Workplace Culture and its Impact on Organizational Aspects _McDonald’s (GC0592)

Table of Contents

Introduction.

2.0 Critically assess the workplace culture of the organization.

2.1 Concept of organizational culture.

2.2 Types of organizational culture.

2.3 Organizational culture practices by McDonald’s.

2.4 Ethos and values practiced by McDonald’s.

3.0 Evaluate an organization within its broader environment using appropriate environmental and organizational analysis techniques.

External environment analysis.

Competitive situation analysis of McDonald’s.

Internal environment analysis.

Stakeholder Analysis.

4.0 Critically appraise the cultural and ethical behavior present in McDonald’s.

4.1 Business ethics.

4.2 McDonald’s Business Ethics.

4.3 McDonald’s CSR practices.

Conclusion.

Reference.

Introduction

Organizational culture is the term used for several functions in an organization like employee management, customer satisfaction analysis, and conformations of the facilities for the workers. This paper discusses the main and most extraordinary factors of the workplace culture of the famous business company McDonald’s plc. McDonald’s is the most famous restaurant and hospitability business authority in the UK. They hold their business in both local and international sectors. They made a profit from various foreign countries like the USA, UK, EU, Canada, Australia, and many other developed countries. They serve several items of foods like burgers, fried rice, light meals, weight meals, breakfast items, vegetable products, chicken items, any type of fish, and meats popular in the country. They develop their business too high that more than 33,000 branches are set up in the worldwide marketplace. They always try to serve with 1.5 million dedicated skilled employees to satisfy the customers by services.

Firstly, this paper assesses the workplace culture of any organization and describes how McDonald’s is practicing the very important factors of workplace culture. Secondly, it uses some models and ethos to analyze the business environment of McDonald’s. And finally, this paper appraises the cultural and behavioral existence in McDonald’s organization.

Our Recommended Resources:

Developing Workplace Critical Thinking Assignment

Customer Relationship Management Assignment Help

2.0 Critically assess the workplace culture of the organization

2.1 Concept of organizational culture

Culture combines the traditions, beliefs, trends, attitudes, religious organs, rules and regulations, legislation by the state, and many other elements which are very essential in every sphere of human life, organization, and institute. In this sense, workplace culture has emerged for the assurance of the basic structures and several factors related to the functional development of the organization. Workplace culture can be defined from several views. The conditions and policies by the company should be accepted so that the company can satisfy the customers and any other clients. This helps to make more profit by creating promotions for their products. Workplace culture also defines the opportunity and restrictions of the company to the customers so that the customers can rely on the company. Any organization can develop the workplace culture at several levels like a) National culture, b) Culture and nation, c) Corporate culture, d) Cultural management; and e) Professional culture.

2.2 Types of organizational culture

According to Browaeys and Price (2015), the basic kinds of organizational culture are:

Bureaucratic culture

This term includes universal frames for combining the most necessary rules, terms and conditions, policies, and fundamental legislations to run the organization perfectly. This type of culture ensures the proper management and production of the materials and services by the company and any business organization (Browaeys and Price, 2015).

Clan culture

There are different castes of employees in an organization to serve the clients of different types of culture. Clan culture ascertains the development and promotion of the products as the employees understand the actual needs of the different cultural people (Browaeys and Price, 2015).

Market culture

Market culture aims to attain financial support and sales development, making the best profit and market share properly. This helps the marketer to understand the market demands and they can able to assure the customer about his proper services regard to the customer (Browaeys and Price, 2015).

Entrepreneurial culture

Every entrepreneurial activity demands high-level risk-taking and the unwanted situation facing the mentality of a marketer. It is the nature and culture of any kind of entrepreneurial culture (Browaeys and Price, 2015).

In accordance with Huczynski and Buchanan (2011) there requires four types of cultures that can be used in organizations are as follows:

Power Culture

Power is the earning force of an organization that confirms the proper utilization of their laborer and their performances. In a small business sector, power is only applied as belief and trust to the employees of that firm (Mullins, 2015).

Role Culture

The role culture of an organization depends on the main earning forces of the organization like financial support, manpower support, management support that are exercised in an organization to run the business properly (Mullins, 2015).

Diagram: Role culture Source: Mullins (2015)

Task Culture

Culture in an organization is mainly duty oriented by the employees and managers. Matrix structural organization can be an example of such a kind of task culture. Task culture is based on expert power rather than the position of the chair (Mullins, 2015).

Diagram: Task culture Source: Mullins (2015)

Person Culture

Person culture is the main role-playing culture in an organization because this enables the company to unity the whole manpower to attain the goals. This culture has to maintain a standard form of production of any kind of product. The employees try to perform their duties individually to connect the clients by convincing the clients with their own culture (Popin Now, 2018)……………….

Human Resource Management