LDR week 3

Case 2: Global Shared Services, McDonald’s Corporation

The McDonald’s Case Study revealed that their target audience during staffing is entry level candidates, of which they groom into leaders. However, it is not always easy searching for a needle in a haystack. Some employees are teachable and coachable, while others may come with harbored problems. Those that are unidentifiable tend to be problems at home. With that being said we will explore five common behavioral issues, “the poor fit, the disappearing act, the scofflaw, the sour apple, and the filcher.”

During the interview process most job applicants bring their best behavior, but in reality, they are The Poor Fit. Candidates may have customer service skills that are not polished. You later find verbiage to be unfavorable, because they do not fully comprehend company lingo. A professional setting requires sophisticated skills that can be delivered while on stage. In addition, the best fit maybe subject to exercising The Disappearing Act.

Problematic behavior crops of this nature are typically in connection to troubles in an employee’s personal life. This could lead to spotty attendance such as, “arriving to work late, leaving early, and sneaking away for midday breaks.” Employees may be faced with injuries, job dissatisfaction, personal problems, or life transitions. Next, The Scofflaw, employees who continuously ignore policies and procedures. This type of behavioral issues requires constant reinforcement from leaders, as this places the organization at risk.

The Sour Apple, is a negative employee who bad mouths the company, leadership, and fellow employees. Surprisingly they are not always employees, it is disruptive customers. These individuals taint the organization, by have having bad morale. Therefore, it is best to address negative employees by stating the problem and explaining why things have to change versus discussing personal characteristics. Lastly, you are subject to discover illegal activities of employees known as The Filcher. During the pre-screening process, there is no indication, of inaccuracies. However, you may later find evidence of tangible theft, or theft threatening the organizations bottom line.

Darcie, some of the items that were stated in the case study I found to be a little surprising. The first was that about 60%of the people who own or operate a McDonald's were employees who worked their way up in the company. Some of these were people who had never had a job before so they were first time hires. I think that McDonald's hires people who have no experience because it allows them to train them the way that they want. They can instill certain values in them and get they to be loyal to the company. That is why there are so many that become owners or they operate one of the restaurants. The second item that I found surprising was that McDonald's likes to hire people who have never worked before. They state that they have some values that believe that having good staff members is what creates them to have great customer service or giving a great customer experience. After being a customer at McDonald's I feel that it is hard to believe this statement. I think that there is a lot more work to be done in order for them to say that it is a great customer experience. I think that they have the right idea but there is a long way to go. The third item that was surprising was that McDonald's has a rich history of developing leaders. This is something that I never really thought about when it came to McDonald's. I really like that they are committed to their employees by providing opportunity, nurturing talent, developing leaders, and rewarding achievement. All of these items show that McDonald's values the employees that they have. I think that they want to show the staff that hard work, teamwork, and commitment can take you along way. Working for a company that likes to instill values, basic skills, promotes from within and pushes employees towards a future is one that I would like to have any of my children work at for a first-time job. If McDonald's really believes that a team of well-trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high engagement, is essential to their continued success (Anderson & Adams, 2016).

McDonald Topic Posting # 1

McDonald Topic Posting # 1

Don pointed out some ways in which organizations that hire inexperienced employees will have the most communication deficits. I believe he is likely right in this assumption. However, I’d like to offer a different reason why. Inexperienced workers are likely young, many still adolescents or barley past adolescents. As I read about Ego in chapter 8 of Mastering Leadership: An integrated Framework for Breakthrough Performance and Extraordinary Business Results I couldn’t help but think about the development of the adolescent mind. While the chapter is focused on the psychological stages of development of the leader, there comes into question the psychological development of the inexperienced employee. Assuming most adolescents are still functioning form an egocentric mindset, it would seem, regardless of the creative efforts of leadership, communication would suffer when one’s employees are still functioning from a biologically undeveloped egocentric stage of development. Moreover, as an introductory level job for the inexperienced worker, there is likely little financial incentive for his willingness to “leave his ego at the door.” (Anderson & Adams, 2016) Fostering commitment and buy-in from an adolescent making minimum wage would prove difficult on its own, not to mention facilitating clear lines of communication. Conversely, even those employees who have progressed from an Egocentric stage of development to a Socialized Mind stage of development are looking for outward-in approval. Those people pleasing, high achieving, inexperienced hires are more likely to strive for approval. “The Socialized Self is defined by what other have told it, that it must in order to be worthy, good, and successful.” (166) Thus, these employees are more likely to only commutate what a boss or leader wants to hear, instead of expressing concerns and questioning they may have about the way or the why behind how something is done. “My Reactive strategy was to play it safe by always being agreeable, deferential, and non-controversial.” (168) Worse yet, these employees might be so eager to please that they would be inclined to dutifully take orders even when they don’t understand the directive and, again because they don’t want to disappoint, they feel a sense of shame in even admitting that they do not know what it is they are supposed to do. In other words, they may fail to ask integral questions simply because they do not what to disappoint their superior.

References

Anderson, R. J., & Adams, W. A. (2016). Mastering Leadership: An integrated Framework for Breakthrough Performance and Extraordinary Business Results. Hoboken, New Jersey: John Wiley & Sons, Inc.

Case 2: Global Shared Services, McDonald's Corporation

LDR/531

Case 2: Global Shared Services, McDonald's Corporation

McDonald’s Corporation is well known as a leading foodservice provider that is well known for developing leaders within its corporation. The McDonald’s Corporation is committed to and stands behind the philosophy of Mr. Ray Kroc, “As long as your green, you’re growing”. In my opinion this quote means that as long as an individual has the ability to learn they can develop to be successful in his or her endeavors. The McDonald’s Corporation support its employees by providing opportunity, encouraging talent, developing leaders, and awarding achievement. McDonald’s Corporation holds high values in a team that has well-trained employees with diverse backgrounds and experiences, working together in an environment to reach the same goals of the company is a benefit to the success of the corporation. As part of a strategy to develop employees further than the basic skills, the McDonald’s Corporation incorporated the Shared Service Business Challenge to build a more diverse team of leaders who could help develop employees beyond their current capabilities. This new team of leaders was formed to develop leadership effectiveness by implementing the Leadership System. The Leadership system is an integrated tool used to enhance the effectiveness of individuals and collective leadership of the entire corporation. Later this team incorporated the Leadership Circle into its culture because they believed The Leadership Circle helps develop individuals professional and personally. It is a strategic solution that required getting feedback regarding an individual’s strengths and weaknesses but also requires that this information be shared publicly among other team members. Although this strategy was not favored initially, it has become the most used strategy by team members. Whenever new member join the leadership team, they are expected to take part in The Leadership Circle. As a result of the Leadership Circle being incorporated into the training process, has afforded the team members to be empowered to mentor each other, express openly about their opportunities, and gain support with using a common language. The team members are no longer afraid or embarrassed to discuss his or her individual developmental opportunities. They now see it as a way to assist with becoming a better leader (Adams & Anderson, 2016).

Reference

Adams, W. A., & Anderson, J. J. (2016). Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business. Retrieved from The University of Phoenix eBook Collection database.

Case 2: Global Shared Services, McDonald's Corporation

Case 2: Global Shared Services, McDonald's Corporation

In today’s time with this fast pace environment, large corporations struggle with the challenges of hiring new employees. After reading Case 2: Global Shared Services, McDonald’s Corporation from the textbook, it is interesting to learn that nearly half of the McDonald’s corporate managers and approximately 60% of its owner-operators started his or her career development from being hired as a first-time employee within the corporation. Learning Team A discussed the communications and group behavioral issues that might arise in an organization that hires employees for their first job. The following will include some of these communications and group behavioral issues.

Communications and Group Behavioral Issues

McDonald’s Corporation, one of the leading foodservice retailers that serves more than 70 million customers daily in over 100 countries, realizes the importance of having good people in place to deliver exceptional customer service (Adams & Anderson, 2016). Team member, Becky Turple and I found it interesting and liked the idea that McDonald’s Corporations is the main fast food retailer to hire first-time employees. In doing so, McDonald’s understands that these first-time employees may have basic challenges to overcome such as inexperienced work habits, the ability to communicate with other employees, and the ability to work together with other team members. Team member, Don Saucier mentioned that first-time employees are more likely those individuals who are young with no work experience and fresh out of high school. In other circumstances, it is those individuals who may be older in age but may have language barriers that may hinder his or her ability to communicate well with others in a work environment, or just simply an individual who may not know how to work on a team in a work environment. Team member Shawna Campbell, brought a good point regarding job applicants. Shawna mentioned that most applicants bring his or her best behavior to the interview, but they end up being a poor fit for the position. She elaborated by saying the same applicants often show up for work late, leave early, and sneaks away for midday breaks. Shawna labels these type of individuals as having problematic behaviors. As a result of these challenges, McDonald’s Corporation implemented a program that would provide the proper training and development to those employees upon being hired onto the team at the McDonald’s Corporation. This training would teach first-time employees the basic skills of how to work with others in groups, teach skills needed to perform duties on the job as well how to communicate with other members of the team while on the job (Adams & Anderson, 2016).

Reference

Adams, W. A., & Anderson, J. J. (2016). Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business. Retrieved from The University of Phoenix eBook Collection database.

McDonald Topic Posting # 1

McDonald Topic Posting # 1

An organization that hires inexperienced employees will have even the most communication deficits. Many times, these individuals are new to the work-force and still in high school or may have a language barrier. There are very little applied communication skills with leadership, peers or subordinates until this point in their lives. The leaders who have worked their way from the bottom know and understand the struggles these individuals may be experiencing. This creates effective leaders, they have worked from the bottom and been through every step on the ladder. They can now provide mentorship and develop the workforce into the standards in which the company and leadership has grown and implemented.

Behaviors need to be learned. As an inexperienced worker, new behaviors that are expected in the workforce need to be learned. Experienced leadership will need to guide and mold the individuals into the standards that are expected of them. Providing an acceptable reward system can help to encourage the desired behaviors of this young and inexperienced workforce.

McDonald’s prides themselves on promoting from within. This business move is ideal in that you are taking your current workforce and inspiring them to achieve greater goals. No matter the diversity, McDonald’s has found a way to create sound, experienced leaders in the workforce. This in turn creates mutual respect and understanding from all levels of their work force. The younger, inexperienced workers can learn from watching and mimicking the leadership.

This Case Study is an example of leadership being followers at one time. If more than 50% of the current leadership of McDonald’s began their career in a McDonald’s, they are understanding and helpful on how to shape the future workers and leaders of the business. Success in moving up the ladder can be directly attributed to the success of a leader. All leaders experience moments of “being in over their head”. The push to improve and better oneself in their current situation will drive them to aspire to move up. The leadership will understand the hardships and push those wishing to succeed and move up to do so within the McDonald’s franchise.

Works Cited

Becky Turple Case Study 2 Discussion 1

Becky Turple Case Study 2 Discussion 1

Everyone now a day recognizes the name McDonalds, it is mostly known for the Big Mac and Happy Meals but according to the case study it is also known for developing leaders. When I first read this, I was not thinking that they created or developed leaders but I guess they would have to if they want to provide great service to all of the millions of customers they serve. I really like the idea that they promote from within, this creates loyalty and allows them to develop any employee into the leader they want them to be. This might be why there is nearly half of corporate managers and 60% of owners that operate their own McDonalds, who started at the bottom as a crew member.

According to the case study McDonalds like to hire people who have never worked before. They feel that they can help these newcomers learn basic working skills that can help them later in life. Some of these workers might stay at McDonalds for the long term when that have the opportunity to advance and grow. I think that a lot of the first-time employees are easier to mold than those who have been trained somewhere else and might have bad habits. “McDonald’s values state their belief that a team of well-trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high engagement, is essential to their continued success” (Anderson & Adams, 2016).

One thing that McDonalds did was get in a partnership with an IT group that helped them to function. Since there were so many McDonalds all over the world they needed someone to help them all work together and this is what the IT group did. One of the smartest thing that the It group did was have the leaders go through The Leadership Circle and then wanted them to get all of their teams involved. Having all the team participate in The Leadership Circle they can all see where they need to grow. With the use of these assessments more people can help mentor others and lead them in the right directions. One way is that the people on each team talk about their assessments, this creates trust and fosters strengths. These two items allow for each business to become better and create better leaders. It also allows everyone to have an open forum to discuss and work through all the differences.

Reference

Anderson, R. J., & Adams, W. A. (2016). Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results. Hoboken, NJ: John Wiley & Sons, Inc.

Group Post Discussion #1

Case 2: Global Shared Services, McDonald’s Corporation

After reading the McDonald’s Case Study its evident that the majority of their employees start as entry level. Being their first experience in the workforce, they have to get acclimated to company policies and procedures. So, they will definitely run into behavioral issues. They may include communication and group behavioral issues of some sort. Nevertheless, they learn through trial and error to develop basic skills that can be utilized throughout their careers.

Difficult behavioral issues organizations should be conscious of relate to conflict, non-participation, withdrawal, monopolizing, and scapegoating. Conflicts start out as personal comments that turn into disagreements within groups. However, disagreements can build cohesiveness, as they yield alternative ideas or solutions. Another issue within groups are team members who do not engage or participate. To the keen eye it may seem standoffish, but the issue at hand may be a lack of confidence.

Therefore, encouraging employees that their suggestions and feedback are valued could potentially stop them from being withdrawn. Extroverts tend to warm up over time, later contributing extra balance to the team. Monopolizing is a communication issue that could possibly harvest resentment within the group. This happens in cases where one or two team members are vested on a certain topic, dominating the group discussion. Other team members start to feel they are not being heard, and stop providing feedback.

However, to avoid these situations leaders should divert the conversations to other group members. On the other hand, scapegoating is another behavior issue to consider. Its employees who place the blame on others within their group. Consequently, it can damage the credibility of the individual or group as a whole. For example, an individual rejected by the group is the scapegoat. This presents an opportunity for someone to be the recipient of misplaced anger, ridicule, and frustrations.

To the recipient it can personally feel like bullying, of which can wound a person’s self-esteem. In these scenarios Leaders should consider restructuring groups into sub-groups to reduce scapegoating of any kind. With that being said, McDonald’s Shared Service Business Challenge is a tool for teams to succeed using a strategic solution.

(2017) Skills You Need: Difficult Group Behaviors