Video presentation

“The Management Impact on McDonalds of the Current UN Proposal to Make Mondays Meat Free” : 

A presentation by: Abdul-Haleem Seidu, 08053631 “The Management Impact on McDonalds of the Current UN Proposal to Make Mondays Meat Free”

MANAGEMENT : 

MANAGEMENT Management is a process of achieving organisational goals by engaging in the 4 major functions of planning organising, leading and controlling. Planning is the organisational process for completing a process. It involves setting goals on the basis of objectives and keeping in view the resources.

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Organisation focuses on the allocation of different elements in order for the plan to be carried out successfully. Leading is the influencing of others in order to reach organisational goals.

MANAGEMENT APPROACHES : 

MANAGEMENT APPROACHES The three major management approaches are the active listening role, the cultivating role and the steering role. The active listening role acts as a passive form of management. The cultivating role focuses on capacity-building and the stimulation of action by others. The steering role is a programmatic approach with high levels of management and control.

McDonald's Company Information : 

McDonald's Company Information McDonalds is the largest food service company in the world. The company regards itself as the leading global food service retailer, with more than 30, 000 restaurants serving more than 47 million people each day in 121 countries. In 1974 McDonald’s opened its first restaurant in the UK. As of 31 December 2001, McDonald’s and its franchises operated over 1,184 restaurants in the UK.

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McDonald’s menu concentrates on five main ingredients: beef , chicken, bread, potatoes and milk, which account for £255 million of food expenditure.

McDonald’s Management Theory : 

McDonald’s Management Theory McDonald’s uses various scientific management approaches. McDonald's places emphasis on the training and development of its employees. They aim to provide career opportunities for people to achieve their potential. The firm offers both full and part-time career opportunities, which helps staff to combine work with family or educational commitments.

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Job progression is used to encourage employees who got their first job in the company to progress to management positions. These promotions are based on the performance of the staff member. Over 40% of McDonald's managers started as hourly-paid staff members in the restaurants. Over half of the company's middle and senior managers have moved up from restaurant-based positions.

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The company's hourly paid staff enjoy the following benefits: Free Meal Allowance Paid Holidays (4 weeks per annum) Free Life Assurance (value dependent upon service) Private Health Care (for employees aged 19+ with 3 years service) Sponsorship Programme Stock Purchase Scheme Employee Discount Card Service Awards (at 3, 5, 10, 15, 20 and 25 years service) Stakeholder Pension

UN Proposal: “Meat Free Monday” : 

UN Proposal: “Meat Free Monday” This new proposal encourages people to help slow climate change by having one meat free day a week. This has stretched to major food retail companies such as McDonalds. To be more in line with this proposal, McDonald's can do the following: Selling a premium spicy-chicken sandwich and an Asian salad in the hope that it will attract consumers seeking healthier fast food. They will also start selling a "more robust" coffee; the coffee will be served with the popular raised lids that open and close like those used by Starbucks. Also in development at McDonald's is a "drinkable breakfast" like enriched yogurt.

The Competing Values Framework : 

The Competing Values Framework The Competing Values Framework of Quinn, Rohrbaugh is a theory that was developed initially from research conducted on the major indicators of effective organizations. Based on statistical analyses of a comprehensive list of effectiveness indicators, Quinn and Rohrbaugh (1983) discovered two major dimensions underlying conceptions of effectiveness. The first dimension is related to organizational focus, from an internal emphasis on the well-being and development of people in the organization to an external focus on the well-being and development of the organization itself. The second dimension differentiates organizational preference for structure and represents the contrast between stability and control and flexibility and change. Together the two dimensions form four quadrants.

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The Competing Values Framework got its name because the criteria within the four models at first seem to carry conflicting messages. Organizations must be adaptable and flexible, but we also want them to be stable and controlled at the same time. A paradox.Each quadrant of the framework represents one of four major models of organization and management theory (Quinn 1988): Human Relations Model: places a great deal on emphasis on flexibility and internal focus, and stresses cohesion, morale, and human resources development as criteria for effectiveness.   Open Systems Model emphasizes flexibility and external focus, and stresses readiness, growth, resource acquisition and external support.   Rational Goal Model: emphasizes control and an external focus, and views planning, goal setting, productivity and efficiency as effective.   Internal Process Model: emphasizes control and an internal focus, and stresses the role of information management, communication, stability and control.

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The model that would suit McDonald’s the most is the Rational Goal Model. The rational goal approach focuses on the organization's ability to achieve its goals. An organization's goals are identified by establishing the general goal, discovering means or objectives for its accomplishment, and defining a set of activities for each objectives. The organization is evaluated by comparing the activities accomplished with those planned for. These criteria are determined by various factors. McDonald’s could set the goal to serve healthier food on Monday’s and replace the meat products they sell with new products such as more salad and similar products.

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The main aspects covered in this presentation include: The Scientific Management approach and how it applies to McDonald’s The Competing Values Framework and the different models it incorporates. The Rational Goal model which is best suited for McDonald’s to use.