ORGANIZATIONAL CULTURE AND CHANGE

Organizational Culture and Change

Organizational Culture

Introduction

An organization is the place where corporate culture brings life and makes it a place where people can spend at least half of their day. Many dismiss the notion of corporate culture as something trivial or unimportant but now the realization has come that it is one of the most challenging tasks to manage the corporate culture. This paper performs an organizational culture analysis of McDonalds.

About the organization

The success story of McDonalds starts with Ray Korc story when he sold milk shake mixer that could shake five milk shakes simultaneously to a restaurant in California that was more of a hamburger stand. McDonald brothers ran this stand with the idea of quality, service, cleanliness and value or affordable prices. The same Q, S, C & V eventually became McDonald's mantra when Ray Kroc opened first franchise in 1955. Ray Kroc made note of social and demographic trends in United States. With an increase in disposable income and women workforce also swelling, the concept of a fast-food restaurant that offered quality food at an affordable price caught on with the American people. Kroc emphasized on the casual family atmosphere where people can enjoy their meals in a clean environment coupled with fast and exceptional service. With these social factors and strategies in mind McDonald's success became phenomenal (Miller, 2001).

McDonalds' culture

McDonalds is one of the most robust brand names renowned all over the world. Any part of the globe one trots and one will find some McDonalds outlet in some nook and cranny. Ray Kroc is the person behind the success and growth of McDonalds. As a quintessential American brand, what McDonalds stands for today are American values (Payne, 2005).

Organizational culture typology

Items

Extent to which these items present in McDonalds' culture

Being aggressive

self-enhancement

Flexibility

High

Being organized

High

Decisiveness

Medium

Being supportive

High

Adaptability

Medium

Being competitive

High

Action orientation

High

Being calm

High

Stability

Medium

Having a clear guiding philosophy

High

Taking initiative

Low

Being easy going

Low

Predictability

Low

Taking individual responsibility

High

Security of employment

High

Informality

Medium

Being innovative

Medium

Opportunities for professional growth

Medium

Developing friends at work

Medium

Respect for the individual's right

High

Being quick to take advantage of opportunities

High

Offers praise for good performance

High

Confronting conflict directly

Low

Fairness

High

A willingness to experiment

Low

High pay for good performance

High

Achievement orientation

High

Fairness

High

Risk tasking

Low

Not being constrained by many rules

Low

Having high expectations for performance

Medium

Being people oriented

High

Being careful

High

Being distinctive-different from others

Medium

Low level of conflict

Low

Emphasizing a single culture throughout the organization

High

Autonomy

High

An emphasis on quality

High

Being demanding

Medium

Sharing information freely

Medium

Being rule oriented

Low

Enthusiasm for the job

High

Being socially responsible

High

Being team oriented

High

Being analytical

High

Having a good reputation

High

Fitting in

High

Being precise

Medium

Working long hours

High

Being reflective

High

Working in collaboration with others

Medium

Paying attention to detail

Low

Hiring ...