Developing Sustainable Business Organizations

Question: Discuss about the Developing Sustainable Business Organizations. Answer: Introduction The success story of a business organization depends upon the quality of production which is linked with the level of services provided by the organization. The quality of production can only be achieved if the customers are highly satisfied. The customer satisfaction can only be attained if the organization has implemented the management strategies in a proper manner. It includes acquisition, development and utilization of both human and financial resources (Hendry, 2012). The scope related to operation management includes a range of services from strategic to tactical operations; it includes determination of the efficient operation management tool in order to achieve sustainable results. In a large sized business organization like McDonalds which has comprehensive working model it is necessary to look into the most appropriate techniques in order to attain high level of efficiency. High quality product requires efficient employees who constantly work in managing the productivity. I f a business wants to maintain a position it need to hire the most efficient employees in order to enhance the overall productivity. It need to improve its recruitment procedure and most importantly it need to imbibe the culture in the mind of the employees through the training process (Armstrong Taylor,2014). The purpose of the report is to understand the human resource management practice in the worlds largest fastest growing fast-food chain. Hence it has become important for a large sized organization like McDonalds to improve the overall model in order to recruit the most efficient employees. Companys overview McDonald is known to be one of the largest fastest growing food chain with round 32,000 local restaurant serving millions of customers. The restaurants are mostly operated by the local independent person or the organization by offering the products as per the local people needs and choices. It serves the world the most famous meals like fries, burgers, chicken nuggets etc. Mc Donalds has focused its resources by hiring the efficient leaders in order to enhance the productivity. The report establishes a relationship in between the human resource with the overall productivity in order to attain objectives. The vision of McDonald is to add value to the customer by emphasizing on different goals. Company has to develop an effective leadership in order to take advantage of the current market needs (Company Profile, 2016). Mc Donald is providing an effective career growth and opportunities to its employees. There purpose is to retain the most efficient employs in order to achieve a sustainable market growth. The role of leadership is to manage an effective workforce in order to attain maximum result. The duty of the leader is to attract the best people from the industry. The purpose of implementing an efficient human resource management tools by providing training programs, learning and guiding the employees regarding the career map. These techniques help in achieving the desires set of goals through managing the human resource in the most appropriate way (Wilton,2016). The purpose is to focus on the most relevant theory acceptable across McDonalds with an objective to earn sustainable results. The purpose is to understand the various recognition schemes implemented by the company in order to achieve desired result. This is necessary for an organization to implement a most appropriate structure while considering human resource management in a competitive business environment. McDonald is one of the fastest growing food chain joint which is highly considered while making choices related to food. The main reason behind developing a competitive strength is to hold an effective position in the market against Pizza Hut, Burger King, and KFC etc. McDonalds need to adopt an effective strategy in order to hold an effective market position. This is only possible if the company focus on developing an effective structure to hold a better place in the market. Recognition Scheme This particular scheme forms to be one of the most important elements of an organization. This not only helps in attaining the best place in the market but also helps in retaining the best employees. The main purpose behind implementation of effective recognition scheme is to receive an effective rate of employee turnover. These schemes are related to the value of the employees and attain cost efficiency. McDonalds understand the importance of effective implementation of the recognition program in order to achieve the desired target. It is due to the fact that the organization can only attain efficient result if it reinforces the recognition programs. There are more chances of failure if a company doesnt retain the efficient people. The human resource in an organization is the largest asset and if a company ignores them it can cause a huge loss. These recognition schemes help in creating a better market position by considering various aspect like providing benefits to the employees, reducing the overall employee turnover, enhancing the productivity through training programs and developing future leaders (Sparrow, Brewster Chung,2016). Recognition schemes need to be implemented at different stage so that employees feel accomplished. Understanding culture at McDonalds It is necessary for the employees to understand culture in order to attain high level of productivity. The culture can only be imbibed in the employees by providing them with proper training. This will help in motivating the employees and creating growth and opportunities for the employees. There strategy is to implement diversification strategy at every place in order to understand the culture. Previous strategies were not effective that forced the management to implement more efficient strategies in order to motivate the employees. Leaders in an organization can be created through continuous motivation and motivating learning and knowledge process, Developing leaders from the initial stage (Geppert, Matten, Williams, 2016). The development of leadership skills in the employees not only helps in enhancing the skills but this strategy help in seeking better opportunity to showcase skills. McDonald identifies the employees with efficient talent and continuously develops them to becom e future leaders. The company provides better training and learning process to those employees who has a better set of leadership skills. These learning programs conducted by the company not only help in attaining the effective result but also helps in attaining desired set of result (Shields, et al,2015). Employees are provided with internal and external training in order to attain sustainable result in order to attain desired result. The cost of training is beard by the company. Intercultural training forms to be one of the impotent parts of the training process. McDonalds carry out various online training programs that help in boosting the productivity. McDonald provides with effective leadership guidance to the employees and motivates them to grow in every aspect (Schuler Jackson, 2014). The success of the organization is based on implementation of the schemes in a proper manner by engaging employees effectively. McDonalds has set up a high level of standard for developing leadership skills inside the employees. The reward programs run by them have helped in retaining the best employees from the industry. It has however understood the importance of value of employee recognition scheme in day today functions. These schemes are gaining popularity among the employees and the organization. It takes place at various levels by providing rewards to the employees. This system has helped in achieving sustainable results. However these schemes cause a huge amount of burden on the organization. The employer has to evaluate performance of employee periodically that causes an excess amount of cost on the company (Storey, 2014). The core advantage has helped them to attain a desired market position. The financial data of McDonalds has helped in evaluating their profits and sales. The customers of McDonald are happy and it has helped them to attain a required place worldwide (Nickson,2013). The organization has developed efficient leader due to its leadership programs. These programs have helped the employees to handler the most critical situation. The recognition program in McDonald was implemented in the year 2013 with a motive to retain the most efficient employees in the organization. The recognition program at McDonald recognizes the employees on the basis of their performance of monthly, quarterly and yearly basis. These programs help in motivating the employees and enhance the overall productivity. Recognition programs are carried on local and international level to recognize those employees who are working efficiently in order to attain desired set of results. All these schemes has provided with the career opportunities in order to develop efficient leaders and to retain those employees who are consistently performing. Although this process causes a huge burden on the organization in order to manage the programs at a large scale by motivating employees at all th e level (Riley,2014). Theories Applied By McDonalds The theory classifies the need of an individual in 5 parts. An individual is only feeling motivated if the lower needs are satisfied. Under this theory the employee only feel motivated if there lower level needs are satisfied. There is an order in which the needs of an individual flows (Budhwar Debrah, 2013). The five steps mentioned in the Maslows theory are described as follows: Physiological needs These are the physical needs that arise in the employees which form to be the basis requirement. The organization provides with daily lunch, transport facilities, salary etc. These needs form to be the major section of an individual in an organization (Stredwick, 2013). These needs arise at the next level when the physiological needs of employees are satisfied. At this level the employer provides the facility like health and safety insurance, sick leave. These needs arise due to necessity of social safety (Ehnert, Harry Zink, 2013). The social needs in an employee arise due to the bond of employees with the other employees and the organization. This has helped the organization to attain high level of productivity in order to achieve desired result (Kehoe Wright, 2013). Self esteem needs These needs arise due to the need of creating a self respect in the society. The leader satisfies the employees by providing them with an ability to understand their skills. At this stage the leader motivate the employees through the recognition programs. The employees are motivated by the employers in an effective manner in order to create a sense of accomplishment in their mind (Stredwick,2013). It is the last stage of the theory where all the wants of the employees are satisfied. It is rightly said that the wants of Nan individual can never come to an end. It is a very complex process to organize the needs of the customer on the basis of individual want (Boella Goss-Turner, 2013). This theory is based on the ability, motivation and opportunity model. These three characteristics are responsible to develop employees performance. At McDonalds the ability of the employees is developed through the leadership programs. The recognition programs help in motivating the employees in order to retain maximum results. Providing employees with an opportunity to grow will help in increasing the overall productivity of an organization (Hoque,2013). Self-determination theory This theory is related to the motivation and personality development through the psychological needs of the customers. It is based on motivating the employees in order to attain the high level of productivity. McDonald understands the variance in the behavior of the employee and provides with an efficient motivation programs in order to attain a high level of accomplishment. The key purpose behind motivating the employees is to provide an intrinsic motivation (Aswathappa, 2013; Maslow, 2013) Differences in between the human resource practice at McDonalds and Spastic society No, McDonalds is a profit making organization with a motive to provide maximum amount of benefit to the shareholders. Spastic Centre whereas is a nonprofit making organization. The motive of the organization is to provide social welfare to the community instead of earning profit. The nonprofit organization thereby provides shelter to the spastic kids by providing them with a shelter. McDonalds provide food to the people across the globe with a motive to earn profit. The leadership process, styles and strategies are different in both the organization (Cardon Stevens, 2004). The leader in McDonalds focuses on improving the overall capacity of the employees whereas in case of a spastic center the motive is to promote welfare activities among the people with disability. There is a vast difference in between the way in which the HRM procedure is being utilized by both the organization. The process of recruitment, screening, selection and decision making is different in both the organization. There is lot of difference in between both the organization that is based on the taxation, financial statement etc. However it is the duty of both the organization to retain the most efficient employees in order to attain desired results (Noe, Hollenbeck, Gerhart Wright, 2006). Conclusion The report consists of Human resource practice at the world renowned organization- McDonalds. It is therefore concluded that the organization is using its strategies to develop a better environment for employees in order to promote theory interest on the long run. In a large sized business organization it is important to motivate the employees in order to enhance the overall productivity, these tools are however essential to earn a differential place in the society. The leaders and mangers are therefore responsible to create a difference by implementing the policies in the good faith of the organization. McDonalds has succeeded in all these years due to the efforts made by the leaders and their managers by performing the job in an appropriate manner. Performance appraisal and recognition is an important tool for an organization to motivate the employees in a positive direction. The process is more important in order to create a distinguished leader. The report however mentions the various motivational tools in order to create distinguished result. Motivation is an important tool used by every organization to achieve sustainable results. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K. (2013).Human resource management: Text and cases. Tata McGraw-Hill Education. Boella, M., Goss-Turner, S. 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