MANAGEMENT (group Mcdonald)

MANAGEMENT (Mcdonald)

1)Span of control for Mcdonald company

Span of Control means the number of subordinates that can be managed efficiently and effectively by
a superior in an organization. Mc Donald suggests how the relations are designed between a superior
and a subordinate in an organization. Often in hr(human resources) when analyzing Mc Donald
company will try to calculate the everage spans of control in Mc Donald organization. There are two
types of span of control. Narrow span of control, which refers to the traditional way of seeing managers
as having only a few subordinates at McDonald’s the span of control of the manager is narrow. The
span of control refers to the number of subordinates working under the supervisor. So if there are five
subordinates working under the supervisor or manager, the span of control is five. If the span of control
is narrow there are certain advantages (Jenkins and Tessa, 2000). One of the merits is that there is tight
control over subordinates and the manager is able to closely supervise the daily operations resulting in
better co-ordination. Managers have time to think and plan and they are not burdened with too many
problems. A narrow span of control reduces delegation and managers are able to do more work.The
organizational structure in this case is tall as opposed to flat.Wide span of control occurs when one
manager supervises many employees. Most big firms use wide span of control because it requires less
operating costs. Theorists are of the opinion that tall organisation structures are inefficient, despite the
advantage of a narrow span of control (Robbins, Stephen P, 2007). One can learn to use leadership
approaches to develop high-performing teams and individuals at McDonalds. Team leaders were aware
of the importance of team building and used suitable tools and techniques to help teams reach their full
potential.

Authority and responsibility for Mcdonald

In order to get things done in McDonald’s,management has authority to give orders to the
McDonald’semployees. Of cause with this authority comesresponsibility. The responsibility can be
traced back from performance and it is therefore necessary to make agreements about this.The branch
McDonald’s managerhas full authority to give orders to the employees. The sources of authority are as
follows for Mc Donald are coercive power. It is derived from one person’s ability to instill fear in
another person and is based on the subordinate’s expectation that punishment will be met for not
agreeing or complying with superior orders or beliefs. The others sources of authority is expert power.
It is the power of knowledge, skills and expertise in certain fields. Since superiors possess these
knowledge, subordinates desire and fulfill their directions. Physicians, lawyers and university
professors can have a great influence on others as they are respected for their specialized knowledge.

Responsibility is the task assigned by managers to subordinates. It means an ethical
commitment to do the work assigned. A person who does some work has a responsibility to do it. It is
the obligation to complete the work assigned. It is the duty or task that a person is assigned to perform.
“Responsibility is the obligation of a person to carry out the assigned tasks to the best of his ability. The
responsibility of employees Mc Donald are It is the responsibility of a person to complete the work
assigned to him.It cannot be delegated. Even where a superior representative gives authority to perform
certain functions, he remains responsible to his superiors for those tasks.It should be appreciated with
authority. Lack of equality between authority and responsibility will not achieve desired results.It flows
from the bottom to the top. Each is responsible for his or her superior to carry out the tasks assigned to
the subordinate.It can be qualitative or quantitative in nature. Preferably, responsibility should be fixed
in quantitative terms as it helps to frame the standards of performance against which performance can
be measured,

Chain of command for Mcdonald
McDonalds has in ascending order; Crew Member. Standard worker, earns pretty basic pay, takes orders
from everyone else and might dish out some of their own to other crew members if needed. Crew
Trainer. This term is bullshit, Crew Trainers do not teach crew enough to be called that. Most of the
time, Crew Members will train other Crew Members. Moreover,Assistant Managers. Essentially an
apprentice in management. They operate like managers but over less stuff and will need Managers to
assist them in their duties. They’re learning the craft essentially. Managers. Near top of a local store,
these guys give all the orders and tell everyone what needs to be done and how. Others, Store Manager.
The big boss of the store, acts mostly as another Manager but has authoritative powers over other
Managers. There is only one Store Manager. Store Owner. The person who owns the store itself, who
purchased it. Anytime they come in, it’s a special event. Extra hard work, uniforms straight, etc.
Anything the store owner says, goes. Nobody is to refuse them.

2) 8 types of planning
1)Strategic plan
-Apply to entire organization

2)Tactical plan
-Specify the details of how the overall goalsare to be achieved

3)Specific plans
-plans that are clearly defined and leave no room for interpretation

4)Directional plans

-flexible plans that set out general guidelines and provide focus, yet allow discretion in implementation

5)Single-use plan
-a one time plan specifically designed to meet the need of unique situation.

6)Standing plan
-ongoing plans that providen guidance for activities performed repeatly

7)Short term plans
-plans with times frames of one year or less
8)Long term plans
-plans with times frames extending beyond three years

Impact to the decision making process in Mcdonald when government has changed some of the
rules and regulation in business.
- Organizations are under tremendous pressure to achieve instant results in a rapidly changing world.
This needs strategic management because every available resource must be maximised in order to reach
the organization's purpose.
There is a huge need for strategic leadership to handle these conditions and priorities in order to manage
an ever-increasing demand for organisational effectiveness. It is critical for any ongoing firm to
implement strategies through successful leaders.
True strategic leadership entails assuming responsibility for both the present and the future. Gaining a
deeper grasp of company conditions, the environment, and leading indicators that identify new trends
and scenarios that may occur is a fundamental goal of strategic leadership. Leadership styles can vary
depending on the situation, such as dictatorial, democratic, and charismatic. A good strategic
management team with strong leadership qualities is necessary in any organisation. For the
organization's success, these two must be in parallel positions.
Furthermore, in Mcdonald's, every employee is involved in the decision-making process. Employees
must play to their strengths and offer suggestions on how to delegate work within the team. The

management places a higher value on teamwork than on doing things alone. McDonald's group allows
ideas to flow freely and be addressed openly, allowing them to achieve their goal. This benefits the
corporation in two ways: individual targets are met while the organization's overarching goal is met.

The conclusion is, McDonald's is very successful in providing value to its employees by operating in a
democratic manner. Despite the fact that this technique may highlight differences in viewpoints, it
ultimately leads to a consensus. The management and leadership style of McDonald's can be transferred
to other organisations where managers and employees can quickly understand the situation and respond
properly. Leadership and strategic management are intricately interwoven. Without successful strategic
decisions, leadership cannot function and achieve the organization's ultimate aim.

3. Human recource department in Mcdonald how to conduct the orientation, training, and
performance management system.

In relation to the transition to endemic phase, there are many diploma gradute student are jobless and
did not get a job that did not match with their courses. To have a relevant qualifications to do online
marketing tasks, we should hire diploma or degree graduate student especially digital marketing
students. They can give new knowledge to old employees and can develop new ideas in a company if
we take diploma or degree graduates. Then, we will not use the same method every year and can provide
changes that can have a big impact on each company.If we prioritize those having extensive marketing
experience, company will create a great challenge because with a combination of ideas from those who
are new with those who have extensive knowledge we can produce high quality projects. As Mc
Donold’s HR , we prioritize those who are highly skilled in marketing because this can develop our
company and be able to compete with other companies that are on par with Mc Donald's

We need provide a program of study while working for SPM graduates for those who do not yet have
a direction to continue their studies. The program can help them to determine their future easily and
train existing employees in training students according to the correct SOC. So this can prevent their
negligence in working and improve their discipline in working. Nowadays, there are also employees
who are dissatisfied to work with the company due to unsatisfactory work environment and lack of
existing facilities. To impress them, we can create a form to review their willingness to work with the
company. This can make it easier for the company to provide the necessities while working to give a
comfortable environment for them. With the existence of social media such as tiktok, instagram,
facebook and others, they will definitely share the benefits of working with a company. This can attract
the attention of public by encouraging them to work with the Mc Donald’s.

For those who work from home, we can provide facilities that can help them in working such as laptops
and allowances. This can reduce their burden in spending large sums of money to buy a new laptop and
help reduce their electricity bills. we can provide the same comfort in the workplace as in the office to
give equal justice to all employees. This can increase employee morale in work and provide maximum
level of satisfaction.

Selection Process and Method used to select employee

McDonald's menu options

The McDonald's selection varies depending on the type of job you want to do for the company.

For example, if you want to work as a restaurant manager, the process takes about four to eight weeks
and consists of a four-step procedure:

1) Applying for a job online

2) Questionnaire de sonality et

3) On-the-job assessment (O JE)

4) Alternative viewpoints

The online form asks for personal details, two references, educational history, and short answers to six

competency questions, such as "What attracts to you about Restaurant Management and what traits

appeal to

you?"Are you suitable for the position?" or "Which of your previous employment have you enjoyed th

e best and why?"The personality questionnaire is the second step, in which candidates are asked to co

mplete a personality test in order to assess their personal values and suitability for the role. Its primary

focus is on leadership characteristics and the ability to work well in a group.The third and final episo

de is titled "On-the-Job Evaluation (OJE)".It is a one-

day evaluation in which candidates do a variety of duties on the shop floor. For the first portion, candi

dates work as part of a restaurant staff, learning about customer service, cash handling,equipment mai

ntenance, food hygiene, and health.as well as safety Later on, candidates will learn about addressing c

omplaints and shift management. Candidates are monitored as they participate in a series of graded ex

ercises to solve a variety of problems.Finally, the fourth episode is a behind-the-

scenes look at an operations manager.This could include school and work experience, motivation to jo

in the company, and basic competencies.It's also an opportunity for candidates to ask questions regard

ing the position and their future potentia. Once the assessment process is completed, the company usu

ally contacts individuals who have been out of work for 10 day.

How To Conduct the Orientation & Training after Pandemic Covid-19

Set the stage for a future-focused onboarding experience

Employers must rethink their approaches to employee engagement across an increasingly diverse and
distributed workforce if they want to attract new talent — particularly fresh graduates — to this new p
aradigm.What should businesses focus on right now to guarantee that new workers adjust quickly to t
heir new roles and feel supported in a rapidly changing environment? How can businesses keep a new
generation of workers on board for the long haul? Creating a positive onboarding experience starts
with:

Management

Managers and executives will learn how to effectively engage teams in a hybrid/flexible work environ
ment.

Managers must be deliberate and consistent in assisting new hires in adjusting to the organization's ex
isting dynamics. Concentrate on improving management's empathy, listening, responsiveness, creativ
e problem-
solving, transparency, and flexibility.Rewrite the performance management handbook.Take a step bac
k and reconsider what is expected of employees in a virtual/hybrid environment.

Employees will need to learn abilities for thriving in the new normal in addition to accomplishing busi
ness goals.

Self-management and interpersonal communication are among the "hot" talents in the post-
pandemic workplace, according to the World Economic Forum.

Mentoring

Give supervisors the ability to set aside time for mentoring. Regular, regular one-on-one check-
ins are essential for ensuring that new recruits are on track and for managers and staff to get to know o
ne another better.For onboarding and peer-to-
peer mentoring, implement a "buddy system." Within the first few weeks, this invites the new employ
ees' coworkers into the circle and builds early social bonds.Form mentorship networks or learning co
mmunities. According to our Flexible Work and Rewards Survey, two-
thirds of firms have established or plan to construct virtual channels for their remote staff to communi
cate and cooperate more efficiently.Form mentorship networks or learning communities.

Wellbeing

Recognize the particular human problems that new hires face. According to GBAS, all new recruits, e
specially young professionals, seek help with stress, anxiety, and mental health difficulties, while olde
r workers want assurances about their health and retirement benefits. Ensure that new employees are
well-
informed about how the company can meet their specific needs, and that these services are easily acce
ssible.Get a new perspective on inclusion and diversity (I&D). Organizations seeking to employ for di
versity must first assess and rectify any existing gaps in knowledge, experience, or procedure, such as
unconscious prejudice and pay equity challenges. Sincere efforts speak volumes and leave a lasting im
pression on new employees, especially in this day and age when mistakes can have a significant influe
nce on employee engagement and business reputation. Employee resource groups (ERGs) may require
new charters, purpose expansions, or a greater focus on real-world issues

Culture

Make onboarding a priority

It's a two-
way street when it comes to culture fit. The initial few days and weeks of a new hire's employment ca
n leave a lasting effect on them, either encouraging or discouraging them to stay.Storytelling is a great
way to get people interested in your company.What better approach to energise new hires for the jour
ney ahead than to tell them a story? The listener is invited into moments of time that highlight the type
of organisation they've joined and how they might fit into that world through storytelling.

Technology

Allow technology to handle the administrative heaviness. Imagine being a new employee on your first
day and being able to access a digital experience that walks you through your first few steps at the co
mpany. This is especially useful in large businesses with a plethora of documentation, expertise, and p
rocesses that new workers are unlikely to be able to manage on their own. Take a fresh look at how yo
u've set up your virtual resources. Do they make it possible for a newcomer to become productive righ
t away?.Simplify the learning process to ensure that new staff are fully onboarded as quickly as possib
le. Invest in a comprehensive learning and development strategy for employees' continual progress, an
d use online training to support upskilling and reskilling programmes.For real-
time insights, make the most of employee listening tools

According to the Reopening the Workplace: Health, Safety, and Wellbeing Survey and Assessment, 5
2 percent of employers will adapt existing tools and 16 percent will introduce new tools to enhance e
mployee listening activities. Aside from convenience, modern survey tools provide companies with pr
actical insights and best practises for creating high-quality employee experiences.

Retrofitting your current onboarding programme to meet the new job challenges is a short-
term solution that won't help you achieve your long-
term goals after the epidemic. Employee retention and engagement necessitate a deliberate, long-
term effort that begins on day one. Take the effort now to create an excellent onboarding experience f
or new employees that reflects and builds on the new environment and, as a result, improves the organ
isational culture.

Training

We must appoint those who have the desire to work and are responsible for what work is taken. By
appointing responsible employees, we can produce employees who do not burden others and the
company itself. The goal of an employee should be to achieve success in a company by build a good
team and working together in developing a given project. By training experienced instructors, they are
able to share their experiences with each other and exchange ideas with each other in an assignment.
Mcdonald requires a high evaluation in a training because this can produce quality employees and can
produce the best work. McDonald's must determine the purpose of the training so that the objectives
are achieved in accordance with the requirements that are determined to avoid making bad mistakes.

Performance management system

The fundamental purpose of McDonalds Corporation's performance appraisal system is to control
performance. McDonald's management must study the reasons of performance problems, direct
manager and employee attention to those causes, build action plans and empower workers to find
solutions, and use performance-focused communication to monitor and enhance their employees'
performance. Individual managers will have their own methods of managing employees, which is
critical in determining individual performance and assisting them in being satisfied and able to grow
their talents. Most people who are in charge of evaluating and monitoring the performance of others
have some level of authority and are likely managers. Each McDonald's manager will use his or her
own personal preferences in dealing with the employees under him or her, and if they can establish an
informal one-on-one relationship that includes assisting others in becoming happier at work or

discussing ways to improve or develop, this will be beneficial to all parties involved. Others who are
not functioning as well as they should may require guidance or assistance in completing their jobs. The
way a manager goes about their job can have a big impact on whether or not employees perform well,
and his or her management techniques are crucial in this process. The ideal way to assess and measure
worker performance is for the manager to do observations on staff and then skillfully assist with the
problem or provide advise as needed. The manager should be aware of his employees' needs and when
they may require assistance. McDonalds do promote Crew Members to hourly paid management
positions where they have the responsibility for shift running within the restaurant. The training begins
within the restaurants with a Shift Management Development Programme and development
days which cover areas. On completion of a management entrance test, staffs will attend a training
session held through the Training Department before returning to the company in position of
management. McDonald's does promote Crew Members to hourly paid management roles where they
are in charge of the restaurant's shift operations. The training begins in the restaurants with a Shift
Management Development Program and development days covering various topics. After passing a
management entrance exam, employees will attend a training session hosted by the Training
Department before returning to the company in a management role.