Employee Engagement at Mc Donalds

Running Head: HRM
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HRM
HRM: McDonalds
(Student Details: )
2/8/2020

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Contents
Introduction................................................................................................................................2
Employee Engagement at McDonalds.......................................................................................2
The concept: Employee Engagament.....................................................................................2
Employee Engagement at McD.............................................................................................3
The process of engaging employees at organizations............................................................4
Step I Research and evaluation..........................................................................................4
Step II Engage leaders, coach and develop........................................................................4
Step III Make immediate changes......................................................................................5
Step IV Engaging teams.....................................................................................................5
Step V Implement the process to embed required change for EE......................................5
Step VI Review progress....................................................................................................5
The key outcomes from EE....................................................................................................5
Different ways of achieving EE.............................................................................................6
McD is present approach for employee engagement.............................................................6
Challenges and issues identified for EE.................................................................................7
Ways to improve EE at McD.................................................................................................9
Future recommendations......................................................................................................10
Conclusion................................................................................................................................11
References................................................................................................................................12

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Introduction
The report is mainly focused on important issues of Strategic Human Resource
Management (SHRM) while narrating a single topic in HRM. The topic chosen is Employee
Engagement (EE) as it is all about commitment and engagement among employees and
organizational people. In this context, this paper will focus on understanding, measuring as
well as enhancing engagement in a particular organization. In doing so, the McDonald
Corporation will be taken as the organization for talking about employee engagement.
Generally, EE is a human resource management concept for understanding as well as
describing the nature of the relations between an organization and employees (Bal & De
Lange, 2015). While talking about EE, the discussion will identify some key issues and
challenges related to employee development in modern organizations like McDonald's (McD)
(Alfes, Truss, Soane, Rees, & Gatenby, 2013). In addition, EE refers to how employees feel
dedicated and attracted towards their work as well as jobs while being committed to the
organizations. Employee engagement is a completely different concept from that of employee
satisfaction. In this way, after discussing the concept and identifying the issues related to
employee engagement practices, possible solutions will be provided with future
recommendations in the context of the chosen organization as McD. The key EE practices at
McD will be explored, discussed and examined thoroughly (Armstrong & Taylor, 2014).
Employee Engagement at McDonald's
The concept: EE
In general, EE is an emotional commitment of the employees with their company
when they feel towards their workplace. Thus, engaged employees take actions while
ensuring organizational success. In addition, it has been observed that engaged employees
often show dedication, care, enthusiasm, focus as well as accountability to achieve desired
outcomes. In other words, whenever employees care about their workplace and
organizational success, then they are engaged and hence they demonstrate discretionary effort
(Berman, Bowman, West, & Van War, 2019). It has been seen that engaged employees often
stay behind to get jobs done as they feel accountable due to high commitment. Apart from
this, such employees stand up for their organization as they are proud to be a part of it. As per
the definition, EE allows employees to invent solutions to key issues and hence give ideas for

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further improving in the near future. In other words, employee engagement is the relation
among employee and employer which makes people emotionally engaged with the
organization they are working with to show that they care. In this context, it matters how a
firm deals with their employees as it has a direct impact on their employees’ commitment as
well as engagement with their organization. In the context of engaged employees, it is true
that they work with passion and hence feel a strong emotional connection towards their
current organization. Employee engagement is the concept in human resource management
which drives innovations as well as moves the whole firm forward with the help of employee
support. In such a case, engaged employees are typically characterized as being committed,
loyal, and productive and hence deliver desired outcomes (Briscoe , Tarique, & Schuler,
2012).
On the contrary, the employees who are not engaged with the organizational values
come to work and then do what is asked to do. They often show less energy or passion for
work while working at the workplace. In this way, not engaged employees often feel no
meaningful attachment or affection towards their job role as well as the company. This is the
reason these types of employees may easily be tempted by other job vacancies elsewhere in
the world. There is one more category in employee engagement into SHRM which is actively
disengaged employees (Buller & McEvoy, 2012). In this context, actively-disengaged-
employees are unsatisfied at work and hence they actively show their gloom into their daily
work. The way disengaged employees work clearly shows the negative attitude of them
towards work and organization. In addition to that, when employees are actively disengaged
than they majorly demonstrate uncooperative, negative as well as hostile behaviours at the
workplace. Besides, these people always undermine their teams as well as business (Noe,
Hollenbeck, Gerhart, & Wright, P.M., 2017).
Employee Engagement at McD
At McD, employee engagement is the key to realize competitive advantage.
Moreover, McD is using the workplace approach while creating the right conditions of the
organizational people so that they can give their best every day (Briscoe , Tarique, & Schuler,
2012). It has been observed by the researchers that McD’s employees are highly committed
towards their organization’s objectives, values and goals. People working at this organization
typically contribute to the firm success with the help of improved sense of their self-well-
being (Noe, Hollenbeck, Gerhart, & Wright, P.M., 2017).