Unit 4 Chapter 15 Case Study

1. McDonalds has taken a proactive approach toward supporting and valuing diversity by establishing an initial diversity program. In 1980 they hired their first official manager for the program. McDonalds has always embraced and empowered a diverse workforce. Encouraging diversity both at McDonalds and within its supply chain is not only the right thing to do but good for business.
2. There are a couple different structures and systems that McDonalds has established in order to ensure that it leverages its diversity as part of its business strategy. One critical component to diversity and inclusion for McDonald's is teaching people how to work with others who are different than themselves. The core of its education framework includes formal presentations, workshops, seminars, and informal training designed to practice the skills and behaviors needed to collaborate with and lead people in an inclusive, diverse workforce.
3. McDonalds plans to overcome prejudice and discrimination by having all of its different human networks in a U.S. headquarters.
4. The AFA and AFTAH are sick and tired of rewarding and subsidizing corporations that promote homosexuality. McDonalds should take a step back on having so many homosexual employees in order for the AFA and AFTAH to associate with them .
5. Perception, attitudes, values, and ethics help us understand the dynamics within this case because they relate to stimulating growth and development within McDonalds.
6. Other management styles McDonalds could use is the compromising conflict style. Using this style means that both McDonalds and the AFTAH can resolve the conflict through give and take concessions. The advantage of this style is that the conflict is resolved quickly and relationships are maintained.
7. I think McDonalds should consider using a team approach for resolving this