of an emerging leader. realistic role-playing or simulation activities. . or self-paced eLearning courses. Getting everyone on the same page regarding the goals and components of the program is an important first step. Let’s break it down into each component part: • Kick Offs. These could include current skills assessments to provide a baseline for later comparison. In some cases this can even provide direct business value as a secondary benefit of the development program. • Action Learning. some formal training will still be a part of the blend. Such curricula can leverage robust. as well as personality and characteristic assessments.
• Social Learning. my leadership style will be focused on and I will also analyze how this style shapes my career development. I will depict which way of learning is suitable for my future development. It is crucial that each participant’s manager is involved throughout the process. there will be an important part to examine my personal development action plan which will specifically list some essential and feasible activities to enrich my working competencies and skills so as to accomplish my own goals and objectives. New social media technologies help to enable social learning as a key component of leadership development programs. • Development Meetings and Job Growth Experiences. . a development program is only as useful as the behavior changes it produces. share applications of new skills in a variety of real-life contexts. • Post-Assessment. blogs. After all. The objective of this essay is to initiate my own personal development plan. and brainstorm approaches to the most challenging situations. to help verify that behavior changes will actually result from the program. To conclude. my leadership style and my learning style. After the core curriculum is concluded. including at the conclusion of the formal program to make sure development will continue as appropriate. combined with an online MBTI Personality Test. Given the punctuated nature of formal training – whether delivered in the classroom or by e-Learning – it is important to keep the conversations alive between participants and subject matter experts.2 construct a personal development plan to direct leadership development My personal development plan will be based on analyzing my personality. there will be a part to evaluate my personality. the results of a postassessment can be used to compare with the pre-assessment. and wikis can be used to enable Q&A and general discussions. Tools such as forums. 2. To begin with. After that. Then.
to take a holistic view of personality. However. MBTI has not demonstrated adequate validity and reliability although its popularity and use has been gradually increasing and there is not sufficient. Armstrong (2006) indicates that personality can be regarded as the relatively stable and enduring aspects of individuals that distinguish them from other people. occupations and management style. Besides. As Mullins states. If an employee show performance and achieve all tasks then there may be chances for him to be promoted at higher position. which is often applied to recruitment processes to select appropriate vacancy candidates for the given jobs. Moseley. . On the other hand. well-designed research to justify the use of the MBTI in career counseling programs (Psychometric Success. 2004). time. “Psychologists have defined personality as consisting of stable characteristics which explain why a person behaves in a particular way”. 2. one of the most widely used type theories is Carl Jung’s theory on which Myers-Briggs Type Indicator (MBTI) is based (Mullins. particularly in connection with the correlation between personality type. Hall & Ecclestone. feeling. cooperation of management) require. intuition. which means focusing on the ways in which an individual’s traits interact. sensation. 2009). To become chief accountant I need to show performance and quality work at individual level. it is important to take into consideration the dynamic processes. Additionally. There are many type theories of personality which identifies numerous types of personality which can be used to classify people and many underlie a personality test.3 Devise an implementation process for the development plan: Implementation the personal development plan is to putting into action the action plans to achieve the goals and at the end of this exercise it should be made clear that whether: The plan actually worked and if so then to what extent and which areas needs more attention and consideration. To achieve the professional qualification resources (finance. 2005).As Mullins (2005) states. MBTI has promoted substantial research interest. types do not appear to predict individual future performance (Coffield. identifies sixteen types of personality based on individuals’ extroversion or introversion and their cognitive functions of thinking. The implementation problem could be fail to achieve the qualification because of time management or difficult to become a professional. MBTI. perception and judgment.
At McDonald’s stock options typically have a lifetime of ten years. The change of field can become leaning problems sometimes. the achievement of plan objectives and the implementation of key strategies.700 €) for beginners and reaches levels up to 51.000 €) later (after twenty years of working experience). Up from the restaurant manager’s levels. At the London-based company PRET A MANGER a restaurant manager earns between 18.000 £ (~ 26.800 €) to 22. Comparison to other fast food companies The average salary for a fast food restaurant manager in the United Kingdom ranges from 17. stock options have become a main tool aiming for long term profit. In addition. experienced staff and market.000 £ (~ 34. McDonald’s is no exception. provision of property right incentives was introduced on a broad range and became reality even for the bottom level of companies’ hierarchic structure. Possible problems could be I might fail to manage finance or big companies will not let me enter into market.600 €) and . LEARNING OUTCOME 3 Be able to evaluate the effectiveness of the leadership development plan 3.The possible implementation could be there is tough competition between other accountants. a vest over four to seven years and have an exercise price equal to the fair market value at the grant date. The amount of stock options to receive depends on the level of responsibility. Resources are required to start own business.1 Assess the achievement of outcomes of the plan against original objectives: During the last decade. the resources are finance.000 £ (~ 80. McDonald’s strongly encourages its employees to participate in ownership of the company. The minimum level of ownership ranges from one to five times the basic salary.000 £ (~ 28.
However. consumers did not immediately increase their consumption of high-fiber cereals. 3. and according to McDonald's. is the most recognizable figure next to Santa Claus. Since then. other health claims. Too. the focus on QSC&V (quality. have influenced consumers to decrease consumption of foods high in saturated fatand to increase consumption of fruits. poultry.000 £ (~ 51. McDonald’s attractiveness lies slightly above the average and the rare figures of competitors indicate that the bonus to fixed salary is weighted in a way which is comparable to McDonald’s compensation package. In addition. a concept which has been adapted by most fast food chains. and not all health claims are truthful. and fish. in the late 1970s scientists announced a possible link between eating a high-fiber diet and a reduced risk of cancer .S. in 1963. But in 1984 advertisements claiming a relationship between high-fiber diets and protection against cancer appeared. service. vegetables.000 €) a year.V. supported by scientific studies. In July 2000 a panel of experts from the U.based on the individual performance.32. Compared to the figures cited above. portrayed by Willard Scott. and by 1987 approximately 2 million households had begun eating high-fiber cereal. cleanliness and value). skim milk. The clown is known worldwide.2 Evaluate the impact of the achievement of objectives on strategic ambitions: Marketing strategies directly impact food purchasing and eating habits. not all marketing campaigns are based on scientific studies. Department of Agriculture supported complaints made by the Physicians Committee for Responsible Medicine that the "Got Milk" advertisements contained untruthful health claims that suggested that milk consumption improved sports performance. the panel agreed with the physicians' claim that whole milk consumption may actually increase the risk of heart disease and prostate cancer. In addition one can obtain up to 30% bonus on the annual salary . Of course. For example. since these claims lacked scientific Companies often use characters to appeal to young consumers. and recommended that this . Ronald McDonald first appeared on T. finds it way into the remuneration scheme of almost every company.
bonus and other incentive and equity compensation for the Company’s officers above the level of Vice President. bonus and other incentive and equity compensation for the year.and long-term succession plans for the CEO and other senior management positions. Each year. and vice versa. Currently. The impact of these strategies is illustrated by studies showing that when a majority of television commercials that children view are for highsugar foods. they are more likely to choose unhealthful foods over nutritious alternatives. In addition. the Compensation Committee shall also annually approve the compensation structure for the Company's officers. and shall approve the salary. and. Succession Planning – The Board shall regularly review leadership development initiatives and short. In order to ensure alignment in these discussions and in evaluating the CEO’s performance. jingles. as a result. Many of the commercials aimed at children and adolescents use catchy music. and well-known characters to promote products. the Compensation Committee shall establish the CEO's salary.3 Review and update the leadership development plan: Annual Review of Management Performance – After consulting with the independent Directors the Chairs of the Compensation and Governance Committees shall approve the annual goals and objectives of the CEO. and approximately one-half of these are selling snacks and other foods low in nutritional value. the Chairs of the Compensation and Governance Committees shall consult with the independent Directors in evaluating the CEO's performance and shall thereafter jointly provide the CEO with a performance review for the preceding year. the Chair of the Compensation Committee shall be a member of the Governance Committee. humor.information be included in advertisements. . marketing strategies aimed at children and adolescents have increased. about one-fourth of all television commercials are related to food. including in the event of unanticipated vacancies in those offices. 3. which shall be consistent with the Company’s goals and objectives relevant to the CEO’s compensation established annually by the Compensation Committee in accordance with its Charter. The tremendous spending power and influence of children on parental purchases has attracted marketers. Consistent with this evaluation.
LEARNING OUTCOME 4 Be able to advocate a staff welfare environment that supports organizational values 4. 4. prospects and challenges. McDonald’s impact on the workforce has been significant.2 Discuss how a staff welfare enviroment can affect achievement of organisational objectives: Community and family values . The declining teen population in the 1980s lead the company to hire more new immigrant workers. helping to distance the corporation from the controversy of youth labour. As labour was one of the largest expenses and most unpredictable aspects of the McDonald’s system every effort was made to rationalize the workforce. They have also been careful to feature happy and helpful servers in their marketing campaigns. Critics argued that youth’s lack of experience and eagerness to please left them vulnerable to corporate exploitation. seniors. The Board shall also take into account perspectives provided by the incumbent CEO relating to the performance of internal candidates. experience and attributes that they believe are required to be an effective CEO in light of the Company’s business strategy. Apart from implementing technology to replace human labour. at some time in their life. In assessing the possible CEO candidates as part of its annual review of succession plans. McDonald’s decided to use a youthful workforce. By 2000. the independent Directors shall identify and periodically update the skills. McDonald’s treatment of its young workers emerged as one of its earliest and most challenging public relations concerns. and disabled workers. Yet youth labour proved a double edge sword.The Board is responsible for the selection of the CEO.1 Evaluate the impect of corporate commitment to staff welfare on organisational values: With well over one million employees. worked for this company. one out of eight Americans had. McDonald’s public relations experts have sought to legitimize its labour practices with articles about employee incentive programmes.
and contribute to litter problems. it ran up against those for whom McDonald’s suburban values provoked a negative register. and so on.McDonald’s began its expansion in the late 1960s in medium-sized towns. Yet as the chain expanded into city centres and small towns. value for money. New York. however. In 1974. In 1969. harmony. the urban residence of Greenwich Village. in protest over the corporation’s denial of franchise opportunities for black people. encourage loitering. feeling free to communicate ideas. it was a blemish on corporate image. Costa (2003) notes that team trust and cooperation are positively related to attitudinal commitment. Public relations staff worked tirelessly to turn around community opinion. 4. Here we refer to aspects of the team experience that are perceived to provide social support. Every location McDonald’s failed to secure was more than simply a loss of income. loudly protested that a second McDonald’s chain would threaten local family owned shops.3 Consider the influence of a corporate commitment to staff welfare on the development of oranisational values: We also hypothesize that subjective evaluations of various aspects of the team experience will positively influence these important outcomes (H1a-d below). We will first the outline the rationale for our hypotheses regarding the relationships between four aspects of the team experience and the two outcome measures of commitment and intent to quit. friendly service and family looked in step with the mainly white middle classes suburban inhabitants. cohesion. then review the logic of several mediational hypotheses regarding the pathways between team perceptions and these important employee attitudes. create more traffic congestion. Perceptions of social support or coworker solidarity in the workplace . working easily and well with others on the team. and positive social relations: being respected by other team members. we ultimately expect that team perceptions will indirectly influence commitment and turnover intentions via other employee attitudes (H4m in Table 1). rallied against the opening of McDonald’s restaurants. Protesters from Hell’s Kitchen New York. when a black community in Cleveland boycotted McDonald’s restaurants. McDonald’s value of mass inclusiveness was challenged. These are the overarching hypotheses guiding this study. Aspects of Team Experience Team social relations. where its appeals to cleanliness. to Belmont in the Bronx.
Parris. Now. the company was able to save money on health care packages and employee benefits. . slightly suspect. But as one of the most powerful businesses in the world. not as interested in entering new markets as they are in exploiting those markets in every way available to them. et al. Cordery. By saturating nearly every market it has entered. McDonald’s was able to gain ground on its competitors in the 1970’s when a depression caused most other fast food chains to halt their growth. McDonald’s can pretty much do as it pleases. The company is also more able to respond to consumer demands that.. the restaurant is perhaps the greatest symbol of contemporary American capitalism. would have been impossible. In addition. McDonald’s now envisions itself as a stabilized company. 1997. 1991. 2003) Conclusion: The business practices of McDonald’s are. McDonald’s used its superior resources to continue to grow and expand. earlier in its existence. to put it kindly.an advantage that has come to characterize the history of the business.Work have also been shown to be positively associated with organizational commitment (Cohen & Bailey. By keeping employee wages low and refraining from hiring full time workers.
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