McDonald’s National Hiring Day Juan Sebastian Yanguas Embry Riddle Aeronautical University McDonald’s National Hiring Day McDonald’s national hiring day was only one day which they received thousands of application from people in the United States and they were trying to hire 50,000 new people. Crew and management positions were the types of jobs McDonald’s were seeking for. There are 14,000 McDonald’s in the Unites States and the company stated that one of the reasons to hire so many people in one day was to increase the workforce so more of its restaurants could stay open 24 hours a day. Censky, 2011) Another goal for McDonald’s innovative idea was to promote the image of a job in McDonald’s (Mc Job) as something positive and not as a “bad” job like most people think when it comes to working at McDonald’s. The company stated that around 75 percent of McDonald’s managers and about half of its franchisees began their careers as store workers. McDonald’s would also like to increase the U. S. workforce to 700,000 from its current level of 650,000. (Need a Job?
McDonald's to Hire 50,000, 2011) McDonald’s national hiring day is a good example of an innovative management idea because it’s going to require staffing, organizational structure, employee training and development, development leadership skills, and motivating employees. Staffing is going to require job analysis, recruitment, and selection. Organizing work is going to require division of labor, empowerment, and delegation. Employee training and development is going to require orientation, training and management development.
Developing leadership skills is going to teach employees about leadership and management, leader attitudes, and basic leadership styles. Motivating employees is going to talk about achievement-power-affiliation, motivation-maintenance, and job satisfaction. McDonald’s decided to use the staffing method to increase their business. McDonald’s used a process called job analysis which determines the important information about a specific job after lots of reading and studying. What the company wants after the job analysis are the job specifications and the job descriptions.
Job specifications are basically the qualifications a person needs in order to perform the job they are applying for. A job description is basically a paper with all the information about the duties and activities about the job. (Rue, 2009) Since McDonald’s needed to hire 50,000 people, they used the recruitment process. Recruitment process involves looking and bringing a group of people from which at the end only the qualified candidates will be selected. The best way for a company to fill job openings is to look inside the company.
If employees don’t deserve or don’t meet the requirements to get promoted the company can always get brand new people. Brand new employees could cost more and could require more time since older employees would get just a rise and they already know the job. In this case, McDonald’s could promote crew members to management positions but they would still need to hire more people for the crew positions. (Rue, 2009) McDonald’s use the selection process when they were deciding who to hire.
The selection process is basically choosing out of thousands of people who are going to get the job that meets the requirements. Human resources people are the ones who start the process of selecting people by disqualifying the ones that don’t meet the standards, but the final decision of who are they going to hire is up to the manager that has the job opening. There are seven steps in the selection process: 1. Preliminary screening from application form, resume, employer records, etc. 2. Preliminary interview 3. Testing 4. Reference checks 5. Employment interview 6.
Physical examination 7. Personal judgment (Rue, 2009) Once McDonald’s have hired all the people they need it, they are going to have to re-organized work since they have more people to work with. Division of labor is basically dividing all the tasks among all the workers. The best example of division of labor is the assembly line. Division of labor it’s not good at all times. One requirement for division of labor to be successful is that there has to be lots of work so it can be spread out between the employees and also employee attendance and stability in the amount of work.
Empowerment is when a manager gives an employee little power and authority to make decisions of its own. This is done so employees get more confidence in doing their jobs and better the company’s performance. Delegation is basically when a manager assigns an employee to a certain task. Some people don’t like to use the delegation process for many different reasons, but a good manager or leader always knows how to delegate the work. (Rue, 2009) Since McDonald’s is a fast food restaurant, they need to train all the new employees on how to make the burgers fast or how to make fries.
Orientation is the introduction of the new employees to McDonald’s and it usually comes from another co-worker or the company. It is best to get the orientation from the company instead of a co-worker, since the co-worker can provide wrong information and it’s not official. Training is having the employee learn skills to improve his or her performance. It is the manager’s responsibility to train the new employee in how to do the job but it is usually another employee who trains them. The very first training is what is going to determine a person’s attitude towards the job and his performance.
Management development is when a person develops skills and attitudes to become or keep being a good manager. In order to do this, you must have the support of the company’s top executives. (Rue, 2009) McDonald’s needs leadership and management skills in order to be successful. Leadership and management are not the same but they are not that different. Good leadership could make people want to pursue a career in the company they work for. Management is the process of planning, organizing, staffing, motivating, and controlling during the use of formal authority. Rue, 2009)According to Douglas McGregor there are two types of leader attitudes; theory X attitude and theory Y attitude. Theory X attitude is the leader who does not like work and always tries to avoid it; the one who does not want responsibility and just want to follow instead of leading; and the one who does not care about the company’s goal. Theory Y attitude is the one that thinks that work is as neutral as play and rest; they could work on their own if they are committed to their work objectives and if there are rewards involve.
There are three types of leaders, autocratic leader, laissez-faire leader, and democratic leader. Autocratic leader is the one that makes most of the decisions for the group. Laissez-faire leader is the one that let the people in the group make all decisions. And democratic leader is the one, who guides and encourages the group to make decisions. (Theory X and Theory Y) One way to keep a business running smooth is having the employees motivated all the time. When McDonald’s decided to hire 50,000 people in one day, they probably had a plan to keep all the new employees motivated.
According to David C. McClelland, there are three types of approaches to motivation; the need to achieve, the need for power, and the need for affiliation. The need for achievement is having the desire to do something better than the way it used to be done. The need for power is having the desire to influence people. The need for affiliation is having the desire to be liked by other people and keep them as friends. If McDonald’s comes across motivational problems with the employees, they can use different programs like job enlargement, job rotation, and job enrichment.
Job enlargement is basically giving an employee more of the work he is already doing. Job rotation is basically doing different tasks every so often. And job enrichment is getting rewarded by the work they have done or achieving a goal they had inside the company. There is nothing better than the feeling when you do accomplish something you were working for. Job satisfaction is a person’s attitude about the job. There are five main components of job satisfaction; attitude toward work group, general working conditions, attitude toward company, monetary benefits, and attitude toward supervision. Rue, 2009) In conclusion McDonald’s came to this great innovative idea of hiring 50,000 new people to increase their work hours and promote the image of McJobs. The company had to use different types of management skills like staffing which included job analysis, recruitment, and selection process. After that they had to use the organizing work management skill which included division of labor, empowerment, and delegation. McDonald’s also used employee training and development management skill which consist of orientation, training, and management development process.
The industry wants to have some leaders, so they used the development leadership management skill. And to keep the employees happy, they had to come up with a motivation plan and use the motivating employees’ management skill. Everybody knows McDonalds is a great company and they just keep growing day after day and the reason is not because they have the best burgers in America, the real reason is because they are using the best management skills. References Need a Job? McDonald’s to Hire 50,000 (2011, April 13). Retrieved April 25, 2011, from CBN News Web site: ttp://www. cbn. com/cbnnews/finance/2011/April/Need-a-Job-McDonalds-to-Hire-50000-/ Annalyn Censky (2011, April 19). McDonald’s hiring 50,000 workers today. Retrieved April 25, 2011, from CNN Money Web site: http://money. cnn. com/2011/04/19/news/companies/mcdonalds_jobs_hiring/index. htm#TOP Rue, L. W. , & Byars L. L. (2009). Management: Skills and application (13th Ed. ). New York: McGraw-Hill/Irwin. Theory X and Theory Y (n. d. ). Retrieved April 28, 2011, from NetMBA Web site: http://www. netmba. com/mgmt/ob/motivation/mcgregor/