Application of Cultural and Critical Approaches in Australian Organization - McDonalds - Case Study Example

APPLICATION OF CULTURAL AND CRITICAL APPROACHES IN AUSTRALIAN ORGANIZATION Name Institution Instructor Date Introduction In Australia, McDonald’s corporation has contributed to a high level of individual growth that has reinforced their daily lives. Considering this aspect is while doing business in that country it is benevolent to the lives of the citizens. This indicates a better equality amongst business, families, government, and societal levels. Christianity predominate other religion in Australia with (50%) and great individualism relate well with other Christian founded cultures. McDonald’s corporation culture has established its properties in the work setting, perceived indirectly or directly by the workers, and is assumed to be the main factor influencing workers behavior. Critical approaches to transformation, starting by concisely reviewing the existing approaches is examined and discussed into details. In addition, the major key sites of transformation have been included: corporation process, identity, social dynamics and fields. It comprises some deficiencies in critical interpretations of transformation and some parts considered for forthcoming investigation. According to the base- superstructure correlation it was realized that, the process of production governs the exact nature of society. The economy is the fundamental factor that helps in the realization of social structure, together with ideas and institutions. In the system of capitalism, production was derived by profit and hence dominating labor. The group that benefits from the profit (in control), dominates the working-class group and almost all institutions that propagate supremacy inside the capitalistic society ascend from this system of economy. The liberation of the employees can only be realized through the intensifications of working class against the leading group. This kind of liberation furthers the usual progression of the past, where the powers in opposition clash in a conflict that causes to a developed social order. Consider the recent financial crises in Russian, japan and Malaysia (Millichamp, A. H. 2002). The inclusion and aligning of employees, the persons in the management system, other stakeholders, and capabilities and structure (comprising organization culture) to the plan, helps theMcDonald’s Corporation attain effectiveness. Business statistics in Australia shows that the above assignation is true and critical for greater performance, greater employee retention, and greater customer satisfaction to be attained. All the organizations that have attained increased business outcomes must have been set to such alignment. Effective implementation of plans has been done and has the main driver of economic performance. Establishments that fail to incorporate business strategy in their production have failed to yield sustainable and consistent business outcomes. The connection between successful plan execution and worker engagement factor is vivacious. The major relationship between McDonald’s corporationbasics that have functioned together to maintain a well customer experience, profitability and better performance are presented as follows: Individuals system and development of the right behavior An encouraging work setting Proficient and reliable leadership The structure where individuals comprehend the expectancy and responsibilities We establish that leaders in McDonald’s corporation encounter weighty challenges in the process of involving their workers to their plan. In addition the results armored the connection between key trade metrics and commitment such as a company’s capacity to entice talent. Execution of effective plans was realized to be important and success. Apart from the positive outcomes, McDonald’s corporation encounters challenges which through focus, an integrated approach, and knowledge ensure that the business thrive and survive in all economic conditions. Though the business challenge seems to be simple, they need engagement of workforces and alignment to articulate strategies clearly. However, for this to be attained, coordination and holistic exertions are necessary to meet the objective and higher performance of the business. The study found that fewer workers work in a business where strategies are effectively communicated by the senior leaders in an organization. More troublesome is when some fewer workers trust that the strategy is implemented effectively by the senior leaders. McDonald’s corporation effectiveness has been achieved through an integrated outline that addresses the following elements of business effectiveness: Capability, structure, and capacity Persons with capability doing the right job through a “fit for purpose” configuration and clearly defined relationships and role answerabilities. Process and people system Leaders need the support of worthy people systems and procedure. These process and system work in business to direct messages, create well-informed decisions, and share information across the organization. Trust and consistency is created through these systems and process. Strategy The strategic direction, purpose, and role that reviews the business work and division being appropriate and clear. Leadership Frontrunners have the capacity and capability to initiative justifiable business achievement. Employee engagement A good number of workers who are engaged whose minds and hearts are aligned with the job that they perform and the institutions where they work. Engaged workers are: Devoted to make their work and organization effective. Ready to positively talk of their work and the business. Confortable with their present work and their business as the proprietor. Satisfied of thebusiness and their work. Values and culture The simple postulations on how to perform, share, and perform work in the business that is allied to corporation plan. The behaviors, systems, and symbols that frontrunners and workers are wide-open to in the business must line up to the preferred culture to attain the business plan. Customer experience Great levels of loyalty and customer satisfaction attained through workers awareness of acting on customer reaction, delivering customers requirement supportively, and customer needs. Businesses support the public and are environmentally answerable. Managing change has been a tough problem in McDonald’s Corporation, but they have reached to an agreement on how to initiate most influential transformation. When ten executive were asked to mention the critical factor required for the successful performance of McDonald’s Corporation, different answers were realized. This indicated that most managers have viewed the initiative of change from different point of views based on their own experience. Based on the Amazon’s recent research, the idea of change and management has a lot to offer, but most of the companies have taken them together, forcing the business to tackle different priorities at the same time and making the spread of skills and resource thin. Moreover, different approaches are used in different areas of the corporation, resulting to the turmoil that normally accompanies change. The management has recently focused on issues such as, motivation, culture, and leadership. These elements are critical for success, but handling these characteristic alone is not enough for the implementation of transformation projects. Many change programs have not directly influenced by the soft factors. This has been shown in the case of visionary leadership that is important for transformation ventures, but it’s not constantly applicable. Moreover, it has not been easy to change the bond or the attitude; it has deeply fixed in people and the business. Culture has played an important part in skirmish and conflict resolution. Cultures have been like the underground rivers which flow through the lives and transform the attributions, perception, ideas, and judgment of a person and even others. Though cultures have impacted the society positively, they often cause conflict and tend to resolve those conflicts in indiscernible ways. Though culture seems to be barely normal, they are dynamic and a shifting start point for the people’s orientation and direction. Most workers in McDonald’s Corporation have culture that informs them on what is appropriate, expected, and normal. The differences in people may be misunderstood due to lack of common sense or as a result of ill faith among the people, not knowing that the common sense is likewise cultural. What seem common to an individual may be strange to the others. Culture has informed many people on how to solve conflicts and has harmonized the togetherness of people despite the differences in their culture. It has also enhanced the understanding of relationships and other complications involved with cultural dimensions (Masi, R. J., & Cooke, R. A. 2000) Human relationship is believed to be the reason why cultures embed in each of the conflict. Culture has impact on the attempt to resolve conflict, naming, and framing of ideas. Culture has always influenced and has been factor of conflict. Tension has always risen among the co-workers due to the conflict in different disciplinary within the corporation, causing employees to work in a strained relationships and bur the communication. This has negative impact to the performance of the organization affecting its output and hindering the attainment of the business objective. The idea of investing in employee (lip) has enhanced the efficiency of business in McDonald’s Corporation. Most of the organizations in Australia have incorporated the idea into their production process and has boosted their output production. McDonald’s Corporation is one of the businesses that has implemented and engaged their people in team work process, creating the ownership aspect among the workers. Investment in people has been the great idea and critical element in developing the team work strategy. This process has served the corporation as their culture, enhancing commitment among the workers and the realization the responsilities and role of each employee as the business aims towards achieving the organization objectives. The evaluation of teams work every day helps the business to identify their weaknesses’ and make the necessary changes to improve on the business performance. The usual evaluation process has enabled the McDonald’s corporation achieve the required standard for the business to do well in a competitive market. In addition the organization takes the initiatives of empowering their all participants and educates them to understand the required ethic and the value impact on the business production. (Masi, R. J. 1993). This program has the following features that enhance a learning culture: A high level of participation of departmental heads Commitment level of the CEO to be high when addressing each session Staff at all levels to be represented in each session According to IT awareness week, Australian Bureau of Statistic (ABS) organizes weekly activities to promote interest and enhance awareness on the importance of using information technology in businesses. The achievement of the activity was based on: Active promotion of the process through media and other agency sites Involvement of key business parts and intensive planning Introductory of a wide range of activities with the availability of experienced personnel Consultants within the corporation mentors the managers effectively, support, and manage the learning process, to develop the staff members. Mechanisms are in place calling for all work units (overseas post, territory offices, and divisions) to be trained and forecast measures have been put in place to make sure managers support and encourage the training process. Generally the main objective of the development plan and learning process was to empower the workers and other stakeholder, make them be cost effective, relevant and focused. The fact that training was meant to attain the business goals, it is accessible to all local staffs and other staff globally. Priorities have been given to the following elements during the empowerment programs: foreign languages, professional knowledge, and management and leadership. Further, support was directed to the work place setting to enable the learning and transfer of skills and knowledge among the workers. The friendly setting encourages the managers and supervisors in performing their duties of coaching and mentoring as part as their responsibilities. The right environment provides opportunities for the staff develop and test new skills and ideas. Opportunities are provided in the work area for the staff to practice in their area of specialization or share in the part of common concern such as program delivery, legal, evaluation and accounting, policy advance and many others. For example, for the wide learning on leadership and development, the commissioners in McDonald’s Corporation conduct a leadership training and practice to share knowledge and information. After these seminars, workers are encouraged to share by distributing materials from conference, share the information to other workers and practice in the area of specialty. Integrated plans exist to improve the performance of staff and increase the business outcome. Among the many strategies, PFD (performance feedback development) is a good example that has been used to evaluate the performance of the business.in the plan the following key strategies are used: Planning starting from the departmental down to singular level Performance assessment Education and development Remuneration improvement; this in includes bonus, salary advancement and other way of appraisal. Another principal that was used to reach high level of operation was organizing leadership training to target the senior officials. This program helps in reviewing the existing programs and realizing the required capabilities in the organization. Coaches assist in following up the process and conduct necessary advancement in the program. This aspect was achieved through adult education and other intervention that helps in informing and enhancing presentation ofsenior officials.(Masi, R. J., & Cooke, R. A. 2000). Evaluating education process and development Development and learning process are evaluated mainly as a managing process to fine tune the plans and advance the production of the business. It was noted that learning process has no end, therefore, every day and hour is a learning opportunity. It was realized that plans will always be changed in an evolutionary manner, depending on the evaluation’s results. In the corporation it’s always good to consider what to evaluate, in order to avoid confusion and making the process systematic and smooth. The process mainly requires the gathering of useful data as input, outcomes of programs, and outputs. Return on venture or value of cash valuation are considered to be an assessment of worth of output unlike the input value (Skenes, R.E., & Honing, C.A. 2004). The following information was what the minimum set of data found useful in the evaluation process: Spending on outsourced sources Spending on formal development and learning as a percentage of administration cost Qualitative opinions (from stakeholders like managers, executive and others)on deviations in business and workers performance and capabilities Development and learning hours that are formal on each person per year At the individual level, workers in McDonald’s corporation take initiatives and responsibility on their on to educate themselves through sharing of skills and information. The active commitment in learning has improved personal productivity and enhanced their career. They go further to evaluate themselves through the feedback mechanism. Interestingly the Corporation has the electronic system of evaluation. The member who has been evaluated passes the result to the manager for his/her comments. Following the highly evaluation techniques and commitments of the McDonald’s Corporation, they have managed to get into high standards of productivity. Modern social effort have left evaluating structural elements and shifted to individualized elements. This orientation of individualism has problems that disregard the perspective of positions and power relation, which in return affects the lives of people and their social work. Conclusion Regardless of the country or industry, McDonald’s Corporation seeks to achieve greater results and effectiveness. Effectiveness of the corporation is critical in the economy, therefore for any organization to achieve sustainable and better business outcomes, they need to include employees in their planning and execute their plans. Execution of strategies are real when roles, leadership, structure, culture, system, and capability are all aliened strategically and pulled together. On the other hand, substantial benefits are brought by challenges, forming competitive advantages in the economic growths and ensuring survival in a recession. References Bartel, AP 2000, Measuring the Employer's Return on Investments in Training, Evidence from the Literature, Industrial Relations, vol.39, no.3. Becker, BE, Huselid, MA & Ulrich, D 2001, The HR Scorecard, Harvard Business School Press, Boston. Bramley, P 1996, Evaluating Training Effectiveness, McGraw-Hill, London. Brinkerhoff, RO 2000, Achieving Results from Training, Jossey-Bass, San Francisco. Driscoll, M 2011, Web Based Training, Jossey-Bass, San Francisco. Jarocki, T 2011, The Next Evolution - Enhancing and Unifying Project and Change Management, Brown& Williams Publishing, New York. 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