Organizational Behaviour at McDonald's: Culture, Teams, and Leadership

This report offers a comprehensive analysis of organizational behaviour within McDonald's, examining the influence of culture, politics, and power on individual and team performance. It delves into content and process theories of motivation, exploring techniques to achieve organizational goals. The report differentiates between effective and ineffective teams, highlighting key characteristics such as clear purpose, ideal membership, communication, and decision-making processes. Furthermore, it applies various organizational behaviour concepts and philosophies, including path-goal and contingency theories, to the McDonald's context, and discusses contemporary barriers to effective teamwork. The report draws conclusions on McDonald's approach to employee needs, motivation strategies, and communication, while identifying key areas for improvement in team dynamics.

Organizational behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
P-1 Analyzing McDonald’s culture, politics and power that influences an individual and team
behavior and performance...........................................................................................................1
P-2 Evaluating content and process theories of motivation and its techniques that enable
effectively in achievement of goals in McDonald's organization...............................................2
P-3 Explaining what makes an effective team as opposed to an ineffective team......................4
P-4 Applying concepts and philosophies of organizational behavior within McDonald's
organization.................................................................................................................................5
Conclusion.......................................................................................................................................8
References........................................................................................................................................8

INTRODUCTION
Organizational behaviour is the study of individual's nature and group within the
business. OB helps in managing every team effectively in order to achieve aims and objectives of
business enterprise. Further, it is a scientific approach which can be applied in managing workers
within the McDonald firm. This is an international company which is famous for their fast food
like burgers, premium salads, snack wrap and many more. The report aim is to analyse influence
of McDonald's culture, politics and power on an individual and team behaviour. Moreover, the
process theories of motivation and its technique is discussed below. In addition to this,
effectiveness of team is explained in this report. Lastly, the report also specifies concepts and
philosophies of organizational behavior within McDonald's organization.
MAIN BODY
P-1 and P-2 are covered in Ppt.
P-3 Explaining what makes an effective team as opposed to an ineffective team.
In order to understand about team and it's effective against ineffective it can be explained
through the various characteristics as:
Clear purpose: The main trait is to develop clear purpose regarding the team in order to
make it effective. If the purpose is cleared about achieving goal and objectives then the team,
group is made effective. Moreover, the ineffective team does not have clear target and purpose to
be achieved in the firm (Blader, Patil and Packer, 2017). The team will be ineffective if the
members are not using their skills and talent at appropriate level within the McDonald's
organization.
Ideal membership: The members should be limited in order to make cooperation within
organization and employee's must be selected with appropriate skills and knowledge which helps
in making team more effective and advanced. If there are lot of members selected for one team
then there will be no mutual understanding and employees will unable to make use of their ideal
membership. Further this will lead to an ineffective team in McDonald's organization.
Communication: There must be an open communication within the team members
which helps in understanding their viewpoints and ideas. This ideas are implemented in the
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McDonald's organization which makes the team more effective. Further, if the communication
process is not flowing smoothly from top to bottom level then it will lead to ineffective team.
Decision making process: In the team they must cooperate with each other and should
mutually makes decision feasibly. So as to make team effective, there should be equality and
fairness amongst them. If the decisions are made considering only one member's viewpoint then
then it will create inequality amongst the team members (Lazaroiu, 2015). Moreover, it will
make team ineffective and they also face issues in attaining their set goals and objectives.
Creativity: The team becomes effective and advanced as they uses creativity and
innovative techniques in their work. In addition to this, they will produce unique and new ideas
in solving the issues and conflicts within McDonald's organization. If the team uses old and
repetitive ideas in their working performance then it will make the team ineffective.
Skills: The skills and specialized talent of every members must be reflected in their work
which will make them effective within McDonald's organization. In addition to this, when
members with various experiences come together, then it automatically introduces new and
innovative ideas which lead to bring their effectiveness. Further, this also helps in establishing
motivation to achieve high goal and objectives. Lastly, it also leads to development of better
opinion in context of promoting teamwork efficiently.
Diversity: The team reflects their effectiveness in work performances at McDonald's
organization which is endorsed through their social beliefs and culture. Moreover, the employees
are engaged in different roles and responsibilities that they have to perform and this shows their
respect and creativeness towards the McDonald's organization (Kanfer and Chen, 2016). If the
team members are not performing with mutual understanding and also conflicts arises about
diversity within the organization than it will lead to ineffectiveness.
Meaning of team : Team defines to the number of members which works together in a
group for one purpose. It helps top take the new developing authorities and goals.
Types of team
 Problem solving team : problem solving team is the team of group of persons who
always ready to solve the problems and issues of employees. They always looking at the
best possible manner to take the new effective job making targets.
 Virtual Team : it is the another form of team who known as geographically dispersed
team, distributed team or remote team.
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 Work group : Team definitely are form a group but not all work groups are teams. In fact
plain group are much more numerous than teams.
 Quality team : Quality team is just for the purpose to reduce the mistakes from the
projects in order to meet out the company objectives.
Tuckman's Stages of team development
Forming : In this stage of team development team members learns about opportunities
and challenges and then agrees on goals and begins to tackle the tasks. In this form of developing
areas and form a better multitask growth into the best performance level. Team members tend to
behave quite independently.
Storming : It is the second stage of team development in which team members, this stage
starts from itself to gain the trust among all others' trust and faith.
Norming : Norming is the another stage or step of team development where manager has
been faced different disagreements and personality clashes of other tea members. In this stage all
the team members take responsibility to work in together in better possible manner.
Performing : In this last stage of development of team members where employees
focused on achieving common goals, often reaching an unexpectedly high level of success.
Belbin Typology effective team
Belbin typology are much effective for the team who applied in a proper manner. Team is
quite shaper, good implementer, completer finisher, coordinator, team worker, good resource
investigator, monitor evaluator and good specialist. These are the typologies of Belbin helps
company to build effective team within the company. They adopt 8 elements in order to reduce
the possibilities of waste. Such as defects, overproduction, waiting, non utilised, transportation,
inventory, motion, extra processing.
What constitute effective team and ineffective team
Effective team are more energetic than ineffective team to take initiatives. Effective
group members encourage discussion on points on which they disagree and use healthy conflict
to introduce creativity.
Ineffective team establish as agreed viewpoint quickly and defend it against any new or
original idea.
Effective team is well understood the task and accepted by the members. On the contrary
ineffective teams are always looking difficulties to understand the group tasks.
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P-4 Applying concepts and philosophies of organisational behaviour within McDonald's
organisation.
Concepts and philosophies: The behaviour of an individual and team members can be reflected
by adapting various theories such as path goal, capital theory and contingency theory within the
McDonald’s organization.
Path-goal theory:
This is the theory which helps in adapting various leadership styles that develops team
productivity and helps in improving performance within the firm. Moreover, this is a task
oriented method which is similar to the situational leadership concept (Cooper and et.al., 2017).
Path goal theory is adapted in the organization which helps leader in providing effective
guidance to employees of McDonald’s organization. Moreover, it supports in selecting effective
style of leadership according to situation in the firm. Further, it helps in motivating employee's to
achieve goal and objectives of the company. Path goal theory helps in identifying mainly four
leadership styles which has to be adapted by the company as per their situations.
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Illustration 1: Path Goal Theory
Source: (Path Goal Theory Of Leadership, 2017)

 Directive leadership: This style is used by leaders in which they are focused what has to
be done and what is not to be done. Moreover, they perform the task effectively and
complete it as per the deadline within McDonald's organization (Path Goal Theory Of
Leadership, 2017). Further, leaders who make use of this style have concentration on
providing the guidance as well as training to followers, so that subordinates can complete
their task in systematic manner. If the directive leadership style is applied in organization
then employees are effectively trained.This style is appropriate and suitable in order to
guide new employee's in the company.
 Supportive leadership: The needs and requirements of employee's are focused by leaders
in this style. In addition to this, the leader treats their workers with respect and dignity
which is significant to achieve goals of McDonald's organization (Schaerer and et.al.,
2018). The management of company applies this style when employees are having issues
like they are demotivated or are not self-confident in their work.
 Achievement- oriented leadership: In this style, leaders have focus on achieving the aim
and objectives. Further, they motivate employees so that they work with high
performance level within McDonald's. In addition to this, the workers who are working
independently and can solve their issues, are suitable for Achievement- oriented
leadership.
 Participative leadership: This is adapted when employees are highly involved and also
have talent in their working. The ideas and skills of the workers are highly valuable in
this style of leadership. Further, these type of leaders work with subordinates and get
involved with every task. This leadership style assist leader in developing the strong
relationship with followers.
Contingency theory: This theory refers to the situational elements which affect relationship
between dependent and independent variables in the organization (Hystad, Bartone and Eid,
2014). As per this approach, McDonald's organization can also derive various concepts of
management in order to implement them to achieve goals and objectives (Elsbach, Kayes and
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Kayes, 2015). This helps in considering environment within business in terms of internal and
external features. Process, structure and technology refers to the internal elements, political,
social, technological economic and legal are features of external environment. However, if
contingency theory is applied then it removes complications in evaluating the different variables
within company. Moreover, managers also apply this approach in various conditions to make the
environment more positive within team members.
Contemporary barriers:
 The first barrier that is noticed is dominating employee's within the team which affect
negatively effect group behavior in organization.
 There is also poor performance of an individual or team members which negatively
affects the business to achieve goals and objectives (McShane, Von Glinow and Von
Glinow, 2019).
 Cconflicts are not resolved which shows the contemporary barriers within team members.
 Big challenge is also about identifying the purpose and target to be achieved within
appropriate time.
CONCLUSION
From the above report, it can be concluded that culture of McDonald's is advanced as
they focus on fulfilling the needs and requirements of employee's in company. Further, it is also
analyzed that organization adapted Maslow’s theory which helps in identifying workers basic
and safety need. It is also identified that Herzberg theory focuses on providing motivation and
hygiene factor to employees within McDonald's. This can also be said that open communication
makes the team more effective as compared to ineffective within company. Lastly, it can be
stated that the main contemporary barrier is to dominate employee's within team in organization.
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REFERENCES
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Ideas to Action. Pearson.
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positive psychology .9(1). pp.42-53.
Kanfer, R. and Chen, G., 2016. Motivation in organizational behavior: History, advances and
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