McDonald's: A Global Company

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Introduction The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives. Specific Aspects that Makes McDonald’s a Diverse Organization 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). McDonald’s workforce consist of 73 percent women and people of color making, 43 percent of them are franchise staff and 55 percent are suppliers; additionally, the company has two stores opening everyday in China (Singh, 2010). Furthermore, Lee and Kye-Sung (2000) states 49 percent of McDonald’s total revenue comes from the international market. Gibison (2008) states in order for McDonald’s to reach and increase consumers from diverse backgrounds and different cultures the company tailor its menu by added specialty food for different countries and cultures. An example is the company... ... middle of paper ... ...nal of Contemporary Hospitality Management, 12(2), 126-134. Retrieved from http://search.proquest.com. libproxy.edmc.edu/docview/228381769?accountid=34899 McDonald’s. (2012). About McDonalds. Retrieved from http://www.aboutmcdonalds.com/mcd. html Roberts, E. (2011). Creating stronger diversity initiatives in employment setting. Retrieved from http://cornellhrreview.org/2011/11/04/creating-stronger-diversity-initiatives-in-employment-settings/ Royle, T. (1999). Recruiting the acquiescent workforce A comparative analysis of McDonald’s in Germany and the UK. Employee Relations, 21(6), 540-555. Retrieved from http:// search.proquest.com.libproxy.edmc.edu/docview/235214804?accoundid-34899 Singh, A. (2010). McDonald’s makes diversity about the bottom line. Retrieved from http://www .forbes.com/sites/csr/2010/09/08/mcdonalds-makes-diversity-about-the-bottom-line/

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