Subject
Students Name
Institution of Affiliation
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McDonald’s Organizational Culture
The organization culture of a firm defines values, habits as well as the traditions that influence the employees’ behavior. McDonald’s is one of the largest fast-food organizations in the globe and has an organizational culture learning among its employees. The organizational culture of McDonald support operational efficiency to maximize its production as well as the improvement of service quality. The corporate culture in McDonald’s therefore emphasizes the human resource development as well as efficiency, supporting growth and success of the business in the international fast food market. The organization culture of McDonald is characterized by; individual learning, people-centered, diversity and inclusion as well as organizational learning.
I can recommend various changes into the organization’s culture that include, improving on the leadership of the organization, an increase in the employees’ salaries as well as improvement in hygiene. There is a dire need to change the leadership of the organization as leadership acts as the steering wheel that directs a car to where it is needed. Similarly, the leadership of an organization is expected to lead and spearhead the organization towards the achievement of its goals. Poor leadership can lead to a loss in an organization.
The turnover rate among the employees is an essential culture, and this means that if an organization want to retain their employees, they will have to increase their salaries and at the same time improve on their working conditions. Poor hygiene may compel many employees to resign and look for work in an organization that has proper conditions for work. Salaries, on the other hand, are key to maintaining employees in an organization. Better payments mean employees satisfaction and reduced turnover as well.
Rotation among the employees is necessary as it helps in developing creativity and innovativeness. The company’s organization’s culture is devoted to enhancing the employees learning, and therefore the culture of rotation facilitates the employees to learn new ideas as they shift from one department to another. Rotation on the other hands decreases boredom as an employee will not have to do one thing all the time but will be excited to learn new ideas.
Work Cited
O’Neill, John W., Laura L. Beauvais, and Richard W. Scholl. “The use of organizational culture and structure to guide strategic behavior: An information processing perspective.” Journal of Behavioral and Applied Management 2.2 (2016): 816.
