Significant Change and Issues in McDonalds Corporation

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR
Case study:
In the report, I will be explaining about the significant change and the issues that had
taken place in McDonalds corporation while I was working in the organization. I will talk
about how the employees and the management reacted to this change and my reaction and
feelings about the entire situation. I will also talk about the major factors that has created this
situation and to what extent, the situation was managed and handled by the higher authorities
in order to achieve the objectives of the organization. McDonalds is fast food chain first
opened in America by Richard and Maurice McDonalds. Initially they became popular
because of their hamburgers, which were later improvised by adding a variety of items in
their menu. The menu includes, chicken sandwiches, French fries, shakes, salads, desserts
and ice creams. The goal and objectives of the organization was to serve the customers by
providing them with the best quality food and serving them on time.
McDonalds has successfully created a reputable image of its brand and a history of
their previous achievements. In spite of that, McDonalds faces internal problems because of
the increase in population in the organization of people with different attitude and behavior.
While I was working in the organization, a new floor manager, Barty was appointed to take
care of the operations of the floor (Pinder, 2014). Barty was successful as a leader in the
previous firms where he had worked. After joining the organization, he immediately called a
meeting for all the employees in order to understand and analyze the current situation of the
organization’s operational activities. I was part of the team 3 and me along with other team
members directly reported to our team leader in case of any issue or confusion. We were
handling a project, which required a team of 25 people. Our new floor manager announced
the changes in the organizational structure that was going to take place and reshuffled the
teams based on our capabilities in particular areas of tasks. Soon after that the team members
had realized that he did not call the meeting for interacting with the employees and

2ORGANIZATIONAL BEHAVIOR
understand their issues and dilemmas but to entirely change the operations of the organization
in the very first week of his joining. We were not ready to change our teams as we have been
working with each other for a quite long time and had a good bonding with each other, which
in turn had always helped us in understanding the problems of each other, and resolve the
work related problems that arose amongst the team members (Antonakis & Robert, 2013). I
was not comfortable in working with the other departments as I had very less knowledge
about their tasks and team operations. Soon after this, me along with the team members
directly approached the higher authority in the hope of not changing our teams and the
operational activities. The higher authority was unable to deal with the situation at the earlier
stage. Employees from all the teams started to leave the organization and the rate of attrition
had highly increased during that period. McDonalds thus found it to be a huge challenge to
implement certain changes in the organization. The team members even approached the new
manager Barty thinking that he would understand and consider the concerns of the
employees. He did not understand the condition of the employees and in turn implemented
the changes in the structure of the team, the very next day. We also emailed our branch
manager and other higher authorities but there was no positive response from their end as
well. We were asked to stop our task, which we were working on and were asked to start a
very new task, which had very less deadlines (DuBrin, 2013). We had no other option but to
start the task with the help of the floor manager. As a result of which, problems started to
arise because of the differences in the opinions of the team members. I was personally not
able to understand the task, as I was not used to working on such projects. After a week’s
time when the rate of attrition had increased terribly, the higher authorities had called a
meeting and tried knowing the issues and the challenges faced by the employees. Each one of
us got the chance to explain the entire scenario and suggested some of the solutions, which
could help in mitigating our problems. Soon after that Barty was asked to call a meeting and