...McDonald's is the leading global food service retailer, with more than 33,000 local restaurants serving more than 64 million people in 118 countries each day. More than 80% of McDonald's restaurants worldwide are owned and operated independently. McDonald’s is categorized as a fast-food restaurant that serves mainly hamburgers, fries, and beverages, with the main focus on product and service quality, speed and accuracy. McDonald’s uses Cost Leadership Strategy in combination with Operational Excellence Strategy. This company is creating value, based on price, combined with customer service. Cost Leadership Strategy allows McDonald’s to keep production costs and customer prices low; meanwhile, Operational Excellence helps maximize the efficiency of the product development process to minimize costs, but creates a competitive advantage on operational excellence. Employees need to identify and follow efficient processes and engage in improvement practices. The big advantage of McDonald’s is mainly consistency, fast service, quality, and global coverage. This means that a traveler from the U. S. who wants to purchase a McDonald’s product in Asia, knows exactly what he will get. Consistency is very important for a lot of people who don’t like to experiment and by trying different food; that’s why McDonald’s is so successful. Another big advantage of this company is innovation, and listening to people and their needs, and wants. McDonalds staffing strategy consists of priorities...
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...Unit 1 Case Study Kelli D. Martin Columbia Southern University Characterize the four I’s. a. Issues: Obesity 64% of American adults are overweight or obese (Baron, p20). Economists took into consideration several factors: calorie intake, BMI, and work activities. These factors contribute to the failure to provide nutritional information about menu items (McDonald’s has recently added nutritional information on each item on the menu). The news media gave significant coverage to the fast food and obesity issues; therefore the issue became the subject of films, jokes, and recently our nation’s first lady (Michelle Obama) and Beyonce. “ The Menu Education and Labeling Act (MEAL) stated that the name of the food on any menu, the number of calories, grams of saturated fat plus tans fat, and milligrams of sodium contained in a serving of the food be present on every menu.” (MEAL) Filmmaking Activism A film was made to bring attention to obesity, and McDonald’s was the target. The filmmaker focused on McDonald’s for 30 days for all of his meals and gained 25 pounds, and later received health warnings from his doctor (San Francisco Chronicle). “In response to the film, the Competitive Enterprise Institute (CEI) supported preparation of a film by Soso Whaley in which for two 30 day periods she ate only at McDonald’s. She lost 18 pounds by controlling her calorie intake. The CEI stated, Whatley’s documentary project, focusing...
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...PLCY-399 Case Study: McDonalds and Its Critics: 1973-2009 Mar 27th 2012 <McDonald’s And Its Critics: 1973-2009> is the most useful case that I’ve ever read about the McDonald’s. This case helped me fully understand the McDonald’s history from 1973 through 2009, as well as the reasons for its successes and failures through the years. Starting from the beginning, McDonald’s was a restaurant ran by two brothers Richard and Maurice, who managed this restaurant as a carhop drive-in restaurant in San Bernardino, California since 1930s. In the early 1950s, the brothers transferred the carhop service with self-service by simplifying the menu. In 1954, Ray Kroc, a salesman who supplied multitier milkshake machines to the McDonald brothers decided to observe the brothers at work. From his observation, Kroc noticed that McDonalds’ formula of services is distinctive from other restaurants in the food industry. Kroc is a smart guy that he knew the unique formula could bring him to success, so he made a smart and big decision to buy the right from the brothers to open McDonald’s restaurant franchises nationally. The first strategy that Kroc used is to rapidly open McDonald’s restaurants. Secondly, he introduced the Golden Arches logo and made the company went public. Kroc was an innovative man that he believed uniformity is a very important key to lead the franchising to success. At that time, uniformity was a revolutionary concept in the food service industry, so he made...
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...Working for McDonald's is often portrayed as an undesirable job. In primary school, my math teacher told us that if we did not learn division, we would end up “flipping burgers at ‘Booger King’ or mopping floors at McDonald's.” She is not alone in her negative stereotype of McDonald's. In 2003 the Merriam-Webster Dictionary added the term “McJob,” defining it as a “low paying job that requires little skill and provides little opportunity for advancement." This negative perception of McDonald's is not consistent with the facts. The Darden case study reports on p. 3 that McDonald's defies industry norms, paying wages that are often better than the industry average and offering many employee benefits. For example, McDonald's designed incentives to encourage employees to participate in health insurance and 401(k) retirement programs, and pioneered several types of "flex-time." The company is a leader in employee training programs to develop and retain workers, founding "Hamburger U" in 1961. The company also uses a promote-from-within strategy, with 40% of executive officers beginning as entry-level crewmembers. Overall, McDonald's corporate strategy is to be the world's best "quick service" food provider by focusing on its stakeholders. In order to be successful, the company must deliver excellent products and service to customers; develop, retain and motivate employees and local suppliers; deliver profit to shareholders; and contribute to the community. The company wishes...
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...FRANCHISING A Case Study on McDonalds [pic] A Project in Entrepreneurship Submitted To: Ms. Kishori Ravi Shankar Submitted By: Mansi Chanana & Udit Bhatia 4455 & 4447 BBS-III (M) Shaheed Sukhdev College of Business Studies Acknowledgement Perseverance, inspiration and motivation have always played a key role in the success of any venture. It has been a privilege that Shaheed Sukhdev College of Business Studies has given us the opportunity to work on business projects as part of the course curriculum. These projects serve as a stepping stone into the corporate world and to know it inside out. At this level of understanding it is often difficult to understand the spectrum of knowledge without proper guidance and advice. First and foremost we would like to express our gratitude towards Ms. Kishori Ravi Shankar, without whose support and guidance this project would not have been possible. Special thanks to all the people from the various segments explored for providing useful insights that have helped add value to this project. Mansi Chanana & Udit Bhatia 4455 & 4447 BBS- III (M) 1.0 Franchising: An Overview Franchising (from the French for free) is a method of doing business wherein a franchisor licenses trademarks and tried and proven methods of doing business to a franchisee in exchange for a recurring payment, and usually a percentage piece of gross sales or gross profits as well as the annual fees. Various tangibles and intangibles...
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...McDonald’s Case Study By John D. Robinson Completed in fulfillment of requirement for Talent Management in HRM 532 Submitted on 30 October 2012 Key Words for Library Catalog Submitted to: Business Strategies Prof. Talent Management Program Course Instructor Talent Management Process Talent Management Planning Developing Talent Outline the talent management program that led to the success for the company. In the broadest sense, talent management has been described as “a deliberate and ongoing process that systematically identifies, assesses, develops and retains talent to meet current and future business needs and objectives.” (Wiley & Sons) McDonald’s has taken the steps to put talent management at the core of their overall Global Business Strategy for success. McDonald’s used a broad-scale initiatives approach to development and retain talent and its working! Reporting their first ever loss in Q4 2002, the CEO resigned and the new CEO stepped in and began to implement a new business strategy to right the ship. McDonald’s leadership understood that in the rapidly changing 21st century business world, the best companies implement and aggressively support any initiative that promotes the link between keeping the best talent and achieving the best results. The initiatives McDonald’s implemented to align their talent management programs with their overall Global Business Strategy are as follows: * Performance Development...
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...Week 3 Assignment 1: McDonald’s Case Study HRM 532 Talent Management Strayer University July 21, 2013 Dr. Robert D. "Doug" Waldo, SPHR For most of its fifty-four years of existence, McDonald’s has been very successful in growing its business while being able to utilize a decentralized approach to managing its global workforce. The size, complexity and global character of the business has continued to grow to more than 32,000 restaurants in 118 countries serving approximately 55 million customers per day. Even with this success, it became apparent that sustained success requires the development of a more consistent and disciplined approach to talent management and development. In response to this specified need, McDonald’s has taken steps that have enhanced its talent management and development system (Goldsmith & Carter, 2010). There are two levels that were embedded with the expectations of the employers which consist of good customer service and experience levels. Customer service and experience levels are key metrics that are embedded within the performance expectations for employees throughout the system. This made McDonald’s concentrate on the quality, service, cleanliness, and the value of being strong. These variables have been strongly linked to customer expectations and loyalty. All efforts to enhance the company’s global workforce management system incorporates a focus on key behaviors; which consists of customer focus and service orientation and...
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...Assignment # 1: McDonald’s Case Study June N. Lewis Dr. Waldo, Instructor Talent Management - HRM 532 Strayer University July 21, 2013 Assignment #1: McDonald’s Case Study Outline the talent management program that led to success for the company. In the fourth quarter in 2002, McDonald’s had their first profit lost and the company began to ask themselves what went wrong because they had a history of outstanding performances until then. Upon reviewing some of their key components, the organization realized that they had to revamp their Talent Management process so that it would become aligned with the company’s business objectives and policies. Talent management is defined as “a subset of human resource (HR) processes, programs, and tools designed to identify, assess, develop, and retain talent (Silzer & Dowell, 2010, p.75). The company’s first two steps in achieving success was to restructure their performance development system (PDS) throughout the organization for all of the staff positions along with coming up with a talent review process for all of the officer-level positions in the company. Next on the list was creating and implementing a sequence of enhanced development programs, such as, Leaders at McDonald’s Program (LAMP), the McDonald’s Leadership Institute, finally, the launching of the Global Leadership Development Program. When McDonald’s had originally rolled out their strategy for the performance development system (PDS) in 2001 for all of the staff...
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...competitive environment: A McDonald's Restaurants case study For businesses to understand adequately the nature of the competition they face, they must define their market accurately. This involves recognising a broad base of competitors. McDonald's has thousands of competitors, each seeking a share of the market. McDonald's recognises that it is up against not only other large burger and chicken chains but also independently owned fish and chips shops and other eat-in or take-out establishments. A company like McDonald's therefore, has to develop competitive strategies that differentiate it from its rivals. All organisations need to be in touch with their business environment in order to make sure that what they do fits with customer expectations. These expectations change over time. Moreover, the IEO market in which McDonald's operates is becoming increasingly competitive, as the chart below illustrates. Recently, in this crowded market place, McDonald's competitive lead came under pressure largely because many fast food outlets have either: • copied the trail-blazing ideas that previously set McDonald's apart and put it ahead of the field • promoted new ideas of their own e.g. urban supermarkets and petrol stations that sell convenient, portable mealtime replacements. McDonald's recognises the need to respond. It is looking to increase the competitive gap by: • adding greater value through innovation • making the process of visiting a McDonald's less routine and controlled ...
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...Assignment 1: McDonald’s Case Study (Careers in Lodging, and Food and Beverage Industries) Ms. Monica Taylor Dr. Daniel C. Frost HRM 532 Talent Management July 19, 2015 Introduction The Hospitality Industry is with no doubt one of the largest industries in the world. This brought about by the many fields and industries that can be placed under its umbrella since it is a combination of a variety of fields into one. It is one of the fastest growing industries also as all industries in the world depend on the Hospitality industry in one way or the other. It is a very interesting industry and holds a wide range of career opportunities for people looking to enjoy work that comes with serving others (Collegegrad, 2015). It encompasses tourism, lodging, food and beverages, hotels and casinos and many other services. Basically, it is a service industry that puts into one the lodging, events and their planning, transport and cruises as well as parks and place viewing. It revolves around providing comfort and pleasure for guests during vacations, meetings and conferences, weddings and honeymoons, dinners and stop-overs during road trips. Management Positions The Hospitality Industry in its huge capacity holds a variety of career opportunities in all levels - from Management careers all the way down (Solnet, Kralj, & Baum, 2015). Looking at the Lodging, and Food and Beverage Industries – there are several managerial positions that one can venture into as a career. Management...
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...Dick and Mac McDonald in San Bernardino, California. Soon after, Mr. Kroc opened his first restaurant in Des Plaines, Illinois, and the McDonald’s corporation was created. The new franchise began to grow rapidly as a result of its success. It wasn’t long before the 100th McDonald’s restaurant opened in Chicago in 1961. Less than ten years after the opening of Ray Kroc’s restaurant the company began to expand all over the United States. Ray Kroc bought all rights to the McDonald’s concept from the McDonald’s brothers for “2.7 million in 1961.” McDonald’s continued to have enormous growth during the 1960’s. In 1963 alone, McDonald’s sold their one billionth hamburgers, opened their 500th restaurant, “Ronald McDonald” made his big debut, and McDonald’s net income exceeded $1 million. In 1966 McDonald’s was first listed on the New York Stock Exchange, and in 1967 McDonald’s went global. The company kept expanding with the introduction of the “Big Mac” and the opening of its 1,000th restaurant, which was where it all started- in Des Plaines, Illinois. McDonald’s began to mature as a successful global business toward the beginning of the 70’s. By 1970, there was at least one McDonald’s restaurant in every U.S. state, and several in different countries around the world. Countries including France, Japan, Germany, and even Guam all had McDonald’s. And in 1972...
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...1-18. McDonald’s global marketing stagey is based on both of global and local marketing. Which is marketing mix element called glocalization by using 4Ps (product, price, promotion, and place marketing mix). McDonald’s business model that can set up everywhere in the world by franchisees and commitment to communities. In additions, McDonald’s provides three important thing to customer: inexpensive food with consistent taste regardless of location, quick service, and clean environment by promising and delivering. Aside from these things, standardization can be seen from McDonald’s appearance --- their trademark logo (Golden Arches). In terms of globalization, McDonald’s offer core menu items like hamburgers, French fries and soft drinks. Which are standardized products in the same way everywhere. McDonald’s is doing the “Think Globally, Act Locally” strategy for some of their marketing activities. An example of this is the company’s slogan. McDonald’s standardized the “I’m lovin’ it” and then adapted it to different languages based on the location. Another example is that while McDonald’s offers the same menu across the world, the food ingredients are produced locally or are coming from local sources. By this way, McDonald’s can minimize costs and also cater to customers’ desires. As Ken Koziol, the vice president for worldwide restaurant innovation said “McDonald’s built on a strong foundation of a core menu that we took around the world but we need to make sure...
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...McDonalds Case Study Michele Simpson Hodges University MNA 4480 Dr Wyant April 12, 2012 Introduction The purpose of this paper is to conduct a case study on Mc Donald’s Corporation. The writer will perform a SWOT analysis, suggest an appropriate mission and vision statement for this company and will provide recommendations for the future success of Mc Donald’s Corporation. Mission Statement “The mission statement defines the direction in which the organization is heading and how it will succeed in reaching its desired goal” (Peter & Donnelly, 2009, p. 8). A mission statement should describe the morals of the business as well as the products offered, target market and the company’s commitment to the consumer. According to the information presented in this case study; Mc Donald’s Corporation does not have a mission statement. The student believes that an appropriate mission statement for this company would be to provide our customers with high quality food and superior service at an affordable price. Vision Statement The vision statement describes where the organization wants to be in the future. The vision statement also describes the purpose and values of the organization, but in future terms. “A clear vision provides the foundation for developing a comprehensive mission statement” (David, 2011, p. 43). According to the information presented in this case study; Mc Donald’s Corporation does not have a vision statement. The student believes that an appropriate...
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...http://hwnerd.com/MGMT-303-Principles-of-Management-Entire-Course-DeVry-1882.htm?categoryId=-1 If You Face Any Problem E- Mail Us At Contact.Hwnerd@Gmail.Com MGMT 303 Week 1 Checkpoint MGMT 303 Week 2 Checkpoint MGMT 303 Week 3 SWOT Analysis: The McDonald’s Corporation MGMT 303 Week 3 SWOT Analysis: Verizon Communications Inc. MGMT 303 Week 4 Checkpoint MGMT 303 Week 5 Checkpoint MGMT 303 Week 6 Case Study: MotivatingEmployees; Empowered & Appreciated MGMT 303 Week 7 Checkpoint MGMT 303 Week 8 Final Exam Set 1 MGMT 303 Week 8 Final Exam Set 2 MGMT 303 Week 8 Final Exam Set 3 MGMT 303 (Principles of Management) Entire Course - DeVry IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://hwnerd.com/MGMT-303-Principles-of-Management-Entire-Course-DeVry-1882.htm?categoryId=-1 If You Face Any Problem E- Mail Us At Contact.Hwnerd@Gmail.Com MGMT 303 Week 1 Checkpoint MGMT 303 Week 2 Checkpoint MGMT 303 Week 3 SWOT Analysis: The McDonald’s Corporation MGMT 303 Week 3 SWOT Analysis: Verizon Communications Inc. MGMT 303 Week 4 Checkpoint MGMT 303 Week 5 Checkpoint MGMT 303 Week 6 Case Study: MotivatingEmployees; Empowered & Appreciated MGMT 303 Week 7 Checkpoint MGMT 303 Week 8 Final Exam Set 1 MGMT 303 Week 8 Final Exam Set 2 MGMT 303 Week 8 Final Exam Set...
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...Cross-Cultural Management CASE STUDIES 1. Lecture 2 Doing Business in Saudi Arabia Read the case Doing business in Saudi Arabia and answer the following questions . (a) Has religion been the main factor shaping Saudi culture, or are other factors at work here? What are those factors, and how important do you think they are? (b) Do you think that business practices in Saudi Arabia are likely to differ from business practices in Germany, and if so how? 2. Lecture 2 Matsushita’s and Japan’s Changing Culture Read the case “ Matsushita’s and Japan’s Changing Culture” and answer the following questions (a) What were the triggers of cultural change in Japan during the 1990s? How is cultural change starting to impact on traditional values in Japan? (b) How might Japan’s changing culture affect the way Japanese businesses operate in the future? What are the potential implications of such changes for the Japanese economy? (c) How did traditional Japanese culture benefit Matsushita during the 1950s-1980s? Did traditional values become more of a liability during the 1990s and early 2000s? How so? (d) What is Matsushita trying to achieve with human resource changes it has announced? What are the impediments to successfully implementing these changes? What are the implications for Matsushita if (a) the changes are made quickly or (b) it takes years or even decades to fully implement the changes? 3． Lecture 2 McDonald’s and Hindu Culture ． Read the case “McDonald’s and Hindu Culture and...
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