Core Business Mcdonalds Auckland New Zealand Commerce Essay

Core Business Mcdonalds Auckland New Zealand Commerce Essay While the role of human resources management has been under constant study in recent years, practitioners and academics agree that effective HRM has never been more important than at the present time.The significance of planning and control system is even more noticeable in the context of human resource management because planning and control refers to classic HR administrative functions and the assessment and recognition of human resources requirements for meeting organizational goals. Core Business McDonalds Auckland, New Zealand McDonalds is the worlds leading foodservice retailer, with more than 33,000 local restaurants serving over  64 million people in 119 countries every day. Similarly, McDonalds New Zealand opened its first restaurant in 1976 in Porirua.   Today there are 152 McDonalds restaurants across New Zealand, with around one million people visiting their restaurants every week.   In New Zealand, 80 per cent of McDonalds restaurants are franchised by local business people who own and operate their restaurants as independent businesses (McDonalds Restaurant (NZ) Ltd, 2012). Hence, the serious focus of this report is on planning and control systems of McDonalds HR based on work ethics and social responsibility with an understanding of the external and internal environment. Planning Process Fayols (1949) theory outlines five elements of management that depicts the different types of behaviour managers should engage in so that the goals and objectives of an organization are effectively met. However, the very first element included is planning where, creating a plan of action for future and determining the stages of the plan and technology necessary for implementing. In management theory, there are three basic levels of planning such as top level/strategic, second level/tactical and third level/operational plannings. Strategic planning is done by the top management and it encompasses the long range objectives and policies and is concerned with corporate result rather than sectional objectives. As stated in the beginning of this report that to maintain a competitive advantage, McDonalds top management decided to adopt workforce diversity and developed a HR objective. Therefore, McDonalds HR objective is to further a high performance culture that is supported by their talen ted and engaged people and organizational resources essential for sustaining superior business performance. This is achieved by designing processes, providing tools and transferring knowledge to the leaders required for developing and continuously improving such a culture (Mcdonalds Corporation, 2009). Second level/Tactical planning is done by middle managers and it deals with the development of the resources with the best advantage. Therefore, the middle managers developed a HR strategy to achieve their HR objective. Hence, McDonalds HR strategy for healthy employment experience is to provide a positive employment experience through respectful employment treatment and compliance with labour and employment law to achieve employee commitment. Third level/Operational planning is the concern of the department managers and is confined to put into effect the tactical plans. McDonalds HR team developed well in the first two levels but the third level had problems and created gaps because there was no training or development carried out at this level. The only tool they had was the McDonalds work policy which stated workplace diversity. The actual experiences of employees were discovered through questionnaires and interviews at one of the McDonalds restaurant in Auckland, New Zealand wher e the employees had negative experience of the workplace diversity during their employment. The problem is not visible at the surface level but as you go below that then one will be able to see the real nature of employment experience. Workplace diversity is recognizing many different persons at work, each one with a unique set of uniqueness, talents, gifts, skills, personality traits, physical abilities, background, appearances, thoughts, feelings, beliefs and viewpoints. It is the variety of those differences that make the workplace a diverse place. According to the research conducted, McDonalds restaurant depicts a clear picture of workplace diversity as a problem where, staffs were bullied and ill-treated because they belonged to a different race. Negative and racist comments were given and poor means of communication aroused with situations where employees were getting yelled out or replied rudely with a negative comment in their native language. This resulted as the staffs started doing no shows and looking for a better opportunity elsewhere. HR diversity change strategies that bring in many new hires of different backgrounds may have negative ramifications for social functioning in groups . This situation was created because of poor planning at operational level and nothing much was manifested through the middle managers to the floor managers. Barriers refer to those manageable influences that can typically derail best intentions with regards to group planning process development. There are ten barriers to planning but the two barriers which easily fits in this McDonalds scenario are lack of in-depth analysis and lack of knowledge and skills. Diversity is the inclusion of things, people, and places that are different and there are two level of diversity. Surface level diversity can be defined as differences among group members in overt, biological characteristics that are typically reflected in physical features which include age, sex, and race/ethnicity. Whereas, deep level diversity includes differences among members attitudes, beliefs, and values and information about these factors is communicated through verbal and nonverbal behaviour patterns. McDonalds restaurant and its core basis of workplace diversity problems relates to deep level diversity because they have been ignored either because of lack of in-depth analysi s or lack of knowledge and skills. Negative attitudes and behaviours such as prejudice, stereotyping and discrimination are some barriers to workplace diversity because they can harm working relationships and damage morale and work productivity Control According to Fayol (1949) control is the final element of the management which involves the comparison of the activities of the people to the plan of action and also known as the evacuation component of management. The function of management control includes carrying out the plans necessary for ensuring that the strategies are fulfilled as envisaged. Although planning and control are at times described as separate procedures, both contribute to the management control function.Control ensures that the right things are happening in the right way at the right time. Control cycle or process consists of four main steps such as establish objectives and standards, measure actual performance, compare results with objectives and standards and take corrective actions as needed. Step one establish objectives and standards where output standards are measured by performance result in terms of quantity, quality, cost or time and the input standards are measured as efforts in terms of amount of work expended in the task performance. In the McDonalds scenario the management defined the objectives clearly but less effort was given to the output/input standards because they failed to continuously monitor the diversity at the actual workplace at various locations. Management only adopted workplace diversity, clearly defined it and poor implemented it in the system with no or less communication. Step two measure actual performance is where effective control requires measurement. Goal is accurate measurement of actual results on output and input standards. Hence, McDonalds HR goal is to diversify their workplace through hiring over time to increase productivity and decrease labour turnover cost. But the conducted research shows the opposite of what McDonalds define as their HR strategy or goal. Again the management failed to monitor workplace diversity by not gaining employee feedback. Employee feedback should have parallel established with the adoption of workplace diversity to accomplish the HR strategy and goal. The financial team should have easily identified the problem with workplace diversity with the increased labour turnover cost but because of poor control system the management failed to monitor. Step three compare results with objectives and standards is benchmarking by using different comparison methods. The need for this action reflects the difference between desired performance and the actual performance where historical, relative and engineering comparisons are considered. In this McDonalds scenario no or effort less approach to any monitoring and then comparing and analyzing of situation was conducted. It clearly showed that to gain advantage over their competitors and to stay in line with the current trend McDonalds adopted workplace diversity but no thorough control system was implemented. The management simply assumed that things were moving perfect but ignored the fact that employees hardly raise voices because of job insecurity and the managements lengthy process time. Step four take corrective actions as needed is where taking actions when discrepancies exist between desired and actual performance. Management by exception in gives priority attention to problem a nd opportunity situations showing the greatest need for actions. Hence, the McDonalds research conducted did not show any sort of management involvement in dealing with the workplace diversity problems until it reached to a level where the labour department was involved. Management had no or less interest of employees working environment and it was never analyzed or observed. A quarterly feedback system was implemented where employee can provide their feedback on their working environment but negative feedbacks were very less auctioned. Barriers to the control process can be a lot but some common ones in this scenario are less knowledge, poor communication, poor feedback system, poor monitoring process, poor implementing process which leads to less interests by management or lack of funds available for the process. Recommendations by Planning and Control McDonalds HR team should put due emphasis on three important aspects in order to take control of the situation and plan precautions so that such problems are not repeated in any other restaurant. Revised HR strategies implementing channel Improving leadership qualities Create workplace diversity awareness Revised HR implementing channel will place a central focus on behind the scene of the case study. Most workplaces are made up of diverse cultures therefore; HR needs to plan and learn how to adapt to be successful. HR practices are an important component in the success of organization because effective HR strategies systematically coordinate all individual HR measures and implement them so as to directly influence employee attitude and behaviour in a way that help a business to achieve its operational goal (Wang Shyu, 2008). Baum et al. (2007) explains the issues related to harassment and racism in the workplace could be reduced if appropriate human resource policies and procedures are in place and communicated to all staff (local or migrant) in order to deal with workplace diversity.Therefore, it is very important to revise the HR implementing channel. Wharton (1992) research also supports this his argues that HR practitioners should focus on how HR change strategies relate to the joint alignment of the group members multiple characteristics for example demographics hierarchical status and task in work groups to examine group contextual influences. Once the HR implementing channels are improved then the HR can help in improving the managers leading capabilities by providing training and support with needed knowledge. HR department and managers within business must incorporate diversity policies into every aspect of the organizations functions and purpose. HR should focus on outstanding leadership characteristics where they can train and place the right leader at the right time and place (Mumford, Antes, Caughron, Friedrich, 2008). These characteristics should have respect, empathy and being genuine such as accurately understanding employees feelings and genuinely valuing and supporting without patronizing. Managers manage change, but best leaders create change by inspiring their employees and they believe diversity as an important goal, and the responsibility for diversity does not belong to HR but belongs to the on duty managers. In McDonalds scenario HR should explain and provide continuous training to the managers regarding benefits, costs and barriers of workplace diversity and the financial and non-financial consequences such as employee turnover costs, laws and legislations associated. Thi s restaurant is need of a leader who can set a good example by teaching others what they expect from them and this can be easily achieve recognizing the many talents and understanding the richness of diversity. For example, in this scenario if a person complains regarding someone attitude, then handle the manager should handle the complaint very critically. He can encourage the complainer for reporting the matter but also explain the person about the unique value the other person brings to the workplace.   They can teach people to look for the positive traits of others and not for the differences and this is only possible if they can be a role model for respect and dignity. Once the HR implementing channel and leadership are aligned with each other then the focus moves on employee to create workplace diversity awareness. Creating workplace diversity awareness lies in the continuous improvement of the integration and social acceptance of people from different backgrounds. The overall perception of employees seems to be a very important factor in understanding their behaviours at the workplace because they are exposed to diverse HR practices rather than exclusively to a single practice (Chang, 2005). Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations (Green et al., 2012). Management should organize social gatherings and business meetings where the employees are given a chance to speak and listen. This type of eemployee involvement and feedback are necessary components in achieving successful workplace diversity. Managers should continuously monitor the work environment and act as agents of positive workplace diversity to eliminate any sign of negative barrier arising. If needed then employees should never be denied n ecessary, constructive, critical feedback for learning about mistakes and successes. Importance to business goals and targets should be given but not on the cost workplace diversity problems. Boxall Purcell (2011) suggests that best practices should be aligned with best fit to maintain a sustainable business environment and gain a competitive advantage over rivals. In this scenario, imagine if the workplace diversity problems continue then the quality of service will drop which will slowly affect the business. Therefore workplace diversity should be everyones business starting from senior management, HR department, managers and employees. Conclusion The future of workplace diversity cannot be predicted with any level of clarity. This is because McDonalds is a global leader in fast food industry and their HR has won many awards in the last decade. Therefore, being at such a strong position in the global market and has a restaurant which ignores the importance of workplace diversity. This report has explored a few areas of practical and theoretical development of HRM planning and controlling. It also explains around the levels, cycles process, objective and approaches of planning and controlling and uses the recommendations to control the gaps and plan a bridge between the practice and theory.

Thai Elephants and Its Significant

The elephant, the giant size animal with enormous power and gentle heart, is a living creature that have special place in Thai’s heart. It has been the icon of Thai tradition, culture and royal power through centuries since the old Siam. The thousand and thousand years of relationship between Thai people and elephants are even recorded and can be found abundantly on the pages of Thai’s historical book. Because of their long association, it surely can be said that Thailand is to elephants and elephants is to Thailand. The elephant has been an integral part of Thailand’s history and culture through both good time and war time. It is a symbol of tradition, history, royal, fortune and superstition. According to Buddhist legend, Queen Maya of Sakya, Lord Buddha’s mother, was dreamed that a divine Bodhisattva on white elephant touched her side. Later she became pregnant. This is why elephants are place in high esteem and reverence to Thai people, and white elephants are representing as high dignity and majesty. Therefore, the white elephant was a national emblem on Siam’s national flag. Moreover, the elephants are on Thai’s stamps, Navy flag, Bangkok Metropolitan Administration, coins, architectures, Buddhist art, temples and many more. The country annually celebrates the 13th of March as Elephant Day. In general, elephants are the largest land animal that exists now. They are great in size with enormous strength, intelligent, and gentle creature. Elephants are highly socialized animals. They live in forests, grassland and scrub with their family herds and friends. The life span of elephants is closely equal to human beings, approximately 70-100 years. The elephant’s gestation period is between 18 to 22 months. Elephants become sexually mature at the age of 16 as their early teens. A mature male elephant of age 20 is usually stay in pairs or a group of three. There is a hierarchy in elephant, the dominant adult male elephant with experience and strength is established and gain respect from their younger elephants in the group. The older female with years of accumulated knowledge is respected by the female members. The prime life of elephants that reach the peak of their physical power is between the ages of 25-40. They begin to slow down after the age of 40 and set in approximately at the age of 55. They normally live for 80 years or more. Elephants are herbivorous. They enjoy a variety of vegetation like bamboo, grasses, trees, plant leaves and fruits. A mature elephant can consume up to 200-300 kilograms of food and 60 gallons of water a day. Elephants are the kind of animal that love affection and attention. They have a gentle hearts and value friendship. Thai elephants have shared history with Thai people in traditional and cultural ways since the days of old Siam. Historically, elephants were people main transportation, labor and warfare. Based on historical recorded, elephants are supreme importance in the battlefield. The most renowned elephant war was 300 years ago between Thai and Burma. They were used as the main source of army with fully plate amours. In elephant dual, commanders would sit on elephants’ backs and combat adversaries. In the battlefield of the late 17th century, there were as many of 20,000 war elephants in Siam’s army. There were four renowned war elephant in Thai’s history as follows: the battle between King Ramkhamhaeng and Khun Sam Chon during Sukhothai era, Chao Aye Phraya and Chao Yee Phraya in early Ayuthaya era, Queen Srisuriyothai and Pharachao Prae, a Burmese commander in Ayuthaya Era, and King Naresuan and the Burmese Crown Prince in Ayuthaya Era. Recently, the films called ‘Srisuriyothai’ and â€Å"King Naresuan† were made. War elephants were included as an important part of the movies. The importance of Thai elephants is not only for the used in battlefields. Elephants are also the prestige animals to Thai’s Kings, specifically white elephants. A white elephant is a symbol of royal power. It features King’s power and monarch by numbers. It is believed that the more white elephants held to the King, the more King’s power in the adversaries. However, a white elephant is rare and is registered as the private property of reigning Monarch when they once found. It represents auspicious and the king’s prestige. White elephants are known as Royal elephants. It is noted that H. M. King Bhumibol also has stables of white elephants. The white elephant was also featured in the Siam national flag until the country had changed the name to Thailand. In the old days when the nation was not occupied with wars, elephants became the use of beast of burden. With their great size, enormous power and talent, elephants were capable as best carrier for heavy matters and human’s transportation. Not long ago, elephants are used for the forest work where machines are not determined as best equipments. The labor of elephants is preferred as they would not devastate even small crops. In fact, they were required years of training start from the age of 4 and were trained by two mahouts for about twenty years, and then put to work in the timber industry. Working elephants have a career of about 50 years and then set free as their retirement at the age of 61. Their daily tasks were the extraction of heavy teak logs, haul logs, carrier and mountaineer. The working elephant is capable of lifting up 700 kilograms of log with tusks and dragging the load of 1. 5 tons. Elephants have work schedule and future career just like we do. Due to the ban of logging industries from Thai’s government in 1989, the elephants’ situation came to the downside. Thousands of them were thrown out of work. Moreover, the deforestation and the decrease of forest surface due to the big increase in human population affected the habitat loss of elephants. Many elephants died from starvation. The number of poaching for elephants’ body was also increasing continually. The above causation led to the dramatic drop in numbers of elephants in Thailand over the past hundred years. In the early 20th century, there were the numbers of approximately 300,000 elephants compare to the numbers of approximately 3,000 elephants that extinct today. Thai elephants are in the severest situation. Nowadays, several projects and conservation are constituted to preserve wild life elephants. The project of bring elephants home is to support elephants in Thailand as well as their mahouts and families who depend mostly on elephants for survival. These organizations are trying to gather as many numbers of elephants in the area, training them, and recruiting them new jobs. Elephants are reemployed mainly for tourist’s entertainment. The elephant show is what they are currently doing in the Thai Elephant Conservation Center in Lampang, the Elephant Nature Park in Chiang Mai and the Khao Yai National Park for example. Elephants will be train to entertain tourists. Thanks for their innate intelligence, elephants can do various kinds of sports and games such as drawing picture, playing football, dancing, racing, trekking, logging, and caravan. They love games and music. The elephant show attracts great numbers of visitors from Thai and foreign countries. However, there are some elephants sent to the forest and mountain to learn how to work. No matter how elephants have always been loved to Thai people, there are numbers of elephants have been sent abroad recently. According to news, Thai government had export 8 elephants to China. Another eight elephants were export to Australian zoos in 2006. It is claimed that elephants were sent for research and development purpose. Australia bought 8 elephants for a breeding program of endangered species. However, there were controversy and protest from animal rights activists before the elephants’ journey to new home. Last year, one of the eight elephants gave birth to a new male baby born elephant at Sydney’s Taronga zoo. And there are two female elephants on gestation. The shrinkage of forest areas in Thailand seems to be initial problems to the current situation of Thai elephants. 70 percent of the forest areas disappeared in less than a century. Even though, logging was banned in 1989. There is still ongoing illegal logging. The forest devastation affects elephants’ habitat and inadequate food for survival. Daily high consumption of elephants threatened the owner and themselves. This situation leads the problem of elephants roaming in the city street for money by their owners. Nevertheless, there are more problems that threaten the numbers of elephants and put elephants in endangered species. Illegal poaching for elephants’ live capture, tusks, calves, ivories, meat and other part of the body for trade and medical use are definitely severe threats as it can also distort sex ratios in the population and affect reproduction. Moreover, there is the conflict issue between human and elephants on the protected areas. When human population have been increasing, forest areas have been destruction for farms, settlements, and other facilities to serve human needs. Starved elephants enter the new protected areas that used to be their forests and hunt for food on human’s crops and other agricultural plants. They cause damage to human’s properties. Later, human try to protect their farmlands from the invaded elephants. Sadly, the protection is resulting in elephant’s capture, poison, electrocution and shooting. There are many research and report done by conservationists to reduce the impact and mainly to preserve the giant living creature from the soon extinct. Currently, Wild elephants in Thailand are on the protected species under the Protection of Wildlife Conservation Act 1992. But it doesn’t seem to be enough action according to the reducing numbers of elephants. The population of wild elephants is decreasing continually whereas the population of domesticated elephants is increasing. Therefore, wild elephants should be put on endangered species list. This is to protect them from poaching and commercial purpose. Same as domesticated elephants that are currently under the Beast of Burden Act, they should be considering remove from the Beast of Burden Act and replace with the Protection of Wildlife Conservation Act 1992. Restriction of the ownership transfer should be considering as well. It can protect future trading. Regular elephants’ Medicare, food and veterinary are necessary and need to be provide by government or organizations to solve the loss problem. It is because the nurture cost for elephants is relatively high and most elephants’ owners are poor, then they could not afford the high cost. It is time to put elephant’s monitoring in systematic. The record of birth, transfer, breeding and death should be strictly report to keep the most accuracy track on elephants’ situation. The one widely seen problem of elephants is the mahout’s roaming elephants on the city street. It should be strictly ban to protect elephants from sickness and accident. Also, Mahouts should be provided with appropriate jobs, therefore they would not bring elephants to the city street. New elephants’ habitat is important and need to be processed in suitable areas. It is suggested by Thai Elephant Research and Conservation Funds, TERF, that Thai need new elephant law. The law should be in serious condition and long term conservation for both wild and domesticated elephants. At present, wild elephants in Thailand are protected under national law and the CITES treaty which involve the prohibition of ivory trade. It is obvious that Thailand’s long national emblem of power and peace is in severe condition. The modernization of the country that replaces the old traditional way of living may favor Thai people in 20th centuries. Unfortunately, it doesn’t seem to be the same favor given to elephants. The awakening is needed to preserve the living magnificent and generous animal of the country’s liberated heroes from the extinction. How Thai can be proud with the loss of national emblem. Next generations of the next would not delight to see their unsung hero through the historical text books or elsewhere. Elephants, friends of ours, need abruptly attention and great concerned. Elephant is to Thailand and Thailand needs elephants. It is not only for the history, but it’s for the future of the nations and eternity.

Key Approaches: the Social Learning Theory Debate Essay

â€Å"Outline and evaluate social learning theory. In your answer, make comparisons with at least one other approach in psychology.† – 12 marks Social learning theory states that behaviour is acquired through the observational learning from role models where a person identifies with that person and imitates their behaviour. This means that the behaviour of a model can influence the behaviour of all those that model the person and is particularly common with childhood celebrity role models. When a person identifies with the role model, the cognitive factors to the learning occur in 4 key stages; attention when the individual notices the action, retention as the person memorises the behaviour, judgement whereby the person is receptive to if they are able to imitate the behaviour themselves and motivation which is when the individual is reinforced whether directly or vicariously to repeat this behaviour based upon their own imitation of it and their confidence of success. So for example with motivation, if a child’s role model is a footballer who swears at another player and is sent off, vicarious reinforcement will occur and will dissuade the child from repeating this behaviour due to the negative consequences of it. When compared to the behaviourist approach which assumes behaviour lays between the stimulus and response and does not account for the mediating cognitive factors, social learning theory explains the cognitive factors involved in the process of learning behaviour and bridges the gap between traditional behaviourism and the cognitive approach. A study into the social learning theory was conducted by Bandura with his bobo doll experiment whereby he was investigating whether children would imitate behaviour based upon what they had witnessed being aggressive behaviour or non-aggressive behaviour towards the doll, as well as a control group whereby the child was left with the doll without an adult present. The results shown that in the presence of aggressive conditions, there was a clear increase in the incidence of aggression towards the doll in the children. In addition, higher physical aggression was noted in boys than girls but not verbal aggression. It was also shown that with a male model that aggression increased for both sexes and children in the non-aggressive category demonstrated lower levels of aggression than children in the control group. The study was conducted in a controlled environment so can be credited for reducing the possibility of extraneous variables, but as a result also could be criticised for the lack of ecological validity. Another area of psychology where social learning theory can be observed is through gender formation when a child imitates the behaviour of their models, often shown through how they act and dress. For example, girls modelling their mother are often shown as playing with their mothers’ makeup sets and trying on various shoes, whereas boys can typically be seen playing football often with their father and friends of the same sex. Many behaviourist theories are often very reductionist and do not consider the mediating cognitive factors, specifically in the acquisition of new behaviour and does not account for behaviour which has not been directly taught. For example, if a child see’s a juggler and attempts to copy the behaviour, behaviourism cannot explain why the child attempted to imitate the behaviour to begin with, whereas social learning theory can accredit it to the child modelling the juggler for having exceptional skills the child does not. Overall, social learning theory demonstrates the role of cognition in learning and also how complex social behaviours can be acquired. Furthermore, it makes use of the experimental method to test theories and insists on the use of human research. However, social learning theory also neglects the role of biology and hereditary and does not explain the process by which abstract ideas can be learnt.

Physical Education Not Just Walking The Dog - 1576 Words

Physical Education: Not Just Walking the Dog A person might remember in elementary school a certified physical educator instructing the class, for example, on learning to run, balance, stretch, and climbing rope. Then, in spring, a big relay event would happen, and all the students were able to race, or show off the skills they learned through the year. At these events, every student won a prize, whether, first, second, third, or recognition of achievement for each race. Today, many people still have all of their ribbons to remember the achievements during physical education class in grades kindergarten through sixth. Today, children should have an opportunity to learn fitness in grade school, additionally, when physical education is paired with a healthy diet children will be able to develop into adulthood making essential life choices about fitness and wellness intuitively. Physical education is extremely important for our children in grades kindergarten through sixth in publ ic schools in California, specifically, the effects it has on psychological development, the effects it has on physical development, and the benefits into adulthood. Naturally, implementing mandatory physical education will help children in California grow-up to become adults whom are not only more physical active but they will make healthier choices in diet and managing stress. Many people remember the â€Å"good old days,† no worries, being taken care of by grown ups who always know best.Show MoreRelatedVeterans And Service Dogs : Veterans1658 Words   |  7 PagesIt’s called Dogs of War. This show is about a program called â€Å"Paws and Stripes† that connects veterans that are harshly affected on a daily basis to service dogs. 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