Staff Training and Motivation at McDonalds
McDonald trains almost 55,000 employees each year. Each year, it also
dedicates over £10 million to ongoing employee training, providing
people with valuable skills.
Work experience at McDonald's is a foundation for future
employability, particularly as the UK labour market continues to
evolve. With the increased demand for skilled workers, a job which
offers ongoing training with a leading organisation - is a solid
career investment. People from all walks of life credit a first job at
McDonald's with having equipped them with the ingredients for success.
Staff Training
McDonald's Staff Training Programme is an on-the-job vocational
experience that teaches skills transferable to other industries.
All new hires begin their McDonald's experience with an induction into
the company. Staff trainers work shoulder-to-shoulder with trainees
while they learn the operations skills necessary for running each of
the 11 workstations in each restaurant, from the front counter to the
grill area. All employees-learn to operate state-of-the-art
foodservice equipment, gaining knowledge of McDonald's operational
procedures.
Step-by-Step manuals and video tapes cover every detail, from how to
make a Big Mac, to how to deliver exceptional service to customers.
Employees also learn how to train and supervise others.
For the first time employed, McDonald's is an important "mentor',
teaching the interpersonal and organisational skills necessary for
functioning effectively on any job. McDonald's business demands
teamwork, discipline and responsibility; McDonald's experience results
in enhanced communications skills as well as greater self-confidence;
and McDonald's stresses "customer care", and attitude which industry
experts recognise as an essential ingredient for business success.
Management Development
Conducted at regional offices and corporate training centres across
the country, McDonald's Management Development Program (MDP) continues
to develop the potential leaders which the Crew Training Programme has
nurtured.
This is followed by a series of training courses designed to back up
what is learnt in the restaurant and develop management, communication
and leadership.
The Management Training Centre (MTC) is McDonald's premier UK training
Harrah’s Entertainment, Inc. is one of the major providers of casino services. It is rated as the largest world provider of the same. The company possessions are branded as Harrah’s (R), Caesars (R), and Horseshoe (R). The Harrah’s still possesses World Series of Poker (R) and London Clubs International family of casino entertainment (Banker, 2011).
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
Employee motivation seems to be a constant problem in the working world. It is true, not everyone is going to absolutely love their job and want to do it five out of seven days a week. Everyone has their bad days where all they want to do is just go home and get away from the office, which is okay. The problem with those people that dislike their job every single day, is that their dislike makes them completely unmotivated to work. This lack of motivation can then rub off on other employees in the office and it can be very hard to get people motivated unless they have the desire to be. I have noticed a few employees at my workplace that seem to be having trouble motivating themselves to do their job. This can be caused by many different things, such as: their perception of their
According to Royle (1999) McDonald’s is a very large multinational enterprise (MNE) and the largest food service operation in the world. Currently the company has 1.5 million workers with 23,500 stores in over 110 countries with the United Kingdom and Germany amongst the corporation’s six biggest markets, and over 12,000 restaurants in the United States. In 1974 the United Kingdom corporation was established and in 1971 the Germany corporation was established, currently the combined corporation has over 900 restaurants and close to 50,000 employees in each of these countries (Royle, 1999).
What motivates employees today? This is an increasing concern to managers today because the definition of motivation is a very complex. One cannot actually define motivation but can give theories to better explain it. In this paper, I am going to talk about some of the major theories and factors that affect motivation at the job.
The understanding of business structure, operations, hierarchy, and teamwork are all a significant and prevalent part for all employees in McDonald’s.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
“Training is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (Goldstein & Ford, 2002). Pal’s Sudden Service has focused their hiring practices on hiring the right people first, providing the best training possible and reinforcing training everyday. The investment in training has much more to do with the company other than low errors, reduced customer wait times, which lead to high customer satisfaction. The focus on training reduces employee turnover. The costs of hiring and training new employees greatly reduces customer loyalty, both significantly will impact profit. The challenge, comprehend the training requirements, formulating who will train and how the process will be trained. The repeated success of a training program must be quantifiable and re enforced. An efficacious training program with continual re enforcement will pay strong dividends in business profit, employee satisfaction and customer loyalty.
Motivation is an important aspect in many organizations. In our organization motivation is a key to the success. When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff. Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels.
McDonalds believe that good customer service is the responsibility of everybody in the company. Every employee has a part to play in providing with a service with best practise found anywhere in the trade.
Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.
When we need to explore the extent to which motivation theory is useful in understanding what motivates people at work, we need to understand the meaning of motivation. motivation is a state arising in processes that are internal and external to the individual, in which the person perceives that it is appropriate to pursue a certain course of action directed at achieving a specified outcome and in which the person chooses to pursue those outcomes with a degree of vigour and persistence. (Rollinson, D., 2008.) However, during this process, motivation will be defined into different ways, motivation is an internal state or condition that serves to activate or energize behavior and give it direction which is internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. (Huitt, W. 2011) So that scholars begun to create different theories to explain this process. There are two motivation theories which comes from content theory and process theory. There are Alderfer’s ERG theory and Adam’s equity theory. The task for this essay is to explore the extent to which motivation theory is useful in understanding what motivates people at work.
McDonald's is the world’s leading food service retailer with more than 30,000 local restaurants in 121 countries serving 45 million customers each day.
McDonalds should focus greatly on building good customer relationship and uphold customer retention. This is done by allocating time and budget in improving their resources and making changes that actually cater to their customers’ needs and comfort.
Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.