Organizational Behaviour Importance of Organisation Structure

Question:-

what is the importance of organisation structure and illustrate the organisation structure/chart of your chosen organisation.

Answer:-

As the largest fast food restaurant chain all around the world, McDonald’s keeps evolving for addressing current as well as emerging market issues. Through the corporate structure, the organisation rolls out new products for maintaining its performance in satisfying customers, mainly in the presence of other food service organizations for instance, Burger King, Dublin Donuts, Starbucks etc.

McDonald’s corporation has a divisional organisational structure, in this type of structure the organisation is divided into different divisions or components that are given responsibilities based upon operational requirements.

Many strategies efforts are supported through the organisational structure of McDonald’s, which is designed for adapting to the changing business environment. The structural components of McDonald’s are maintained, however adjustments are Implemented for responding to the market pressures and dynamics.

This hypothesis causes them in creating and advancing advancement and imagination inside the organization and furthermore support their workers so as to might suspect in an unexpected way. It very well may be conceivable with this hypothesis as this style gives leader devices to foresee their workers’ practices in an association. They additionally center around using assets in a powerful way that prompts feasible turn of events. The principle point of applying this hypothesis is to create manageability of the organization either based on quality or amount (Lynch, 2018).

Chris Kempczinski, in his leadership is highly focused upon developing a systematic workplace culture or environment by creating a improved organisational behavior among the employees as well as higher level executives at McDonald’s. For instance, he initiated the development of professional workplace behavior in the company by firing the executives who were partying and womanising after work this step is a major example that the leadership style of Chris highly promotes a healthy and professional organizational behavior that improves the system of the company.

Kempczinski’s predecessor or the previous leader Steve Easter room had a reputation for partying with other employees and was ultimately fired in November for violating the organization’s rules that prohibit dating coworker. Easterbrook and other top level employees including the former head of the company’s human resources, often partied after work with other employees and executives. It has been identified that their outings incorporated heavy drinking, physical contac and flirting with female employees. Kempczinski reportedly stated that in his leadership this type of culture or behavior will not be tolerated at all. There were many reasons with the new leader Kempczinski for shutting down this behavior. It was degrading women, it was exclusionary and it was very unprofessional.

Although, shutting down all socialization between senior rank and executives and file was not the answer as well. It is a job of leader to keep the employees or subordinates motivated and engaged, and the best method of engaging workforce is through informal interactions between junior employees and executives. It doesn’t mean doing wild parties but instead having thoughtful interactions where employees can be heard, and where executive can appropriately share their vision for the future of the business or company. The new leadership of Kempczinski was highly focused upon the new agenda of reeducating the executives on how to socialize with employees in an appropriate manner (Schwartz and et.al., 2017).

It is supporting business success and growth in the international fast food restaurant market. This organisational culture has the following characteristics –

1. People centricity – The organisational culture at McDonald’s prioritizes the needs and development of employees. The organization’s core values and standards of business conduct emphasize the significance of supporting Individuals. This understandable, considering that McDonald’s is a service business. For ensuring support for individuals, the organisational culture of the company motivates employees to get engaged with the management for helping in improving procedures and processes (McDonald and Waring, 2018).
2. Individual learning – McDonald’s organisational culture highlights the significance of lifelong learning. The belief is that individual learning promotes, quality, productivity and business effectiveness. For facilitating individual learning, the organisation offers development and training opportunities through global mobility and leadership development programs.
3. Organisational learning – McDonald’s organisational culture is also supporting organisational learning. The company aims on utilizing individual leaning to create organisational knowledge to push the business forward to achieve new heights of performance. McDonald’s applies this feature of its organisational culture through programs, policies and meetings that helps in encouraging employees knowledge and feedback sharing.
4. Diversity and Inclusion – McDonald’s official human resource management policy states that diversity and inclusion are important factors in the company’s organisational culture. McDonald’s recognizes the significance of diversity and inclusion in optimizing HR capabilities for dealing with an increasingly diverse market. For ensuring support for diversity and inclusion, McDonald’s organizational culture motivates suppliers, employees, customers and franchisees to give their feedbacks or reviews and engage in meaningful conversations in order to improve the business (Owens and et.al., 2017).