Though, research has shown that the majority is the numbers of people who are living for eating the delicious food. They are found fond of in taking deliciously cooked meals. Likewise, in the era of 21st century, the globalization has boosted the trends of rapid growth in the food industry.
McDonald's is one of the successful forms of globalization. It is the essay about the history, its operations and activities of McDonald's. We will discuss in details about the internal and external factors, the macro-environment, the international policies etc and all the aspects of the company that has contributed in the success of McDonald's.
Discussions McDonald's Background McDonald's Corporation is the world's largest chain of hamburger fast food restaurants, serving around 68 million customers daily in countries. The headquarters of the company are located in the United States. The company was established in as a barbecue restaurant that was operated by the eponymous Richard and Maurice McDonald. Specializing in meals with sandwiches made of hamburger, the legendary Big Mac, which is the subject of a legendary scene in the film of Quentin Tarantino's Pulp Fiction, the forerunner of McDonald's was born in the United States in under the leadership of the McDonald brothers.
Their chance meeting with their milk, Ray Kroc, things changed in which suggests that they developed their concept of McDonald's restaurants into franchises before buying the company a few years later.
Four years pass and Ray Kroc was already over a hundred fast food restaurants in the country, and barely ten years later, McDonald's gone public as well. Vision for the Company The company has the clear and unforeseen vision for its present and the future operations.
The responsible for the operations of McDonald's wants it to be the favorite place for its customers. These policies and procedures comply with all legislation in place at the date of the development of these policies — please see the version date. Release 1. Right from your first day with us you are entitled to a workplace that is fair, safe and free from any form of harassment, including sexual harassment.
This includes, but is not limited to the provision of reasonable accommodation and support tools to enable everyone to fully participate in the workplace. All employees are entitled to be treated with courtesy and respect by their colleagues and to work in an environment free from bullying and harassment.
We have a large workforce from many different countries who speak many languages, representing a diverse, multi-ethnic workforce. Another great strength of working for this company is the opportunity to be part of a team. To communicate effectively as a team it is essential that everyone feels included and involved. Every day in our business there are times when a common language is needed and in Ireland this language is English. There are many sensible benefits to this when dealing with customers and colleagues to ensure the best teamwork, customer service, food quality and safety.
As a result, our employees are encouraged to speak English when working and when talking with customers. However, we recognise that at times as in question one below another language may be more appropriate. In fact, we are proud of our ability to speak to our customers in their native tongue whenever and wherever appropriate.
Being multi-lingual is a great asset. If a customer initiates a conversation in a language other than English e. Spanish it may be appropriate for you to respond in the same language. We respect the ability of our staff to make this judgement in a customer-facing situation. If I am on my break am I able to carry on a discussion in a language other than English? When on breaks and when in our staff crew rooms of course employees are free to converse in whichever language they choose, provided this does not exclude any fellow employees.
In other words, please be considerate to your fellow employees. If an employee approaches me and voices concern about feeling excluded as a result of language what should I do? You should raise this issue with your Manager, who will remind your team of the importance of creating a work environment that is inclusive and ask that they take the feelings of fellow employees into consideration.
However, managers are strongly discouraged from pursuing dates or other deliberate social contact with crew who report to them.
Problems we wish to avoid are claims of favouritism, double standards or harassment. This includes equal treatment of any employees who are considered for promotion. Every manager has a responsibility to maintain the workplace free of any form of sexual harassment or harassment. Everyone in McDonalds has the responsibility to prevent harassment and sexual harassment and to report any instances that they are party to or witness of. Anyone engaged in any improper behaviour, harassment or sexual harassment on the premises or anywhere else on Company business including social events, training programmes and any off-site events, will be subject to disciplinary action, up to and including dismissal.
Employees who feel that they are being harassed in any way in the workplace are encouraged to approach their own reporting manager, any manager or Human Resources. All complaints of harassment will be taken seriously, will be held in strict confidence and will be investigated promptly and in an impartial manner. We must all work together towards creating and maintaining an enjoyable and respectful workplace. A person who is being harassed at work may feel stressed or anxious and may have difficulty doing their job properly.
Incidents of bullying, harassment or sexual harassment will be dealt with in an effective and efficient manner up to and including dismissal. Verbal conduct of a sexual nature This includes sexual advances, propositions or pressure for sexual activity, continued suggestions for social activity outside the work place after it has been made clear that such suggestions are unwelcome, unwanted or offensive flirtations, suggestive remarks, innuendos or lewd comments.
Non-verbal conduct of a sexual nature This may include the display of pornographic or sexually suggestive pictures, objects, written materials, emails, text-messages or faxes. It may also include leering, whistling or making sexually suggestive gestures.
The above list is not exhaustive and only serves as a guideline to employees. Each incident will be reviewed on a case-by-case basis and dealt with in the appropriate manner. In instances where you are unsure of whether the behaviour constitutes a form of harassment, or you feel uncomfortable discussing it directly with the perpetrator, you should discuss this with either your reporting manager or whoever you deem to be appropriate.
These are the steps that individuals must follow in this procedure: Complaint - Make your initial complaint in writing to your reporting manager. Outcomes and Actions - The complainant and alleged perpetrator s will receive a copy of the outcome in writing in advance of the hearing.
The following are some important points to keep in mind for any form of Harassment: - The way someone looks, acts or dresses is never an excuse for sexual harassment. McDonald's Policies and Procedures Manual — Hourly Paid Employees - Staring or leering in a sexual manner looking someone up and down can be very disturbing to the person being stared at. This of course also applies to our customers. But if they say no - leave it at that. No means no. Standing too close to someone or purposely brushing them as you walk past can be embarrassing and intimidating.
Make sure your words or actions do not upset others. They will treat all complaints seriously, and quickly and confidentially investigate the alleged harassment, and be able to straighten things out for you. Human Resources staff are trained in handling complaints and will action all matters with speed and sensitivity. Winning recipients use their reward at their discretion to contribute to their further education and development.
For further details look out for the posters in your Restaurant or speak to your Manager. Your job knowledge, training, together with a reference from such a well- known company, can open many doors for you in the future as McDonald's training is acknowledged and respected both nationally and internationally. Qualified performers have the chance to progress while working for us. Each position means more skills, more responsibility and more variety in your work. We have tried to make this room as comfortable as possible for you.
It is your responsibility to ensure that this room is kept clean and tidy for other crew members to use. Normally, during rush periods, you will be assigned to your best station so that the customer is always served well. During the slow periods, you may be asked to work other stations to gain greater familiarity and expertise. This request will be reviewed in line with the business needs of each restaurant.
Most restaurants operate a padlock system where you need a padlock in order to secure your personal belongings in a locker. At the end of each shift, all lockers must be cleared of personal belongings.
They could range from a picnic to Crew Member of the Quarter awards. These activities give you a chance to receive recognition or have fun, get to know each other better and relax.
Talk to your management team for specific information on activities that may be planned for your restaurant and how you can participate. As a member of the crew you can help select the specific activities for your restaurant.
If you'd like to share some of your ideas let your management team know. The more you know and the more you can do, the more valuable you are. This knowledge and skill comes with time. To recognise you for your time with McDonald's you may receive a Service Award at 3 years, 5 years, 10 years, 15years, 20 years and 25 years. These awards are another way of saying "thank you" and of showing how proud we are of you.
The crew in each restaurant will select the activities in which they would like to participate. This type of extra curricular activity is great fun and provides you with an opportunity to have a good time and get to know your fellow employees better. Please check the current policy for meals in your Restaurant with your Manager. Managers must authorise and record all employee meals. Employee meals are to be consumed in the crew room and cannot be taken from the restaurant.
They cannot be consumed in the kitchen area and eating or drinking in the walk-in, freezer, stock areas or on the floor is not permitted. All crew must clock on and off when taking a meal break. This means that all employees must be aged 16 or older on their first day with us. You are expected to work as scheduled, unless excused by your Restaurant Management Team.
Your schedule once posted cannot be changed without your permission. For payroll purposes you are required to clock-out and clock-in for all unpaid meal breaks. Employees hired after the 01st January will have no entitlement to paid breaks. The abuse of the recording of breaks is likely to result in disciplinary action. It is imperative that all employees understand that the total aggregate of hours worked between their both employments where applicable does not go outside the legal limitations.
Please discuss any queries you have with your Manager. Sometimes it is necessary to increase or reduce the number of hours you work to take these fluctuations into account. Public holidays are very important business days for our restaurants and we want to ensure that our customers receive the highest standards of Q.
If you work on a public holiday, you will receive payment at your normal rate of pay for the hours you work on the public holiday plus your accrued statutory entitlement. Part-Time Employees and Public Holidays You must have worked at least 40 hours in the 13 weeks ending on the day before the public holiday to qualify for public holiday benefit.
For more information please refer to Department of Enterprise, Trade and Employment. The employment contract will specify the number of weeks notice to be given. In general, the required length of notice for retirement will be equal to the required length of notice for resignation. Where you are provided with uniforms to take home they must be kept clean and in good condition and you must remember to bring every item to work with you - including caps and name badges!
The number of uniforms supplied varies according to your work schedule, however, if you feel you need more items or your uniform is no longer presentable, please let a member of your Management Team know. When travelling to and from work, your uniform should be carried in a clean plastic bag and kept covered to prevent any contamination. Under no circumstances should uniforms be worn while travelling to or from work.
Full details on appearance standards can be found in the Crew Handbook. We have several formal and informal ways to ensure that this can happen. You will be given the full opportunity to discuss your concerns at a pre-arranged meeting. So speak up! Let's hear what you have to say! Forums will take place to encourage the free exchange of ideas and to ensure that employees have a voice and insight into policy and practices that affect their employment.
Further details are available on the Intranet. Grievances will occur in the normal course of interaction in any organisation or workplace.
Full recognition is given to the significance of personal grievances and disputes will be dealt with without undue delay and at the earliest possible stage of this procedure. This submission must be done in writing. Stage 2 — If the matter has not been resolved at Stage 1, it should be referred to Stage 2, where a more senior manager shall be present to hear the grievance. Stage 3 — In the event that there is a failure to agree, both parties will consider whether conciliation or arbitration is appropriate.
Every effort will be made to resolve the issue as soon as possible and you have the right of appeal. They are held every few months. Your input is very important to us. These sessions are not suitable for individual grievances. Your management team may also use these meetings to address issues brought up in the Rap Session, policies, health and safety updates or procedures.
If you haven't been to one yet, ask your management team when the next one is scheduled. A supply of pre-addressed forms to be sent to the "PEX Coordinator", are available in a small wall display mounted in the Crew Room.
Letters are answered after the content only has been discussed with the Restaurant Manager, Operations Consultant or General Manager concerned. The purpose of asking you to complete this survey is to seek your help in making improvements. The information you pass on is totally anonymous and results are collated on a restaurant-wide basis only.
Our customers have come to expect these standards and it is only through the efforts of each and every one of us that we will continue to meet these expectations. Your progress at McDonald's will be reviewed on a regular basis. This gives you a chance to see how well you are doing and how you can improve in the areas of teamwork, initiative, stocking-up, cleaning as you go, customer awareness and quality standards. A copy of the performance review can be obtained from your Manager. Review dates are scheduled based on your company start date.
If your performance does not meet the required standards an interim review may be conducted. If you fail to show for your rostered shift you affect our customers and your fellow crew working that shift, as well as your management team.
To avoid any misunderstandings in this area, we encourage you to check the weekly rosters carefully and record your shift assignments. You may also be required to initial your rostered shift s on the roster. At the time you are hired, you should set up a work availability that fits in with your school, college, family, or outside activity demands.
Should you know you cannot be available for a certain date, just give your restaurant management notice two weeks in advance of rosters being posted so that your request can be honoured whenever possible. If you are unable to report for work at your regular scheduled time, you should phone at least one day in advance of your absence if possible, but in no case later than two hours before your scheduled starting time on the day of the absence.
Text messages are not acceptable. In order to minimise confusion and increase efficiency, shift changes can only be verified by the Restaurant Manager or Scheduling Manager. Your hours of work cannot be permanently guaranteed because the number of staff we can employ depends upon business requirements. McDonald's Policies and Procedures Manual — Hourly Paid Employees From time to time you may be asked to come in to work on a shift when you are not scheduled, but you will be offered a minimum of three hours work.
On occasions you may be asked to continue working past your normal finishing time. This will always be in accordance with the relevant employment legislation. Of course, you will be paid for all the time you have worked. Punctuality is extremely important. Lateness not only adversely affects restaurant operations but it places unnecessary and unfair pressures on fellow employees whose work depends on your presence.
Continual and persistent lateness can lead to disciplinary action. You will be paid for all hours worked including training sessions, crew meetings and communication sessions. Basically, this means that if you are rostered for a shift you can only be in the crew room for a maximum of 30 minutes either side of your shift.
The reasons for this are for your safety, security and the smooth running of the shift. If you are not rostered to work, you are only permitted in the restaurant's dining area.
McDonald's Policies and Procedures Manual — Hourly Paid Employees In the event that your schedule does not conform to these policies, please see your Scheduling Manager who will correct the problem. Failure to show for a scheduled shift will generally result in disciplinary action. If your performance should decline, our goal is to help you improve. The discipline process is designed to accomplish this purpose and you will be given every opportunity to improve so dismissal may be avoided.
There will be times when employees fail to meet the standards of work, conduct and appearance or when they disregard rules and regulations. It is important for employees to understand that failure to reach the required standards of work and conduct or to follow the rules and regulations will result in disciplinary action, which may include dismissal. The employee will be afforded the right to representation at all stages of the disciplinary process. The disciplinary procedure comprises of two phases as follows: It does not include suspension.
Employees may also be suspended with pay when more time is needed to complete an investigation into the facts. These regulations usually apply to procedures, handling of equipment, safety measures or appearance. The following are just examples, not an exhaustive list. Breaches of standards of behaviour: - the failure to adhere to acceptable and appropriate levels of conduct. Breaches of rules and regulations: - the failure to adhere to rules and regulations.
This misconduct item may result in a final written warning. The above list is not exhaustive. Obviously the possibility of shortages in our cash registers does exist.
We realise that the vast majority of us are honest and hard working and that people sometimes make mistakes. However, we regard cash shortages as a serious matter.
You will be instructed in the correct methods of cash handling prior to working on a cash register. If you have cash discrepancies or reductions to orders, you will be notified and retrained in the correct procedures. If you are an hourly paid manager or a cashier, you may have additional cash handling responsibilities. You will receive additional training and your Manager will outline any extra responsibilities.
It refers to both of the following: - I. Gross Breach of Rules and Regulations - this is when there is a deliberate and serious failure to adhere to rules and regulations II. Examples include: - - Deliberate contravention of safety rules or failure to obey any instruction, which could affect the safety of any employee or customer e.
McDonald's Policies and Procedures Manual — Hourly Paid Employees - Deliberately failing to ring up the full amount of any sale or falsifying "overring" slips. This will not apply in the case of medicines that have been prescribed by a medical practitioner. This is a serious offence and will lead to dismissal. Summary dismissal means dismissal without: - notice - payment in lieu of notice This shall be seen as a counselling session and the Manager will keep a record of the incident. At each stage of the process employees with a disability will be facilitated to ensure that they can fully participate.
This includes, but is not limited to the provision of reasonable accommodation and support tools. The stages of formal discipline are: 1. Verbal Warning - expires after 6 months 2. First Written Warning - expires after 12 months 3. Final Written Warning - expires after 12 months 4. Suspension without pay - expires after 12 months 5. All stages of the discipline process will be documented and placed on your personnel file.
Stage 1 Verbal Warning - If the standard of work or behaviour continues to deteriorate or if there is a breach of regulations, the formal disciplinary procedure begins. The problem will be discussed. McDonald's Policies and Procedures Manual — Hourly Paid Employees - If there is no improvement in the situation, then there will be a re-evaluation and a progression to stage 2.
Stage 2 First Written Warning - A full investigation is held. Stage 3 Final Written Warning - A full investigation will be held and suspension may occur with or without pay at the discretion of management. It is to give the employee time to reconsider the situation. The length of time should depend on reason for suspension but should last no longer than two weeks. Stage 5 Dismissal - Before the dismissal, a meeting will be held and employees will be made aware of the option to have a current employee present.
There will be two options available at stage 5. The option taken will depend on the situation: Option 1: An employee will be dismissed if they have failed to improve during the previous stages. Option 2: An employee will be dismissed without going through the previous stages of procedure in an instance of gross misconduct. The employee concerned will have a right of appeal in writing within 14 days of the employee being dismissed.
The Manager or designated representative will endeavour to respond to the employee within 5 days of receipt of the appeal. The decision made following an appeal review will be final. There is no entitlement to sick pay. Text Messages are not acceptable. All employees whether full or part-time are required to give a medical certificate to their reporting manager if absent from work for more than two consecutive calendar days and on a weekly basis thereafter.
Medical certificates should be submitted each week to cover the period of absence. In cases where employees are consistently absent, whether medically or self-certified, and where such absence clearly shows an unacceptable pattern e. Claims are made by completing and forwarding to the Department of Social Welfare, a special certificate, which contains medical evidence of incapacity to work. Failure to complete this form will result in delay in payment. Where possible these appointments should occur outside of working hours or if not they should be in the early morning or late afternoon timeframes.
If the appointment finishes during the working day the employee is required to return to work for the remainder of the business day. Information received from the doctor and medical experts will be reviewed with regard to the feasibility of returning to work as safely and speedily as possible. The employee will be fully involved and consulted about these reviews. This scheme allows us to avail of external specialist skills and knowledge needed to develop an individualised retention strategy for an employee who acquires illness, condition or impairment while in employment.
This policy provides a framework for the further development and improvement of the above existing initiatives. Audit and Review: This policy will be reviewed by the Company on an annual basis.
This policy aims to promote and maintain a workforce which is healthy in relation to its physical, mental, emotional and social well being and to provide a workplace which is safe, supportive and health promoting. It sets out the arrangements to help and support employees at all levels to manage work related factors. It also relates to our ability to cope with change, transition, significant life events and the stress that often comes our way.
Mental health refers to the emotional resilience to be able to enjoy life and to survive pain and disappointment. These may occur as a reaction to painful events or periods of external pressures and resolve themselves of their own accord. If severe, mental health difficulties may signal the onset of mental illness.
Some form of professional medical help is usually needed for recovery and management. Should an employee pose a serious threat to the safety or life of themselves or others the principle regarding confidential information will not be applied.
Each employee has a responsibility to prevent an injury to themselves, colleagues or others. This will include the reporting of any unsafe conditions as soon as you become aware of them. This policy specifically relates to illness arising from Pandemic H1N1 and does not deal with other types of illness or injury.
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