Organizational Behaviour of McDonald 1

Organizational Behavior of McDonald

 Organizational Behaviour of McDonald 2

Table of Contents

Introduction................................................................................................................................3
Task 1.........................................................................................................................................4
Analysis of influence of culture, politics, and power on behavior and performance of
individual and team (M1).......................................................................................................4
Evaluation of Process and content motivation theories (P2)..................................................6
Application of behavioral theories of motivation for influencing the employee behavior at
McDonald’s............................................................................................................................7
Task 2.........................................................................................................................................8
Effective and ineffective team (P3)........................................................................................8
Analysis of theory of group development at McDonald’s (M3)............................................9
Philosophies and concepts of organizational behavior at McDonald’s (P4)........................10
Positive and negative impacts of teams at McDonald’s due to concepts and theories of
organizational behavior........................................................................................................10
Conclusion................................................................................................................................12
References................................................................................................................................13
 Organizational Behaviour of McDonald 3

Introduction

The report is developed with an aim to analyze how the individual as well as team

performance and behavior are influenced by the organizational culture at McDonald’s. The

report further evaluates how the behavior of others can be influenced by applying models,

concepts, and theories of behavioral motivation. Group and team development theories for

supporting dynamic cooperation development at McDonald’s are also analyzed in the report.

Moreover, the philosophies and concepts of organizational behavior which can influence the

behavior in positive as well as negative manner at McDonald’s are also discussed in the

report.
 Organizational Behaviour of McDonald 4

Task 1

Analysis of influence of culture, politics, and power on behavior and performance of

individual and team (M1)

Culture

Organizational culture is a set of shared beliefs, customs, and way of working together for

achieving a common goal (Scott, 2015). It defines the habits, traditions, and values though

which the behavior of the employees is influenced. The organizational culture of McDonald

encourages learning so that the efficiency in the service and production can be ensured. The

following characteristics of McDonald’s organizational culture support the performance at

individual and team:

People centricity

Culture at McDonald’s prioritizes the needs and development of employees. The business

conduct and core values emphasizes on the significance of supporting people. The support for

people is ensured within the culture by encouraging employees in management. This support

in management improves the performance of the individual and also enhances the procedures

and process in team performance.

Individual learning

The significance of lifelong learning is highlighted within the organizational culture of

McDonald’s. The belief behind this is that quality, productivity, and effectiveness of business

is promoted through individual learning. Opportunities of training and development is offered

for facilitating individual learning through Hamburger University, global mobility,

internships, and programs for leadership development (Wagner, 2017). The efforts ensure

that organization culture of McDonald’s promotes learning for improving the performance of

individual employees.

Organizational learning
 Organizational Behaviour of McDonald 5

Organizational learning is also supported through organizational culture of McDonald’s. The

individual learning is used by the organization for developing knowledge within the

organization which pushes the group performance to new heights. Individual learning

develops new knowledge within the organization which when shared within the groups

enhances the group performance (Jarvela, et al., 2015). This feature is applied through

programs, meeting, and policies which encourages knowledge sharing and employee

feedback.

Diversity

Inclusion and diversity are the key factors of McDonald’s organizational culture. McDonald’s

employs workers with different experiences and background. Group performance is enhanced

through Diverse workforce as it enables employees of McDonald’s to relate to wider

customer base and creates an exciting and fun working environment (Gubb, 2016).

Politics and power

Politics exists in every organization and employees face it at all functional levels. At

McDonald’s, optimal political environment is promoted so that the careers of the employees

can be prospered and employees can get promotions in minimum time. For instance, staff

manager of front office instructs the employees to work with more effectiveness and

efficiency at the time of high sales in the peak hours and seasons. In such case some of the

employees underperform while some of them outperform the given tasks. The performance of

the individual employees is evaluated and promotions are done on the basis of it (Eldredge,

Markham, Ruiter, Kok, Fernandez, and Parcel, 2016). Likewise, any conflict within the

organization is resolved with the transactional and transformational leadership by the senior

managers. The performance at different functional levels is also monitored with the

adaptation of these styles of leadership and the ratings and the ratings are given to employee

in accordance their performance. These leadership style aids in the development of skills
 Organizational Behaviour of McDonald 6

within the employees related to customer service, bargaining, presentation, and conflict

management (Walker, 2015). However, it is significant for the organization to focus more on

the level of work pressure and employees who are multitasking in order to enhance

productivity even if the resources fall short.

Evaluation of Process and content motivation theories (P2)

Content motivation theory manifests how motivation within the employees can be influenced

with the specific factors. This theory is related to hierarchical theory of Maslow which shows

the changing needs of employees with the passage of time. In relation to McDonald’s, the

model of Maslow is segmented into five types of needs such as psychological needs, safety

needs, love needs, self-esteem needs, and need of self-actualization (Pooler, 2018). The

satisfaction of these needs at McDonald’s is provided on the basis of capabilities and skills of

the employees. The accomplishment of these needs creates a sense of productivity, loyalty,

satisfaction, and dedication towards the goals of the organization which together results in

improving the goodwill of the organization and achieving higher revenue. It was observed

that these needs of the employees are satisfied by the organization at all levels but

contrastingly, the need of self-actualization cannot be fulfilled for employees working at

higher management level. Due to this reason, the rate of employee turnover of McDonald’s is

negatively impacted and the strategies for future get majorly impacted. Employees like

president and vice presidents which are working at higher authority level are not provided

with the opportunities of personal growth by the organization. Therefore, the model of

Maslow becomes ineffective at this particular level. The company is required to satisfy the

needs of these employees so that the employees who are highly experienced can be retained

by the company for longer term.

The behavior and psychological processes through which the employees are motivated is

evaluated by the process theory of motivation. The theory explains how the employee
 Organizational Behaviour of McDonald 7

behavior towards the accomplishment of organizational goal is impacted by the needs of the

persons. The equity, goal-setting, and expectancy theory is included in it. The equity theory is

mostly followed by managers at McDonald’s as employees are rewarded to the basis of their

output (Nankervis, Baird, Coffey, and Shields, 2016). Likewise, the same rewards are

expected by the employees on the basis of productivity for satisfying the behavioral and

psychological needs. The process of the company is required to be audit by using one on one

interview method in regard to any kind of dispute or discrimination faced by the employee

within the organization. If any kind of issue is identified then the level of performance and

satisfaction within the employees can be negatively impacted.

Application of behavioral theories of motivation for influencing the employee behavior

at McDonald’s

The adoption of appropriate theory of motivation is significant for the McDonald’s to

motivate its employees at different functional levels. Two factor theory of Herzberg is

suitable for motivating the employees in accomplishing the tasks provided to them 9Yunis

and Kamal, 2016). The theory will be helpful in identifying the needs of the employees and

fulfilling them with the use of techniques of motivation. The theory has productive outputs

and strongly impacts the behavior of the employees. This theory can be applied in below

mentioned specific areas in order to keep the employees motivated.

Motivational factors

 Different goals are required to be set by McDonald at each functional level. Along

with this, cheer points and rewards shall also be set for increasing the level of

motivation within the employees. For instance, the quality ratings can be set by the

organization for chefs and employees in the food &beverages department. The

employee with highest rating will be benefitted with allowances such as free shopping

cards and paid trips by the organization.

 Organizational Behaviour of McDonald 8

 Organization can also set high compensation and salary for the employees who are

experiences and performing well (Katzenbach and Smith, 2015).

 Program of monthly incentives for employees at executive level to benefit them for

delivering good services.

Hygiene factors

 Diversity and equality promotion within the organization.

 Timely compliance and adherence to policies and maintaining integrity at the

organization.

 Distribution of workload in a way so that the task appointed to different employees

can be managed within the working hours of the organization.

 Provision of training programs and certification for new employees for productive

delivery of work (McKenzie, 2017).

Task 2

Effective and ineffective team (P3)

One of the key assets of an organization is its effective teams which discusses the strategies,

ideas, productivity, solutions, and opportunities at the organization. They support and

encourage the other members of the team by polishing their knowledge and skills and enable

them to remain productive in the tasks allotted to them. A situation of win-win is always

created by effective teams in the organization at the time of conflict. Effective teams are

embedded with creativity, and good problem-solving and customer handling skills (Kerzner

and Kerzner, 2017). They are the achiever and policy makers and actively participate in all

company activities and aids in taking decisions and supporting the members of the team.

On the other hand, ineffective teams are the ones which do not hold the capabilities of taking

initiatives in the process of decision-making for the company. They do not have any vision

and only works for personal benefits rather than organizational benefits. They are not
 Organizational Behaviour of McDonald 9

cooperative with other team mates even in worst case scenario and are only self-centered. A

sense of negativity is created by them in the environment of the organization which destructs

the productivity of the organization (Alcantara, Claudio, and Gabriel, 2017).

Analysis of theory of group development at McDonald’s (M3)

In order to develop the teams significantly, Tuckman’s model shall be used by McDonlads.

The models include four stages the details of which are provided below:

Forming stage

It is the initial phase therefore senior members appreciate new joiners so that more

productivity can be generated and employees remain motivated in their works. The member

of the team has a strong focus on the tasks allotted to them.

Storming stage

In this phase, the beliefs and new idea of the employees are shared with the seniors. Out of

the given ideas, some are selected and used further for decision making. A path will be

provided to employees for resolving the conflicts and taking decisions effectively (Gerpott,

Lehmann-Willenbrock, and Voelpel, 2017).

Norming stage

In this stage, the efficiency of employees is improved and they are turned into skilled,

productive, and good decision makers. Guidance and support is provided by them to juniors

and colleagues. This is mostly faced by the persons with high experience such as senior

managers, line mangers, and executive employees working from long time period.

Performing stage

The teams become highly productive in this stage. They also become capable of organizing

the work effectively for achievement of organizational goals and objectives.

 Organizational Behaviour of McDonald 10

Philosophies and concepts of organizational behavior at McDonald’s (P4)

It is significant for McDonald’s to evaluate the need of salesman for the organization so that

the sales can be increased in upcoming months. Training shall be provided by the

management to the sales professionals and provide motivation and guidance to them for

strengthening the weak areas. The management shall also identify the problems which could

hamper the growth of sales by an individual and hinder the individuals in meeting their

targets. Non-monetary benefits free memberships of clubs and monetary benefits shall be

provided to salespersons so that they can be motivated for accomplishment of their targets.

Non-monetary benefits include work flexibility, leaves, recognition and rewards. Monetary

benefits include coupons, commission, increments, and incentives (Asadinejad and

Tomsovic, 2017). Employees shall also be helped by the managers at personal levels to make

them feel worthy for the organization.

All these efforts will reinforce the motivation theory and achieve target of sales in the long-

run. As per this theory, behavior of the employees will be reinforced in four ways including

positive reinforcement, punishment, avoidance learning, and extinction. The monetary as well

as non-monetary benefits are required to be provided to the employees for their positive

behavior. On the other hand, punishment can be set by removing the incentives and

undesirable individual behavior such as not accomplishing the targets intentionally (Kelder,

Hoelschar, and Perry, 2015).

Positive and negative impacts of teams at McDonald’s due to concepts and theories of

organizational behavior

The employee behavior is impacted in positive and negative manner by different

organizational philosophies and concepts:

Workplace biasness:
 Organizational Behaviour of McDonald 11

At times, the workload on employees on employees is high and resources are available in

lesser amount, biasness in created by managers among the employees instead of treating them

equally (Alfes, Shantz, and Ritz, 2018). The base of this biasness is intelligence, capacity to

do work, knowledge, dedication level of the employees. Managers know which of the

employee can be used effectively when the situation becomes critical. The behavior depicts

that managers become bias at work which negatively impacts other employees.

Management’s perception and attitude

At times, different attitude is shown by managers to the employees and also their perception

on the accomplishment of the objectives is different. Due to this difference in the perception

and attitude of the managers, the behavior of the employees is impacted in negative or

positive manner. For instance, it is believed by the managers that employees who are hard

working are an asset to the organization (Armstrong and Taylor, 2014). Likewise, it is

believed by the senior managers that smart workers are better at increasing the productivity of

the organization. Therefore, the difference of perception impacts the mindset of employees in

negative or positive manner.

 Organizational Behaviour of McDonald 12

Conclusion

On the basis of above analysis it can be concluded that rich and diverse culture is provided

By McDonald’s to its employees. In addition to this, the theories of leadership and motivation

are supportive for achieving the organizational goals. Moreover, the area like self-

actualization is not satisfied by the organization which impacts the rate of employee turnover

in negative manner. Theory of Herzberg is effective in motivating the employees of the

organization. Lastly, theory of goal-path is effective in motivating and retaining the

employees for accomplishment of the targets.

 Organizational Behaviour of McDonald 13

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