...2008, that fear drastically evolved into a trauma; Once I watched the movie called, ‘IT’, by Stephen King. From that day forward I found myself screaming and crying at the top of my lungs every time I seen a clown. Imagining that they were evil killers just like the intimidating clown of the movie. The trauma was so intense that when there was a fund raiser event held at my elementary school , Browning Pearce , the clown Ronald McDonald was there to meet and greet every child , including me, and once it was my turn to actually see him I fainted and collapsed onto the floor . As I came to my senses, my mother, Brenda forced me to watch the movie, ‘IT', including a bunch of other clown cartoons. I had to watch them for a whole week nonstop, even before I did my homework or went to church. Watching almost 168 hours of clowns on television; I finally realized that my horror of clowns had vanished into thin air. The next day I told my mother that the anxiety was gone, so she told me to get in the car and she drove us to a local McDonalds where Ronald McDonald was at. She had me meet him again, but, this time I didn't faint; I actually thought he was a funny cool clown. In conclusion, I became indomitable of clowns and with the help of my mother disciplining me to face my trepidation of them; the word FEAR had ceased to exist anymore within me. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | ...
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.... How should McDonald's respond when ads promoting healthy lifestyles featuring Ronald McDonald are equated with Joe camel and cigarette ads? Should McDonalds's eliminate Ronald McDonald in its ads? Eliminating Ronald McDonald, who is the brand mascot, is not the solution. Rather many people connect with Ronald McDonald emotionally. According to a survey, Ronald is among top 25 mascots of all times. (Top survey, 2007) Ronald McDonalds can visit to schools for educating students about the importance of health and a healthy lifestyle. This will have the positive image of the mascot and further, Ronald McDonald could involve in charities where the mascot can be seen in giving charities to the unfortunate children. All the above would help in gaining the image of Ronald McDonalds back. McDonald should react to this issue in a calm and positive way as still many kids and parents are in love with the Ronald and would like to see their favorite whenever they visit to the outlet. By making people know that it is the perception which people will need to change. By imbibing healthier lifestyle is the solution, not protesting the mascot. 2. Discuss the merits of the law proposed by France that would require fast-food companies either to add a health message to commercials or to pay 1.5 % tax on their ad budget. Propose a strategy for McDonald's to pay the tax or add health message and defend your recommendation. The law would make the advertisers to add a health message in their...
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...February 19, 2012 The McDonald Observatory The McDonald Observatory is located on Mount Locke in the Davis Mountains of West Texas. This observatory was constructed in the 1930s. The initial funding for construction came from Texan banker, William Johnson McDonald, who left provisions in his will that $800,000 be donated to the University of Texas at Austin in order to construct an astronomical observatory. This structure which is open to the public sees more than 60,000 visitors each year. Likewise, the observatory has been the center of attraction for many astronomers, and its numerous resources have also contributed to the discovery and continuous research of many astronomic phenomena. The McDonald Observatory is presently the property of the University of Texas at Austin and currently receives most of its funding from them. It operates four research telescopes. One of the most pronounced features attached to the observatory is Otto Struve Telescope. When this telescope was dedicated in 1939 it was then the second biggest telescope in the world. Two other telescope note mentioning are the Harlan J. Smith Telescope (named after once director of the observatory, Harlan J. Smith), and the Hobby-Eberly Telescope (known to be the fifth largest telescope in the world). The Hobby-Eberly is arguably the observatory’s most prized possession. This powerful telescope specializes in spectroscopy which enables astronomers to get a glimpse at stars, planets, and galaxies located...
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...marketing continued to improve sales. McDonalds is one of the top U.S fast-food joints. It has been around since 1937. Patrick McDonald opened “The airdrome” restaurant on route 66 near the airport in California. In 1940 his two sons, Maurice and Richard (“Mac” and “Dick”), Moved the entire building and later renamed it McDonalds. They had sold hamburgers for ten cents and then all you can drink orange juice for five cents. The McDonalds Corporation made many new stops to build. In the early 1960s McDonalds really began to take off. The growth in U.S automobile use that came with suburbanization contributed heavily to their success. Later Kroc bought the McDonalds brothers, aiming to make it the number one fast-food chain in the country. McDonald’s role was to feed the hungry people that came in. They a lot of people in the 60’s because the demand for it became greater. Around 1968 McDonald restaurants reached all 50 states. It was said that a new McDonalds opened every five hours somewhere in the world. The public face of McDonalds was created in 1963 with the introduction of a clown we all know as Ronald McDonald. The “M” symbol we all see at every McDonald is the most enduring logo, lasting longer than the tall arches that had once dominated the rooftops of earlier restaurants. Other symbols that we remember are the Big Mac, the egg McMuffin, Happy Meals, and the Chicken McNuggets. It is normal for us to walk in any McDonalds and say automatically what we want. By emphasizing...
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...2008, that fear drastically evolved into a trauma; Once I watched the movie called, ‘IT’, by Stephen King. From that day forward I found myself screaming and crying at the top of my lungs every time I seen a clown. Imagining that they were evil killers just like the intimidating clown of the movie. The trauma was so intense that when there was a fund raiser event held at my elementary school , Browning Pearce , the clown Ronald McDonald was there to meet and greet every child , including me, and once it was my turn to actually see him I fainted and collapsed onto the floor . As I came to my senses, my mother, Brenda forced me to watch the movie, ‘IT', including a bunch of other clown cartoons. I had to watch them for a whole week nonstop, even before I did my homework or went to church. Watching almost 168 hours of clowns on television; I finally realized that my horror of clowns had vanished into thin air. The next day I told my mother that the anxiety was gone, so she told me to get in the car and she drove us to a local McDonalds where Ronald McDonald was at. She had me meet him again, but, this time I didn't faint; I actually thought he was a funny cool clown. In conclusion, I became indomitable of clowns and with the help of my mother disciplining me to face my trepidation of them; the word FEAR had ceased to exist anymore within me. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | ...
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...McDonald’s Evaluation Gregory Callahan Devry University Professor Preissle September 8, 2013 The fast food empire has operated throughout the past several decades using numerous facets of the human relations skills to achieve their immense success. There are many notable aspects of the company that human relations have played an integral role in shaping. McDonald’s has been particularly keen in using human relations skills within their organizational structure, including in the areas of career stages in career management, ethics, motivating performance, leadership, organizational change and culture, as well as valuing global diversity. These have all proved to be vital in paving the path for McDonald’s to achieve its goals, and human relations has been a major factor in doing so. Career management deals with taken responsibility for managing one’s career. Career management is compromised for career planning, career development, getting a job, career stages, and getting raises and promotions. Career planning is the process of setting career objectives and determining how to accomplish them. Career development is the process of gaining skill, experience, and education to achieve career objectives. Career stages refer to the different needs of people as they grow older during the span of their career. Human Relations in Organization by Robert N. Lussier breaks career stages down into different age groups: the 20, 30s,...
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...N O V E M B E R 2 0 11 1 Inside P&G’s digital revolution CEO Robert McDonald wants to make the consumer goods giant the world’s most technologically enabled company. Here’s how. Robert McDonald is a CEO on a mission: to make Procter & Gamble the most technologically enabled business in the world. To get there, the 31-year company veteran and former US Army captain is overseeing the large-scale application of digital technology and advanced analytics across every aspect of P&G’s operations and activities—from the way the consumer goods giant creates molecules in its R&D labs to how it maintains relationships with retailers, manufactures products, builds brands, and interacts with customers. The prize: better innovation, higher productivity, lower costs, and the promise of faster growth. McKinsey’s Michael Chui and Thomas Fleming recently sat down with McDonald at P&G’s Cincinnati headquarters to talk about the nature and progress of the company’s digitization initiative, as well as its implications for P&G’s people and culture. An edited summary of the interview follows. In the accompanying article, ‘My leadership philosophy,’ McDonald reflects on how his experiences as a US Army Airborne Ranger inform his approach to leading P&G. 2 November 2011 Real-time insights Our purpose at P&G is to touch and improve lives; everything we do is in that context. With digital technology, it’s now possible to have a one-on-one relationship with every consumer in the world...
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...RUNNING HEAD: McDonald’s CASE STUDY Mondrea Mathews Professor Germain HRM 532 Talent Management January 22, 2012 McDonald’s has been around for fifty-four years. By McDonald’s growth to more than thirty thousand restaurants in 118 countries serving fifty-five million customers per day. A number of factors led the organization to the conclusion that enhancements in its talent management and development system were need. (Goldsmith, 2010. p.156). McDonald’s framework for “Plan to Win” consists of the people, place, product, promotion, and price. McDonald first has to have the right people in place to make the business successful by obtaining a global/local approach in the management and developing of their global workforce. There are two levels that were embedded with the expectations of the employers which consist of good customer service and experience levels. This made McDonald’s to concentrate on the quality, service, cleanliness, and the value being strong. The talent management system program that led to the success of McDonald’s consist of the redesign of the performance development system for all staff positions throughout the company. This consists of the company starting annual performance plan to measure the performance of the objectives that the company has put in place. Second, the introduction of the talent review process for all officer-level positions the results of the one year follow up survey...
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...impossible if one person was taking decision. a. One of the positive outcomes of the team decision is that all the team members are committed to the goal and everybody tries hard to achieve the goal, leading to a higher probability of success. Moreover at some point of time when one person in the team is at the breaking point, others come in and encourage him to hang in there, this helps to achieve his personal success as well as team success. It is like many people helping you to achieve your goal, once we all have the same goal. b. One of the most common pitfalls of the team decision making is that there could be too many voices and team goes on discussing and are not able to reach consensus. Personally I noticed it too much in our leadership Odyssey. In absence of one person to call for final decision, every individual in team is only trying to prove his/her point and final outcome is something which none of the team members wanted. 2) There are many things organizations do to nurture creativity, I would like to quote two which I have experienced and has worked. a. “Hire people who make you uncomfortable or even those who you dislike” this is from “The weird rules of creativity”. I was a new hire and had a coworker who was more experienced. Her job was to train me and always make me realize that whatever I did may have been ok but was not the best way to do it. Her reason was always based on her personal preferences which were not standard. In three months it forced...
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...follow the 5 year leadership model in order to insure the success of their enterprise. Although exponents and opponents may offer germaine reasoning for or against this view, we cannot intelligibly guarantee success through this model. In other words, is difficult to generalize between different industries on when a new leadership must be selected. The viability of such option depends on the size of the field, the room for error, and managerial experience necessitated. This model may stand for smaller industries, but may fail miserably on a large scale. The generalization to replace leaderships after 5 years in all fields is not a viable option. In some fields, new leadership has a chance to make erroneous dicisions without much impact. For example, the management of a McDonalds chain store is replaced around every 5 years. This encourages the development of new leadership, which then can be promoted to higher stages of management with advancements in experience. In addition, a mistake by a single newely promoted McDonalds manager will not contribute negatively to the society as a whole. Irrespective of the previous argument, some fields require an experienced managerial team. Under such circumstances new leadership is not necessarily the path to success. Who can forget the irreplaceable Steve Jobs of Apple whose life long managerial contribution revolutionized the computer and technology industry. Following his unfortunate death, the new leadership has been inconsistent...
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...assignment is based on the strategic management and leadership and it is discussed about the McDonalds. There are different types of skills such as personal skills and professional skills and as a manager it is required to have both types of skills to achieve personal goals and professional goals. From this assignment it is identifying the company strategic goals and the required personal and professional skills to achieve those strategic goals. Same time it is mentions the learning styles of those skills and evaluates the skills. It is mentioned personal development plan including budget reports, resources and time framework. It is important to evaluate the developments and the progress of the skills and it is able to use several methods to evaluate. There are several impacts from the self learning and it is affected for the strategic goals achieving. Therefore it is discussing all these areas based on the McDonalds case study and it is significant to get a clear idea about the skills of the individuals. Task 2 2.1. Personal skills audit evaluating strategic skills needed to meet current and future leadership requirements According to Boselie et al. (2005:4) there are different types of skills which should have with an individual and it is supports to perform in the business. Therefore it is required to have personal skills as well as professional skills to perform in the job. As a manager it is significant to have leadership skills with him and it supports to direct the team...
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...TRANSCRIPT Introduction Hello my name is Mohamed and I’m manager of MacDonald’s I am here to talk about personal specifications, what we expect in a personal specification and how to retain and motivate staff. Slide 1 A Person Specification is a profile of the personal skills, qualifications, abilities and experiences you will look for in the recruitment and selection process. The criteria you decided on should relate directly to the duties of the job description which a candidate must possess to perform the job duties. Slide 2 The person specification is the single most important document in effective recruitment and selection. It enables you to do a number of things. It allows you to define the kind of person you want and so helps you to write an accurate job advert. It enables you to assess each candidate fairly and objectively. And it enables you to compare candidates against each other and therefore make selections based on evidence. Slide 3 Now what we have here is an example of a personal specification and a job description. Slide 4 Employability skills Employability skills :are vital are those skills necessary for getting, keeping and being successful in a job. And here I’ve got a couple of points that relate to this area and go into further detail. Communication: this covers verbal and written communication, and listening. It's about being clear, concise and focused; being able to tailor your message for the audience and listening to the views...
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...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 System Redesign * Redefining key leadership behaviors termed “performance drivers” very much like competencies. Introduction of a new 4 point system vice a 5 point system. A new incentive compensation plan and a revised assessment of potential high performers. * Global succession Planning and Development Process * Design and implementation of the LAMP Program *...
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...“Both management and leadership are needed to make teams and organisations successful. Trying to decide which is more important is like trying to decide whether the right or left wing is more important to an airplane’s flight. I’ll take both please!” (Clemmer, 2005, as cited in McLean, 2005, p.16). The aim of this essay is to answer the age old question as to whether management or leadership is more important to an organisation. Organisations, ranging from professional to social, have been in existence for centuries and the sole purpose of any of these organisations is to grow and succeed. Thus, it is without a doubt that any organisation would accomplish much without a source of management or leadership. Even though it is evident that both management and leadership are both fundamental to a successful organisation, a distinction between the two should be made; although they are both similar in definition and function they do differ in importance in and effect on organisations. It is contended that the implementation of good management has a greater benefit, and therefore has more importance, to an organisation than leadership because: leading is considered as an element of the management function; to manage an organisation is to sustain it whereas to lead is to direct it but if there is no management, there is no entity, which leaves nothing for leaders to lead; leadership is focused on the management of people but an organisation is made up of more than just people; and also...
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...this course. Student Signature: Hannel Pina ******************************************* Instructor’s Grade on Assignment: Instructor’s Comments: Table of contents Introduction …………………………………………………………………………… 3-4 Evolution of the group/team over the term …………………………………………. 4-5 Group/team dynamics ………………………………………………………………… 5-6 Group structure ……………………………………………………………………….. 6 Intergroup/intra-group conflict ……………………………………………………… 6-7 Korn-Ferry assessment results ………………………………………………………. 8-9 Summary and take-aways …………………………………………………………… 9-10 Peer Evaluation ………………………………………………………………………. 11-14 Reference List ………………………………………………………………………… 15 Grading Rubric ………………………………………………………………………. 16 Korn Ferry Leadership Assessment ………………………………………… Appendix A Introduction First impressions are everything. First impressions are crucial because an individual’s presumption of others sets a tone for their interactions and this sets the rhythm for the life of the project. When working in groups it is important to establish a...
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