People Management Issues of Mcdonalds

Only available on StudyMode
  • Download(s) : 723
  • Published : April 30, 2011
Open Document
Text Preview

This essay will discuss the key people management issues, found in McDonalds, being discrimination due to diversity and low motivation as a result of job specialisation. McDonalds is large corporation with thousands of employees, working in stores situated all over the world. This globalisation of stores insures a need for a diverse workforce in every McDonald’s store, in order to reflect the current diversity around the world. This diversity can in turn cause problems of discrimination, which must be managed to ensure McDonald’s stores remain successful. McDonalds is also known for its consistency in providing the same quality product and service, no matter which store you visit (McDonalds Australia, 2010). In order for McDonalds to ensure this happens, a specialisation of jobs is required, allowing each part of the McDonalds process to be completed with the same quality. Job specialisation can also lead to issues of decreased motivation and decreased job satisfaction if not managed correctly.

McDonalds is a well renowned fast food restaurant with more than 30,000 McDonald’s restaurants in over 120 countries around the world (McDonalds Australia, 2010; McDonalds Corporation, 2010b). McDonalds Australia (2010) states that greater than two thirds of their Australian restaurants are owned and operated by franchisees, with the McDonalds Company running the rest of the stores. McDonald's vision is to be “the world's best quick service restaurant experience. Being the best means providing outstanding quality, service, cleanliness, and value, so that we make every customer in every restaurant smile” McDonalds Australia (2010). In order to achieve this, McDonalds specialises each employee’s job giving them a small number of simple tasks to complete therefore ensuring consistent results in every aspect of their organisation (McDonalds Australia, 2010). McDonalds has a people vision to be recognised as “an Employer of opportunity”. McDonalds Australia (2010) also has a number of values, two of which being, “we believe in the McDonalds System – owner/operator, suppliers and employees are all equally important and also that we are committed to our people” (McDonalds Australia, 2010). In order to stay in line with their values and vision, they must not only ensure their customers are satisfied but, just as importantly, their employees are satisfied. As McDonald stores are situated all over the world diversity is an important element to ensure both employees and customers are content with the equality in McDonalds. DIVERSITY

Diversity is about people’s differences in relation to things such as race, gender, sex or religion (Hopper & Salvaggio, 2008). In general diversity refers to ‘social differences’ which are created and sustained by individuals (Blaine, 2007). These ‘social differences’ in turn influence individual’s identity and behaviour creating different cultures and belief’s (Blaine, 2007). Due to increased globalisation diversity is becoming increasingly evident throughout the world, as McDonalds is situated all over the world it therefore greatly influenced by diversity. DIVERSITY IN MCDONALDS

McDonalds is situated in over 120 countries around the world and therefore it has a very diverse range of customers (McDonalds Australia, 2010; McDonalds Corporation, 2010b). In order for McDonalds to satisfy its whole customer base they must replicate this diversity in their own stores through their employees, suppliers and owner/operators (McDonalds Corporation, 2010a). As a result of these numerous varying cultures and races, discrimination can quickly arise, causing many workplace problems. DISCRIMINATION

Discrimination in the workplace is defined by Krzystofiak and Newman (1978) as “the use of any selection procedure which has an adverse impact on the members of any racial, ethnic or sex group with respect to any...
tracking img