Organizational Chart
XMGT/230

Organizational Chart

McDonald’s Organizational Chart

When I was sixteen years old, I worked at McDonalds as my first job. McDonalds was my first exposure to the business world, and how they were structured. The McDonald’s I worked for was franchised, with the owner also acting as the CEO for that particular store. Below the CEO was the store manager, then the store manager’s assistant, followed by supervisors. The supervisor’s duties at the McDonald’s I worked for also included crew training on top of their controlling and monitoring functions. Organizational Chart The organizational chart above illustrates the hierarchy of authority, the division of labor, through a traditional vertical organizational structure. The objective of McDonald’s is to deliver food to their customers, so their organizational structure needed to consider specialization, integration, and differentiation. The specialization aspect of McDonald’s organizational structure utilizes a series of three different job functions to arrive at the final product. First, the window cashiers needed to take the orders and collect the money from the customer. Then, the cooks prepared the food and placed it in a heating bin for the drive-thru worker or cashier to pick up and deliver to the customer. Each of these job functions performed specific tasks of the larger task (Bateman, 2011). McDonald’s organizational structure was also integrated and differentiated. It embodied differentiation because the organization consisted of multiple units working on different tasks because it was not possible for one group or individual to perform all the duties solely. The McDonald’s organization was also integrated because those said units were then put back together to arrive at the final product, food