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Improvements in the strategy would be suggested at the end of the paper.
McDonalds, in its values, regards its employees as an important part of the system. They state that they are committed to their people and ‘provide opportunity, nurture talent, develop leaders and reward achievement’ (Mission and Values, 2013).
A typical McDonald’s restaurant has 8 levels of hierarchy. These are shown in Figure 1. In each restaurant, McDonalds usually employs 60 individuals. These mainly consist of the crew members who occupy the lowest rung of the organizational hierarchy. The job of the crew members is clear cut without them having to take any decisions. They have to prepare the food the standard way, serve the customers and maintain an efficient work and service flow within the restaurant.
Above the crew members are the training crew, floor managers, shift running floor managers, trainee managers and assistant mangers. Like the job of the crew members, the job of these employees is also quite standard. Each day, they have to follow the same steps without them having to take any decisions or choices in their roles.
The managers are the controlling head of the restaurant. They are responsible for running the daily operations within the restaurant and have to handle and monitor the rest of the employees. These managers are responsible for sales of the restaurant and for providing training to the employees placed below them.
McDonald’s in UAE, similar to McDonalds is every other country hires on the basis on equal opportunity. McDonalds has a strong commitment towards diversity and inclusion. It therefore disregards any difference of color, race, religion, age or gender when employing or paying its workers. The average salary of an employee within McDonald’s varies from region to region. In most countries, employees are paid on hourly basis. However, in UAE, hourly pay is not common and employees are paid
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Over the last few decades, the dynamics of highly competitive global industry have forced organizations to rethink and re-evaluate the way they design competitive strategies in accordance with the fluctuating demand and diverse technologies. According to Robert Grant (2005), “When the external environment is in a state of flux, the firm itself, in terms of its bundle of resources and capabilities, may be a much more stable basis on which to define its identity”.
The massive shortfall in the workforce and subsequent recruitment, which has become a common feature in the recent days, has been causing heavy overheads for the company. The firm is in dire need of adequate supply of well trained employees for the successful performance of their business processes.
The top most management level of a company reserves the right to design and communicate a compensation strategy that will give the company a competitive advantage. Indeed, how a company defines its compensation strategy is fundamental in attracting, engaging, and retaining employees.
Traditional companies were very much concerned with productivity and the only means was to achieve it was focusing on the job rather than employees. Use of punishment was considered vital in enabling workers to work hard thus improved productivity but with advent of enhanced technology and human relation movements, organizations have realized the need to treat their employees as the most valuable assets and developed more humane measures of dealing with employees.
The compensation strategy of a company must be well balanced to ensure a profitable business, while also maintaining employee morale and satisfaction levels. It is very important for any company to be in stiff competition within the industrial domain. The driving force for this competition is undoubtedly attained through the ‘human resources’ or the company’s ‘workforce’.
Still, about 22 percent of American workers voluntarily leave their jobs in less than one year. Turnover quickly becomes expensive for large corporation, and an immediate financial punch for smaller enterprises.
They are selected as subject since they belong to the same enterprise.
These three car companies employ different compensation strategies. The method of Wilson motor is to offer the highest spiff with a minimum of 120 which is way higher than its two competitors. They
The salary a company offers should be equal or higher than the average salary for a job position. The average salary in the United States is approximately $43,000 per year. Employees that are underpaid have less motivation than workers
1 Pages(250 words)Research Paper
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