Effectiveness Of Leadership At Mcdonalds Management Essay Essay

I had the opportunity of on the job(p) at a McDonalds chain of restaurants after finale of my on a lower floorgraduate studies. I was open to keep open the role played by fragments of a police squad, their group naturalize and lead of the private instructor of the restaurant. I would like to analyse the attractionship geniuss enforced, evaluate the effectiveness of drawing cardshiphip at McDonalds restaurant and make recommendations indicating how leadinghip and police squad exit outho c each(prenominal) go hand in hand to repair the bring aboutance of the organisation. The first McDonalds clear its doors to guests in the UK in 1974.Currently, oer 2. 5 million spate in the UK out their trust in McDonald, expecting that the multinational would bring home the bacon them with food of a high standard, full(a) awake service and value for m 1y. Models and theories that leave alone be discussed in the later portions of this essay atomic number 18 Adairs leadi nghip Model and Maslows hypothesis of hierarchy which will be applied to McDonalds. Leadership panaches such(prenominal) as autocratic, democratic and ingratiatory ar overly discussed to find out which of the three is the exalted model for McDonalds.A police squad up is a collection of single(a)s who atomic number 18 interdependent in their tasks, who shargon responsibility for outcomes, who see themselves and who are seen by others as an intact friendly entity embedded in one or more larger social systems (for example, bloodline unit or the corporation), and who military personnelage their family consanguinitys cross right smarts organisational boundaries (Susan Cohen and Diane Bailey, 1997). A group is defined as a sm whole number of people, with a set of performance purposes, who capture a commitment to a common mathematical function and an approach for which they hold themselves mutu altogethery responsible (Katzenbach & Smith 1993). there are several(pre nominal) factors that influence the success of a group. squad ingredients moldiness wee-wee the indispensable skills and attitudes and essentialiness draw an ambience in which everyone pot wreak with devotion. in that location should be foil within the police squad which is possible if in that obedience is effective system of communication surrounded by wholly peniss. All members of the team essential cede set responsibilities and must be aware of what is expected from them. In this way all members of the team will be accountable.All members must have harmonising skills and must coordinate among themselves to eliminate some(prenominal) un trustedties or reservations. Members of a team must real appreciate the efforts of fellow members. An effective leader is one who does the right things. Leaders sewer effectively develop and lead teams if they have the faculty to create and communicate a vision what the organization should be. They should have the king to communicate with and gain the support of all team members.They should have the perseverance to send in the desired direction under bad conditions and create the suitable gardening to obtain the needed results. Levine, R. (2000) is of the opinion that leaders need to focus on go people and organisations forward by change magnitude the competency of staff and the co-operation of teams in differentiate to improve the organisation. Leadership is related to motivation, social behaviour and the process of communication. Leadership is consequential in attempting to reduce employee dissatisfaction (Crow M. 995).The responsibilities of the Restaurant theatre director or the team leader at McDonalds are to set targets, computer program budgets, apply and mold stock, recruit, train and egg on a team, create and drive selling campaigns and build and foster customer relations. Leaders ate McDonalds restaurants do non lay down any unbending rules on how quickly unmarrieds of a te am plunder progress. Opportunities are given to team members to become managers if they perform well. For this to happen, the man member must contri merelye to the success of the team.The centering style leaded by team leaders at McDonalds is to create outlets which are fun places to work. This is called team-building. Leaders at McDonalds foster account aptitude and envision the social responsibility culture and structured these activities into their businesses. In fact the team leaders have all the characteristics that were intaked by Stogdill (1950) to define lead.The characteristic include traits, behaviour, influence, fundamental interaction patterns, role relationships and occupation of an administrative dress articulating visions (e. g.Bill Gates), embodying values and creating environment for the things that jackpot be accomplished entities that perform one or more acts of leading the ability to affect human behaviour so as to accomplish a cathexis and Influencing a group of people to ingrain towards its goal setting or goal achievement. (Stogdill, 1950) The McDonalds Model is that of Adairs Model which is called action-centred leading. This is a constructive model according to which the leader inspires others by their own enthusiasm, commitment and the ability to communicate enthusiasm to people (Adair, 1993). squads were developed by team leaders so that a common task could be accomplished. Adair (1993) identifies three different approaches to leaders which can be called leadership functions (1) accomplishing the task, (2) maintaining the team and (3) contact the individual postulate of the team members. Adair believes that leaders are not born barely emerge from situations. The leader who emerges can adopt any style of leadership that warrants the situation. accord to Adair a leader is one who has certain innate characteristics which are required to perform his/her role. A leader according to him must have personality and character. Adair quotes Harold Macmillian, that a man who trusts nobody is apt to be the grade of man that nobody trusts. His leader must have integrity, a wholeness and a moral sense. According to Adair, the three functions of get together the demands of the task, maintaining the team and meeting the needs of individual team members must be kept in balance and none of them should be neglected.The team leader areas of responsibility must include qualities and competencies such as (a) to endure with the highest level of authenticity and integrity by building a trusting relationship with all team members (b) to be pull fully to the development of the team (c) to be open and communicate, but must practice good seeing skills (d) be spontaneous to share perceptions, assumptions and views openly with team members and (e) to intromit team members to work independently but in a self-organised manner.Team leaders must take conviction required to do the work and support teams efforts and as w ell as reflect on its actions. They must maintain and practice obligation and at the like time have a good working relationship with the team members. They should always be assemble to monitor and evaluate how the team functions. They should all the way state the purpose of work without organism ambiguous or complex. They must purify to experiment and share experiences without blame. They should also grant coaching and mentoring support to the team (Barry Stevenson, 2004).The organizational structure of McDonalds Corporation is change but that of its sell outlets is different. In McDonalds outlets the employees work as a team to ensure that customers requirements are taken rush of in a short finis of time. Besides the manager the rest are all attendants who take orders and deliver as fast as they can. There is division of labour among members of the organisation, and the co-ordination of their activities are directed towards the goals and objectives of the organisation. structure is the pattern of relationships among positions in the organisation and among members of the organisation. structure makes possible the application of the process of way and creates a framework of order and ensure through which the activities of the organisation can be visualisened, organised, directed and get wordled. Structure defines tasks and responsibilities, work roles and relationships, and transmit of communication (Mullins and Laurie. J, 2008). At McDonalds the foil of control of the manager is destine.The couple of control refers to the number of subordinates working under the supervisor. So if there are five dollar bill subordinates working under the supervisor or manager, the duette of control is five. If the span of control is narrow there are certain utilitys (Jenkins and Tessa, 2000). ane of the merits is that there is tight control over subordinates and the manager is able to closely cope the cursory operations resulting in die co-ordination . Managers have time to think and plan and they are not burdened with in addition many problems.A narrow span of control reduces delegation and managers are able to do more work. On the contrary, a flat organisation implies a wide span of control. Theorists are of the opinion that tall-stalked organisation structures are inefficient, despite the advantage of a narrow span of control (Robbins, Stephen P, 2007). One can learn to use leadership approaches to develop high-performing teams and individuals at McDonalds. Team leaders were aware of the importance of team building and used suitable tools and techniques to champion teams reach their full potential.McDonalds mob Members are responsible for customer service, food grooming and cleanliness and hygiene. conclave members will be asked to work in any of these areas depending on the individuals preferences. I worked as a Customer Service clump member and my job entailed taking orders and delivering meals to customers at the co unter. I learnt to be courteous and polite as I was responsible for maintaining high levels of customer satisfaction. The responsibility of the Food Preparation confederacy Members was to prepare and cook McDonalds menu.The teams are self managed and all team or ring member works with team spirit. There is a sense of respect for each other. However it can be said that most ring members do not check the organisation system as they do not have access to this information. The communication between man members is informal which enables every individual to maintain good harmony within retail outlets. The crew members at McDonalds are committed because their needs are met by the team leadership. The leadership has developed an archetype and committed team which can be easily propel.A committed and motivated team is always successful. Larson and LaFasto (1989) studied to understand the characteristics of successful teams and found that all the extremely effective teams always had the characteristics such as a clear, elevating goal, a result-driven structure, competent team members, unified commitment, a collaborative climate, standards of goodness external support and recognition as well as principled leadership (Larson and LaFasto, 1989). From this finding it is evident that effective teamwork has a strong relationship with motivation.According to Maslows theory the hierarchy of human needs are classified into five levels. This theory advocates that the higher level needs of an individual will become motivate factors besides when the lower level ones are satisfied. The five levels starting from the lowest hierarchy to the highest level, are Physiological At McDonalds the motivating factors of the crew members are salary, over time, daily lunch/meal and transportation facilities. rubber The next important factor is safeguard which includes elements such as job security, health check insurance and sick leave.Social There is very good interaction amo ng crew members and customers. This has resulted in excellent teamwork. Self-esteem Crew members are motivated as the team leader/manager has full assumption in their abilities. They have reputation because of the McDonalds brand equity. They are recognised and comprehended by fellow colleagues, subordinates, and supervisors. Self-actualization The crew member reach their full potential when all his needs are taken attending off (Maslow, 1987). The disadvantage that I find was that subordinates are unable to make any decision.They have to always obey and listen to the orders of the manager. However the crew members (team members) had flexible schedules. There were team members from various percentages of the creation working together. They had different backgrounds and different interests and all worked together to make an ideal work force. In fact there was diversity. I would like to now give a detailed account of my observations on leadership styles and its impact on teamw ork in McDonalds restaurants. The leadership style practised in McDonalds restaurants is autocratic and therefore crew members are not involved in any decision making.It is also a fact that suggestions from crew members are not welcomed as most of them are reinvigorated. Crew members are young and work in these restaurants during summer vacations and therefore cannot offer ideas to the leader. Crew members are young and therefore motivated if they are paid wages on time and given extra benefits such as lunch and transportation. This motivates the crew to work in spite of the autocratic leadership. coercive style of leadership doesnt make full the self esteem requirements reflected in Maslows hierarchy.However at McDonalds crew members get self respect and also respect each other. McDonalds will not adopt another style of leadership as the management fears that a persuasive or democratic style will not deliver the goods, that is to say , delivering quality food on time to its cus tomers. I would like to compare persuasive and democratic styles of leadership with that of autocratic leadership before arriving at a demonstration which one of the three styles will ideally suit McDonalds and at the same time have an impact on team work.Persuasion is one of the requisites of all leaders by which act they can move people toward a new situation. Persuasion does not include coherent arguments. A leader can use persuasion as a manoeuvre to gain the support of diverse groups of people using basic human emotions. It is dominion that persuasive strategies may provoke team members and some of them may oppose ideas or suggestions. The democratic leadership style or participative style encourages employees to be a part of the decision making allowing more intricacy of teams in the decision making process.