LEADERSHIP AND DEVELOPMENT Activities at the University of Maryland

Running head: LEADERSHIP AND DEVELOPMENT
Leadership and Development
Name of the Student
Name of the University
Author Note

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Activity 1
1A Objectives and value of McDonald’s
The objective of McDonald’s is to serve good food for great value in a friendly and fun
environment. The value is to provide good returns to the shareholders1
Strategic direction
The strategic direction is to expand the market continuously and develop food products
that are unique in the areas in which the restaurant serves
1B Describe link between organizational objective, values and standards and
responsibilities
Organizational objectives set up the foundation of maintaining the value of the customers
and focus on the standard of products and services provided. At the same time, the
responsibilities of the employees and the managers are defined.
Reference the agreed policy and procedure
The agreed policy and procedure can be referenced by the application of rules and
regulations relative to the development of the restaurant.
Detail any relevant media and language to communicate
1 Mcdonalds.com. 2018. McDonald's: Burgers, Fries & More. Quality Ingredients.. [online] Available at:
https://www.mcdonalds.com/us/en-us.html [Accessed 4 Sep. 2018].

2LEADERSHIP AND DEVELOPMENT
Media for communication with the customers can be the use of social media and
advertising with English as the preferred language for communication2. However, regional
language can be used for attracting the customers
Detail any method used to validate the receipt
Validation of understanding or receipt of message can be done by replying back the
message that has been received
1C Importance of expecting clear expectations
Importance of clear expectations can help employees to understand the roles that they
need to play at the restaurant and as a team
Explanation of expectations
The expectations can be explained in a manner of providing a motivational speech so that
every employee makes commitment towards the restaurant
1D Expectation and issues
Examples Expectations Issues
Environmental management To maintain a sustainable
environment so that the natural
beauty of the community can
be restored3
Finding ways to develop
sustainability and
creating awareness
among people to follow
similar pattern
Work place health and safety Better and safe work place Not enough protective
2 Dunn, William N. Public policy analysis. Routledge, 2015
3 Hopkins, Willie Edward, and Susanne G. Scott. "Values-based leadership effectiveness in culturally diverse
workplaces." Cross Cultural & Strategic Management 23, no. 2 (2016): 363-385

3LEADERSHIP AND DEVELOPMENT
policies along with providing
safety gear and equipment
gears to cover the
requirements of the
employees
Product safety Maintain quality product by
using fresh ingredients
Many people may be
allergic to certain product
types which can lead to
harm
Service Maintain fast and effective
service so that customers
remain satisfied with the
restaurant
Lack of people to provide
effective services
Values and ethics Abide by the restaurant rules
and maintain its value
Unable to comply with
restaurant rule due to
urgency in business
Table: Expectations and issues
(Source: Created by author)
1E Views and examples of workplace communication results
The information is needed by the customers so that they can understand new products
that are being sold by the restaurant
The information that needs to be communicated is based on any new products and service
quality that has been improved by McDonald’s

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The information can be communicated to other staff via email or bill boards so that every
employee remain aware of the value placed on the customers4
Limitation in the form of viewing the message via email or replying the message in a
proper manner can exist among the groups.
2A. What examples are there of a culture of trust, confidence and respet with
communication from appropriate workplace senior management?
Employees are trusted with confidential information of the organization regarding recipes
and business operation, which are communicated to them by the senior management. In every
mail to the subordinates of the organization, salutation starts with “Respected”. Employees are
trained to perform and once they are trained, little to no interference is done in their jobs from
the senior management, thereby indicating confidence in them.
2B. Describe in your own words what you understand by Globalization.
Globalization is the phenomenon of free flow of ideas, goods and services, and
technology across the world, to make it common to all.
What are some examples of new technology in your work processes that you can identify?
New technologies in the workplace include a smart order customizer, which can let the
customer customize his own burgers in a way that suits his own needs.
What are some benefits and challenges facing your organization as a result of
globalization?
4 Daverth, Gwen, Paula Hyde, and Catherine Cassell. "Uptake of organisational work–life balance opportunities: the
context of support." The International Journal of Human Resource Management 27, no. 15 (2016): 1710-1729.

5LEADERSHIP AND DEVELOPMENT
Benefits of globalization include McDonald’s products becoming popular across the
world. The challenge however is to identify the nuances of each country in relation to their
perception of the company’s products, as well as diverse governmental laws.
2C. Detail examples from your workplace of actions conveying adaptability.
Examples include workers being able to adapt to the market dynamics and subsequent
changing recipes, and adaptation to the new customizing technology in the organization.
Detail examples from your workplace of actions conveying flexibility.
Examples of flexibility includes workers being flexible to accept changing shift hours
over a period of time, and being able to customize different orders as per the consumer’s will.
Detail examples from your workplace of actions conveying accessibility.
Examples of accessibility include workers appreciating the culture and background of
other workers and facilitating inter-cultural communication.
2D. Leadership roles that would need consultation and participation.
Leadership roles that would need consultation and participation include supervisors and
visionaries. Supervisors must consult with their subordinates in the team to make targets and
other supervisions known to them, and encourage their participation in the process. Visionaries
must involve the entire workforce to motivate them regarding the visions of the organization and
encourage their participation for the same.
2E. SWOT analysis of a decision
The decision to be referred to was a decision to incorporate customization of products.

6LEADERSHIP AND DEVELOPMENT
Strengths: customer satisfaction.
Weakness: would take a lot of time and investment.
Opportunity: can ensure customer retention.
Threats: adaptation threats to changes in the operations5.
2F. Important announcement through media.
The announcement to be referred to was the localization for Chinese customers.
New media advertisements were incorporated for the effective communication of the
decision, making Chinese culture look integral to the community.
3A. Job description and specification template.
The organization does have a specific template of job roles and specifications. Every job
role is mentioned in one column, with their roles, responsibilities and special duties specified in
the corresponding columns.
3B. How can you ensure that teams are well resourced?
Resources in the organization should be allocated in a way which represents the
expenditure trends of resources of each team.
What does delegation mean and involve?
Delegation simply means a body of representatives who represent the organization in
business meetings or conferences. They involve managers and members of board of directors, or
prospectus stakeholders.
5 Duggal, Ritesh, and Peter Alexander. "Staff management training in McDonalds." (2018).

7LEADERSHIP AND DEVELOPMENT
3C. The key elements that make up my team.
The key elements that make up my team are integrity, trust, skill and acceptance. Team
members have the sense of belonging in the team which makes them more productive, they trust
each other which makes the work experience a sustainable one, they are skilful which makes
them adapt to changes, and their acceptance of one another makes the team a better place to work
in.
Stage of team development
Using Tuckman’s model, my team is in the performing stage.
This is because inter team tensions are a thing of the past and the team members have
now been effectively performing with each other with minimum conflicts.6
4A. Describe the following using your workplace as an example or reference. Identify the
following –
Ethical investment made by your organization and what that represents to you? – The main
objective of all private organizations is to earn more profits. However, in the modern
contemporary world, there is a need to ensure the well-being of the society7. As a result, it is
essential that the organizations take a proactive role in their corporate social responsibility. In the
case of McDonalds, the ethical investment made by the organization is that it provides charity to
the needy people in the form of food resources. This represents one of the most significant
6 Kiweewa, John M., Dennis Gilbride, Melissa Luke, and Tamara Clingerman. "Tracking growth factors in
experiential training groups through Tuckman’s conceptual model." The Journal for Specialists in Group
Work 43, no. 3 (2018): 274-296.
7 Yahaya, Rusliza, and Fawzy Ebrahim. "Leadership styles and organizational commitment: literature
review." Journal of Management Development 35, no. 2 (2016): 190-216.

8LEADERSHIP AND DEVELOPMENT
activities of the organization as it gives to the people a sense of fulfillment and assures them they
would not go hungry.
Ethical training programs – The employees are trained in the aspect of ethics as there is a need
to ensure that the profits of the organization passes on the different sections of the society.
Codes of conduct with particular reference to the increased diversity in the work place –
There is a need on the part of the employers to promote tolerance and harmony among the
different employees who work in the organization.
4B. Leadership styles
Conceptual – Provides clarity to the people
Participative – Encourages participation of the employees8
Behavioral – tries to change the attitude of the workers in a positive manner
Delegating – Gives important work to the employees
Directive – Gives direction to the employees
Authoritative – Tries to dominate over the employees9.
4C. (a) In order to achieve the personal objectives it is essential to allow the employees to ensure
a friendly work environment for the employees and to provide them with ample benefits so that
they can work in an efficient manner.
8 Anderson, Marc H., and Peter YT Sun. "Reviewing leadership styles: Overlaps and the need for a new ‘full‐
range’theory." International Journal of Management Reviews 19, no. 1 (2017): 76-96.
9 Arnold, Kara A., Catherine E. Connelly, Megan M. Walsh, and Kathleen A. Martin Ginis. "Leadership styles,
emotion regulation, and burnout." Journal of Occupational Health Psychology 20, no. 4 (2015): 481.

9LEADERSHIP AND DEVELOPMENT
(b) Which resources would you need and would you need to get them externally of your
organization?
The resources needed to enhance the working of the organization is that of training programs.
This can be provided by the organization internally by the management level.
(c) What skills would you need or develop to set and achieve these personal objectives?
The skill of efficient leadership qualities is needed to motivate the employees to work harder.
This would ensure that the productivity level of the employees increases.
(d) What knowledge should you acquire?
The knowledge of working in corporate manner and also understanding the desires of the
employees is needed.
(e) Is there anything significant such as milestones which you should achieve before you can
reach your personal objectives and goals?
The milestone to be achieved is that of a well-loved leader. It is only when the employees are
satisfied and content that they can work harder and efficiently.
Self-assessment table
Self-assessment Do well Somewhat Not well
I clarify roles and
responsibilities

I define priorities for
our organization


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I make planning
strategically a high
priority

I understand the
ethical responsibility
that comes with
leadership

I align the efforts of
individuals and teams
with the
organizations vision,
values and objectives

I deal with issues and
concerns promptly

I regularly build team
spirit and morale and
get results

I consider and offer
developmental
challenges

I work diligently and
selflessly to achieve
organizational goals


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for performance,
quality, service,
profits and corporate
responsibility
Source: Created by the Author
What is you networking purpose?
The purpose of networking is to increase the places from where resources can be gained
and also to expand the consumer market base.
What are your networking opportunities?
My networking opportunities are to establish good relations with the malls in different
parts of the world. For instance, opening up a McDonald outlet in such malls would lead to an
increase in revenue.

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Activity 2
What are the interpersonal skills important in the leadership role?
The major interpersonal skills that are required in the leadership role is to find out that the
effective communication skills. The leaders are required to maintain the ongoing and the fluid
communication regarding the strategic objectives for maintaining the effective relationships with
the team members. The leaders are required to maintain the interpersonal relationdhips with the
stakeholders as well as the team members which are not possible to built over night. A leader
should have the skills to motivate the employees towards their work10. The employee’s
capability, their skills and lacking should be well known to the leaders as the allocation of task
are required to be done accordingly.
How can you encourage the participation through the leadership?
Leader can encourage the employees to participate in the team event by the following factors:
 Team outings
 Introducing incentives and monetary reward system
 Setting the examples
 Recognizing the strengths of the employees
 Involving team members for making important decisions
 Helping them to plan their future in the organization11
 Providing more responsibilities to the team members
What are the benefits of networking?
Networking helps the organization to ensure the connectivity among the external and the
internal working of the organization.
10 Chen, Mei-whei, and Christopher Rybak. Group leadership skills: Interpersonal process in group counseling and
therapy. SAGE Publications, 2017
11 Mencl, Jennifer, Andrew J. Wefald, and Kyle W. van Ittersum. "Transformational leader attributes: interpersonal
skills, engagement, and well-being." Leadership & Organization Development Journal 37, no. 5 (2016): 635-657

13LEADERSHIP AND DEVELOPMENT
How can you ensure you get the most of our networking event?
This can be done by looking in to the increase in the volume of sales of the goods and
services provided by the organization.
What risks do you need to be aware of? List the possible consequences and explain how
you can limit the risk.
The risk to be aware of is employee absenteeism12. The possible consequence of this risk
is the drastic fall in the productive level. This risk can be averted if the demands of the
employees are taken in to consideration.
12 Basran, Jaskaran, Claudia Pires, Marcela Matos, Kirsten McEwan, and Paul Gilbert. "Styles of Leadership, Fears
of Compassion, and Competing to Avoid Inferiority." Frontiers in psychology 9 (2018).

14LEADERSHIP AND DEVELOPMENT
Activity 3
Question 1. How can you communicate your organization’s mission and goals?
Answer – The effective communication is required for further implementation of the ideas of
McDonald’s among the employees. The key points of the company’s goals and mission should
be preached to the employees by the management13. Visual aid would be helpful in
communicating the goals and mission among the employees. Meetings with higher authority
would be helpful in discussing the goals and mission to the employees.
Question 2. Why it is important, as a leader, to be able to influence groups and individuals?
Answer – It is important for the leaders at McDonalds that they influence their fellow peer
groups and individuals as well. Influence is required to the employees for helping them in
making a difference14. Influence provide social validation to the employees. Influence is also
important to make authority at workplace too.
Question 3. What is involved in building a team?
Answer – For building a team, some effective steps are required to make a difference at the
global market. McDonald’s have followed certain measures in building a teams. The steps
involved – establishing effective leadership, creating better modes of communication with each
13 Amanchukwu, Rose Ngozi, Gloria Jones Stanley, and Nwachukwu Prince Ololube. "A review of leadership
theories, principles and styles and their relevance to educational management." Management 5, no. 1 (2015): 6-14.
14 Woodcock, Mike. Team development manual. Routledge, 2017.

15LEADERSHIP AND DEVELOPMENT
of the employees, helping in building bond among the employees and setting ground rules for the
teams to follow.
Question 4. What can you do to support a team?
Answer – As a leader at McDonald’s the following certain could be done to support the team.
The teams could be supported by the leader by reviewing the work of the employees frequently.
Sticking up of the team could be considered as a big step. The leader could support the team by
communicating about the accountability15.
Question 5. How can you demonstrate personal and professional competence?
Answer - As a leader it is important for demonstrating personal and professional competences.
With the help of communication a leader could provide competences as it expresses the ideal and
oral ideas16. With the help of teamwork and interpersonal collaboration, the leader could as
provide competences. Professionalism and productivity would also help in demonstrating
competences.
15 Brundiers, Katja, and Arnim Wiek. "Beyond interpersonal competence: Teaching and learning professional skills
in sustainability." Education Sciences 7, no. 1 (2017): 39.
16 Burke, W. Warner. Organization change: Theory and practice. Sage Publications, 2017.

16LEADERSHIP AND DEVELOPMENT
References
Amanchukwu, Rose Ngozi, Gloria Jones Stanley, and Nwachukwu Prince Ololube. "A review of
leadership theories, principles and styles and their relevance to educational
management." Management 5, no. 1 (2015): 6-14.
Woodcock, Mike. Team development manual. Routledge, 2017.
Brundiers, Katja, and Arnim Wiek. "Beyond interpersonal competence: Teaching and learning
professional skills in sustainability." Education Sciences 7, no. 1 (2017): 39.
Burke, W. Warner. Organization change: Theory and practice. Sage Publications, 2017.
Chen, Mei-whei, and Christopher Rybak. Group leadership skills: Interpersonal process in
group counseling and therapy. SAGE Publications, 2017.
Mencl, Jennifer, Andrew J. Wefald, and Kyle W. van Ittersum. "Transformational leader
attributes: interpersonal skills, engagement, and well-being." Leadership & Organization
Development Journal 37, no. 5 (2016): 635-657.
Daverth, Gwen, Paula Hyde, and Catherine Cassell. "Uptake of organisational work–life balance
opportunities: the context of support." The International Journal of Human Resource
Management 27, no. 15 (2016): 1710-1729.
Dunn, William N. Public policy analysis. Routledge, 2015.
Hopkins, Willie Edward, and Susanne G. Scott. "Values-based leadership effectiveness in
culturally diverse workplaces." Cross Cultural & Strategic Management 23, no. 2 (2016): 363-
385.

17LEADERSHIP AND DEVELOPMENT
Mcdonalds.com. 2018. McDonald's: Burgers, Fries & More. Quality Ingredients.. [online]
Available at: https://www.mcdonalds.com/us/en-us.html [Accessed 4 Sep. 2018].
Yahaya, Rusliza, and Fawzy Ebrahim. "Leadership styles and organizational commitment:
literature review." Journal of Management Development 35, no. 2 (2016): 190-216.
Anderson, Marc H., and Peter YT Sun. "Reviewing leadership styles: Overlaps and the need for
a new ‘full‐range’theory." International Journal of Management Reviews 19, no. 1 (2017): 76-
96.
Arnold, Kara A., Catherine E. Connelly, Megan M. Walsh, and Kathleen A. Martin Ginis.
"Leadership styles, emotion regulation, and burnout." Journal of Occupational Health
Psychology 20, no. 4 (2015): 481.
Basran, Jaskaran, Claudia Pires, Marcela Matos, Kirsten McEwan, and Paul Gilbert. "Styles of
Leadership, Fears of Compassion, and Competing to Avoid Inferiority." Frontiers in
psychology 9 (2018).
Duggal, Ritesh, and Peter Alexander. "Staff management training in McDonalds." (2018).
Kiweewa, John M., Dennis Gilbride, Melissa Luke, and Tamara Clingerman. "Tracking growth
factors in experiential training groups through Tuckman’s conceptual model." The Journal for
Specialists in Group Work 43, no. 3 (2018): 274-296.