Application of OB concepts of

Motivation and Learning and

Reinforcement in McDonalds
Group 9

Jaspartap Singh
Chandan Sahni
Aashna Manaktala
Radhika Garg
Lokesh Bhumireddy
Joyjit Pal
 McDonalds Overview
McDonald's is the world's largest chain of
quick service restaurants.

First McDonalds outlet opened in India in 1996

Customized menu , no beef or pork

and more focus on the vegetarian menu
 Core Values
Good Food
McDonalds has continuously been enhancing
menu and nutritional choices in response to
customers needs and nutrition preferences.

Good People
McDonalds, continual commitment towards its
employees and consumers has become a
trademark for its success.

Good Neighbours
McDonalds takes its social responsibilities and
commitment to the society and ethics seriously.
Hierarchy at McDonalds(West and South)
 Motivation of Employees
Sample Size : 5 Employees
Assistant Manager - 1
Crew 3
Training Manager - 1

Extrinsic or Intrinsic Motivators?

20%
Extrinsic
Motivation

Intrinsic 80%
Motivation
 Four Drive Theory
(Nohria and Lawrence)
It describes human motivation in terms
of a set of dynamic, interacting needs.
1. Drive to acquire (material goods and status)
2. Drive to bond (mutual caring and collaboration)
3. Drive to learn (allow for exploration and
learning)
4. Drive to defend ( threat to individual,group or
firm)
Four Drive Model (Nohria and Lawrence)
1. Drive to Acquire and Achieve
Is your pay competitive?
Highly Unsatisfied
0% 20%
Unsatisfied

Unsure 60% 20%

Satisfied

Highly Satisfied

How are the rewards and recognition at workplace?

Highly Unsatisfied
20% 0%
Unsatisfied 40%
Unsure

Satisfied 40%
Highly Satisfied
 1. Drive to Acquire and Achieve

How is the growth at the firm?

Highly Unsatisfied
0%
Unsatisfied

Unsure

Satisfied
100%
Highly Satisfied
 2. Drive to Bond
Do you like to work in teams?
Highly Unsatisfied
0% 20%
Unsatisfied 40%
Unsure

Satisfied 40%
Highly Satisfied

How likely are you to help and teach others?

Very Likely
20% 20%
Likely

Can't say 20% 20%

Unlikely
20%
Highly Unlikely
 3. Drive to learn and comprehend
Is the job interesting?
Strongly Agree
20% 0% 20%
Agree

Can't say 20%

Disagree 40%
Strongly Disagree

Do you get to do a variety of jobs?

Strongly Agree
20% 0% 20%
Agree

Can't say

Disagree
60%
Strongly Disagree
 3. Drive to learn and comprehend
Does firm give opportunities for personal growth and learning?
Strongly Agree
20% 0%
Agree

Can't say 20% 60%

Disagree

Strongly Disagree
 4. Drive to defend
Are you satisfied with the incentive poilcy?

Highly Unsatisfied
0%
Unsatisfied 40%
Unsure 60%
Satisfied

Highly Satisfied

How is the communication and the feedback process?

Highly Unsatisfied
20% 0% 20%
Unsatisfied

Unsure

Satisfied
60%
Highly Satisfied
 4. Drive to defend
Do managers treat you fairly

Highly Unsatisfied
20% 0%
Unsatisfied 40%
Unsure

Satisfied 40%
Highly Satisfied
Study of motivation at McDonalds using
McClellands motivation theory
 McClellands Theory Of Motivation
Need for achievement

The need for achievement encompasses excellence, competition,

challenging goals, persistence and overcoming difficulties.

Most of the employees at McDonalds showed high need for

achievement.

They liked to receive feedback on their work from their seniors.

Growth prospects highly motivated them, Inspite of the low starting

pay, employees stayed at McDonalds because of the growth prospects.

Strive to learn new kinds of work, new recipes and improve their
customer service skills
 Need for Power
The need for power concerns an individuals need to make an
impact on others, influence others, change people or events and
make a difference in life.

Socialized power is used for the benefit of many and personalized

power is used for individual gain.

The manager at McDonalds display socialized power.

He built strong relationships with the crew

He often shared the kitchen work and counter work.

All the issues and indiscipline are dealt in a humble way.

So, whenever manager exercised his power, crew morale

productivity are not affected.
 Need for affiliation
The need for affiliation concerns an individuals need to
establish and maintain warm, close, intimate relationships
with other people. Employees at McDonalds displayed a need
for affiliation.

The teams were cohesive ,from the person at cash counter

to the order preparing and packaging team,there was great
coordination .

When an employee is on leave, the others share the

workload and stay longer at work and they expect the
same from the rest.

During shift changes, if an employee is late, the previous

shifts employee stayed back.

They had built strong interpersonal relationships among

themselves, gelled well and interacted with each other
after the work hours too
Positive Reinforcement at McDonalds

Performance of the crew is monitored by manager on a continual basis

and employees are appreciated for the good work

- Performer of the day is declared on the stores official WhatsApp

group daily.

- Star of the month is awarded every month to the best performing

employee.

- Rookie of the month is awarded to the best forming new employee if

any every month.

- They are felicitated at monthly review meeting. Rewards include

movie tickets, badges etc.
Punishment at McDonalds

After an undesirable behavior by an employee employees are given a 24 hour

cooling period to pacify themselves

- Post the cooling period, if the conflict is not resolved, the management
intervenes, The employee concerned is first counselled and his behaviour
is closely observed in the coming days.

- Crew members are given three chances depending on managers

discretion before the punishment is enforced. They are closely observed
after the first ,put under probation after the second and they are
terminated after the third mistake

- Zero tolerance for sexual harassment , substance abuse and theft,

employee is terminated straightaway.
 CONCLUSION
To make an environment conducive for working there
has to be emphasis on both employees and customers

Employees should relate to the values of the

organization. It increases their efficiency and
willingness to work. Example- In McDonalds every
employee was proud of the core value of McDonalds
that is GOOD FOOD

Working in teams motivated the employees and also

encouraged a feeling of mutual respect towards each
other

Good growth, Reward mechanism, Open Door policy

and Job rotation of the employees were some of the
key aspects observed.
Thank You!!

Questions??