The essay critically the relevance and importance of the article by Andrew Paradise, “Learning and Globally Dispersed Workforces.” As the technological advancements become part of the day to day business operations – globalization has been the forefront incorporation of businesses in the contemporary world. The article is informed by the notion revolving on enormous opportunities that span borders and creates new ways in which businesses can modify their learning gains to prominence (Paradise, 2008). The advance of new learning strategies and principles are fundamental to the success of global initiatives. While opportunities through globalization may seem obvious the implementation prospects are difficult to follow through. Therefore, the relevance of the article and its principles is based on its application in McDonald’s Inc. company.
McDonald’s is one of the largest and most competitive companies in fast food and beverage companies. The companies operate globally, presenting massive opportunities for the assessment of the relevance of the article’s principles in the real business world (Vignali, 2001). The global phenomenon in which McDonald’s Inc. operates is characterized by profound competitiveness and need to remain relevant. Thus, market position and brand identity and image must be sustained through innovations, high-quality services, and customer satisfaction.
Relevance to the Organization
The article induces fundamental insights that are crucial to aid the operations of McDonald’s at the global stage. Through McDonaldization philosophy, corporate learning, incorporation of best practices from different locations, and management of a diverse workforce are fundamental to the success of the company. Learning through respecting and incorporating the local cultures to advance the operations of the company in different regions is fundamental. For example, the learning experiences of the employees in China, Japan, India, or the use is built based on the local cultures and respect to their values (Zhang & Zhou, 2012). This is critical to engage the workforce diverse to advance the competitive advantage of the company.
Also, ascertaining a smooth transition into the local market is fundamental for market entry in new different. As a new entrant into the business – in every corner that McDonald’s Inc. operates, how the company engages the locals is crucial to enable a smooth flow of the transition process (Komańda, 2016). The involvement of the locals has been integral to the success of the McDonaldization approach setting critical insights of best practices to other companies learning of different ways to manage a dispersed workforce in a globalized business environment.
Utilization of Key Principles
The core principle of “ensuring that employees in new regions relate to and understand corporate values is a fundamental step to the success of the company” (Paradise, 2008). The overall company values, credo, and Code of Conduct guides the learning process and knowledge-based lessons for McDonald’s employees across different regions. This creates a sense of belonging and being a part of a larger organization that touches various destinations and persons globally. Therefore, maintaining a high level of competitiveness among the employees from different cultures and different regions has been paramount for McDonald’s Inc. employees.
Furthermore, respect for local cultures across different locations of operations has been integral to the company’s employee learning and conduct. For example, while lessons on the service delivery and products made from pork are a part of the American menu it is not the same the Indian menu (Zhang & Zhou, 2012). The respect for local cultures is crucial to the operations of the company. As well, dining etiquette from the Japanese cultures provides vital lessons, and best practices spread to other parts of McDonald’s operations globally.
Komańda, M. (2016). McDonald’s as a Cultural Brand in the Landscape of Attitudes of Polish Customers. Trends Economics and Management, 9(24), 33-43.
Paradise, A. (June 2008). Learning and Globally Dispersed Workforces. American Society for Training & Development.
Vignali, C. (2001). McDonald’s: “think global, act local”–the marketing mix. British food journal.
Zhang, Q., & Zhou, L. (2012). Cultural adaptation pattern analysis of McDonald’s and KFC in the Chinese market.
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