Organisational Culture of McDonalds

Meaning of Organisational Culture To ensure that all stakeholders of an organisation focus on common goals and objectives, it is important for them to have to a common way of thinking and interacting, values, and norms (Goldman, Santos Tully, 2008, Para. 3). Organisational culture elements form some basic assumptions that when adopted and observed by all stakeholders of an organisation, especially the diverse workforce, can aid in enhancing the success of the organisation. McDonalds’ organisational culture emphasises the importance of employees and customers (McDonalds, 2012, Para.1) as the source of organisational success. Organisational Culture assumptions for McDonalds When the company’s stakeholders tie together and fix the common differences between employees to act as strength as opposed to an organisational weakness, the assumption for the company is that it can attain its objectives, goals, and mission. Another assumption is that McDonalds can gain a competi tive edge by providing better customer services in relation to its rivals through the effort of all employees. Therefore, customer service is assumed as an incredible tool for differentiation of McDonalds. By doing things in the rights way and putting in place efforts to improve efficiency of the organisation, it is assumed that McDonalds can succeed in the market place. Employees are important elements for the achievement of the above two assumptions. Hence, they are important to McDonalds (McDonalds, 2012, Para.2). Another assumption is that, without goods customer service, it is incredibly hard for McDonalds to have a repeated sale. The company also assumes customers as the source of organisational growth. Sources of the assumptions People employed by McDonalds come from different backgrounds The organisational culture’s assumption deployed by McDonalds originates from the large number of people it employs from different nations. The company serves about 52 million peopl e in more than 30,000 restaurants and franchises located in more than 100 countries (Goldman, Santos Tully, 2008, Para. 1). From the perspective of the company’s mission of being a leading fast-food dealer not only with the regions from which the company first opened its doors but also in the international fronts (McDonalds, 2012, Para.1), the company plans to identify the risk factors to achievement of its mission. Risks alleviation mechanisms are included in the organisational culture. This strategy ensures that all the workforce of the company remains observant besides always ensuring that they do not fall into a pothole that would compromise the position of the company in the future by allowing their individual characteristics including their personalities to affect the manner in which they work. McDonalds plans to combine all diversities of the employees into one culture. Employees as the source of organisational success Using the culture of approaching employees as t he most important resource the company has for its success ensures that the employees remain motivated in their work (McDonalds, 2012, Para.2). Permitting McDonalds’ employees to communicate freely with other employees at the work places highlights the significance of the assumption that McDonalds needs to tie together the differences between the employees to attain organisational success (Goldman, Santos Tully, 2008, Para. 5). This strategy involves a breakdown of management structures so that they are less centralised. Decentralisation helps to ease the employees’ fear of the supervisors and other managerial staff, which might make the employees less motivated. Motivation is an essential tool in the development of the McDonalds’ organisation culture’s assumptions since the company considers less motivated employees as likely also to offer poor services to customers. Reference List Goldman, E., Santos, T., Tully, S. (2008). Observation of leadership a nd organisational behaviour at McDonalds. Retrieved from https://www.ericgoldman.name/en/2008/observation-of-leadership-and-organizational-behavior-at-mcdonalds/Advertising We will write a custom assessment sample on Organisational Culture of McDonalds specifically for you for only $16.05 $11/page Learn More McDonalds. (2012). Mission and Value Statement. Retrieved from https://corporate.mcdonalds.com/corpmcd/about-us/our-values.html This assessment on Organisational Culture of McDonalds was written and submitted by user Evelynn Z. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Gay Adoption essays

Gay Adoption essays One of the most controversial issues facing the United States today is whether or not homosexual individuals should be granted the rights of adoption. A poll was conducted on the Internet asking the question of whether or not gay individuals should be allowed to adopt. Out of approximately 87,000 people who were surveyed, 49% believed they should be allowed, 50% felt they shouldnt, and 1% were unsure. The nation is clearly divided, but the people against this issue have a slight edge, according to the poll. Opponents of gay rights have developed many reasons for not allowing gays to adopt. One of these points include that gay parents prey on their own children. In a study of 269 cases of child sex abuse, only two offenders were found to be gay or lesbian. It was found that a childs risk of being molested by his or her relatives heterosexual partner is over one hundred times greater than by someone who is homosexual. The second major point is that gay people die younger than heterosexuals. Gay advocates say studies that suggest gay people die younger, were written by a false researchernamed Paul Cameron. Opponents also believe that the children will suffer from taunting and prejudice. Is it fair that one persons prejudice is a reason to ban someone from his or her dream of becoming parents? Regardless of a childs parents sexual orientation, children tease and will be teased. In courts across the country, it is argued that stigma attached to having a gay or lesbian parent will damage a childs self-esteem. However, research has found that although children of homosexual parents do report experiencing teasing, their self-esteem levels are no lower than those of children of heterosexual parents. Some believe that gay people are bad moral examples as parents, and that children will develop problems growing up in an unnatural lifestyle. Courts have expressed...