Socio-Geographic Factors Research

RUNNING HEAD: Socio-Geographic Factors Research

Socio-Geographics Paper University of Phoenix MMPBL/560 November 7, 2011 Instructor, Kimberly M. Edwards

Socio-Geographic Factors Research

Socio-Geographic Factors Research

Much of the world is not afforded the same equal life opportunities as in certain parts of the world. Socio-geographic aspects place pressure on business, domestic and international, and also have an affect on our occupation and source of revenue. The disparities among first, second and third world countries are continually increasing. Social stratification divides our society into even more levels based on power or socio-economic status. McDonalds maintains flagship status in a strong socio-geographic fast food industry. McDonalds is an equal opportunity establishment proud of its diversity says Jan Fields, President, McDonalds USA. Im proud of our industry-leading Global Inclusion and Intercultural Management team which has successfully driven our efforts to have diversity among our employees, franchisees and suppliers across the globe (McDonald's. 2011). McDonalds sees beyond social categories and focuses on people rather than their position in the pecking order. Unfortunately, in the U.S.educaitonal status determines a persons worth. The following paper will demonstrate McDonalds classes within the organization, their work values, McDonalds influence as a result of geographic mobility, the regional differences that exist and alterations that define the family of the 21st century Class in an Organization Socioeconomic classes represent another aspect of diversity affecting North American identities, life styles and life chances. (Kottak & Kozaitis, 2003. p.214). Ranking within an organization is important. The distinction between white and blue collar workers has been established within organizational walls with a social perception that covets wealth, power and prestige. Social class goes beyond material possessions and is based on ones occupation and the societal influences that produce stratification hierarchies within society in general.

Socio-Geographic Factors Research

McDonalds is a flag ship fast food business stretching their brand across the globe and is one of the best known brands worldwide. Economic, legal and technological changes, social factors, the retail environment and many other elements affect McDonalds success in the market (n.d., 2008). McDonalds wants their employees to succeed. McDonalds puts strong priority on providing jobs for all classes of people, while placing strong emphasis on diversity and culture to run their establishments and provide excellent service(Our Company, 2011). At McDonalds a person position in the pecking order is insignificant. McDonalds respects all employee characteristics, together with their internal and external social class status and doesnt create much class consciousness, the recognition of collective interests and personal identification with ones economic group (Kottak & Kozaitis, 2003. p.217). McDonalds relies on promotion from within as their employees understand the business best since they are closet to the customer. McDonalds prides itself on developing employees from within: an employee could begin their career at the entry level and move up the hierarchy into a better paying position that would move them up in social and economic class status. Our work ethic suggests that anyone can succeed as a self made man or women if he or she works hard enough (Kottak & Kozaitis, 2003. p.214). Hierarchies still permeates within McDonalds walls, even with McDonalds respect to socio-economic classification. Employs at the entry levels of the hierarchy may be supporting less desire bale positions such as cash register or cook. Employees advancing may be in positions titled as line leader, trainer or supervisor. There are a plethora of corporate and management positions that employees can aspire for. If an employee has the desire to grow, McDonalds can afford that opportunity. The levels within social classes work well for McDonalds. Low and middle class, white and blue collar could all be classified in relations to

Socio-Geographic Factors Research

workers within the restaurant franchise; however McDonalds offers the same resources and opportunities to all their employees. Their goal is to demonstrate equal opportunities to everyone within their organization. Working Values and Class A critical element to group and individuals within any organization is the value of work ethic. Its the foundation of any organizational culture and is a main component of organizational chemistry, which is the perception, that makeup the socio-economical class. A workers class and values could be contributed to many things, among others, educational accomplishment. In the United States going to college is commonplace. In the U.S. many corporations require a four year degree as part of the hiring process. More people are going to college now than ever before, in part because of the career advantages that a college degree confers (Lacey. 04-05). College is a large part of the fabric of America that is transcended in McDonalds through their hamburger university training and continual learning training curriculum. A college educated worker has higher earning potential demonstrating employers willingness to pay more to have college graduates on staff. College credentials have earning power and demonstrate accomplishment, which plays a vital role in a persons social classification as well as the identified class within the organization itself. Its highly likely that an employees with a college education will have more opportunities to advance compared to those without. McDonalds supports employee learning and encourage them to build upon their existing skill sets to advance into higher positions with more accountably. People at a lower class status have limited access to resources than those of the superordinate stratum. McDonalds goal is that every employee achieves their full potential, no matter their social class or placement on the organizational chart. The working culture provides opportunities and resources to set and

Socio-Geographic Factors Research

achieve goals. It would not be unlikely that an employee from a subordinate class be promoted from within the hierarchy at McDonalds and move into management or a position in their corporate office. Part of McDonalds mission to grow is to offer the same amount of resources and opportunities, regardless of class, ethnic background or culture Geographic Mobility In todays knowledge information age, people have access to move around a lot and relocate. Experiences, economic necessity and job displacement have forced Americans to be mobile, exploratory people. The knowledge information age, social networking and the internet enabled workplace have a altered all cultures. The benefits of migration may include better opportunities for social integration, a safer environment, or a more pleasant climate (Kottak & Kozaitis, 2003. p.235). Employers today are also becoming more mobile and offering more flexibility to employees. Establishing remote locations, the introduction of telecommuting and the internet enabled work environment has allowed people to work from anywhere, improving geographic mobility. As part of their competitive advantage structure, McDonalds makes use of diversity and globalization. McDonald's is the leading global foodservice retailer with more than 33,000 local restaurants serving more than 64 million people in 119 countries each day McDonalds and Geographic Mobility (McDonald's. 2011). McDonalds encourage that employees develop skills that make them selves marketable and earn opportunities regardless of their geographic location and not single source their opportunities. Thats what geographic mobility offers, better opportunities for social assimilation and a better environment altogether. With more than 31,000 locations McDonalds affords their employees the opportunity to relocate domestically or abroad

Socio-Geographic Factors Research

and maintain a position within their organization. The United States is a mobile workforce and McDonalds is leading the way. Regional Variations and Planning. McDonalds understands the role regional variations plays in influencing its strategic objectives to recruit and retain human capital. With a home base in the U.S., and franchise throughout the globe McDonalds is hypersensitive and respectful to its employees. Its McDonalds visions to promote regional economic growth by providing resources to their operations in different regions to recruit employees from an assortment of varied backgrounds and point of view Organizations have to address regional variations that could influence their business model. Regional variations are associated with religion and ethnics and McDonalds has adopted different effective talent management strategies for all regions their business operates in. Variations in language requirements are addressed as well as some McDonalds seek out employee who can speak English as a second language. In addition menus are also catered to the culture and its highly unlikely that a menu listing in Chicago would match a menu listing in India as beef and pork products are not offered in recognition of Indian religious sensitivities. Regional variation can definitely impact business forcing them to adapt. Establishing an operations in a rural area as opposed to a metropolitan area create different dynamics. Regional variations can extend from the type of talent pool available in the area and existing competition. Each element has a direct influence on business planning.

Changing Family Definition Impact on Organization

Socio-Geographic Factors Research

The family as an institution is a social universal (Kottak & Kozaitis, 2003. p.267). The current economic conditions have altered the traditional values, placing more pressure on families and impacting organizations directly. Many family issues genesis from the economy and are financial in nature. With both parents in the workforce voluntarily or otherwise, when both parents work it is challenging to maintain a certain quality of life. To combat the pressure working parents endure many organizations are offering employee wellness programs to assist their employees in managing their work and life balances, preserving harmony at home. When our natural family isnt available or adequate in meting our needs, we construct family affiliation-psychological ties with people we love and can count on for emotional, social and material support (Kottak & Kozaitis, 2003. p.267). We spend a majority of our waking hours at work and McDonalds recognizes changes in family roles and has taken action to accommodate working mothers and fathers, via tuition reimbursement, child care assistance, flexible schedules, telecommuting opportunities and the like. These types of balances these programs provide are especially important in dual working households. In addition McDonalds provides individualized career development plans and an organizational career path for those with the desire. McDonalds provides unlimited resources that give flexibility for working families demonstrating excellent leadership practices through cultural, environmental and social understanding, consistent with their mission and vision statement. Conclusion Socio-geographic elements influence businesses like McDonalds in many ways. For McDonalds to remain competitive and effective in the business landscape McDonalds recognizes that the changing family, globalization needs to be addressed and leveraged. McDonalds has a proven track record with collaborating with diverse groups and societies,

Socio-Geographic Factors Research

seeing beyond class and gender and focusing more on skill level, potential and ability to perform. Classification, regional differences and the changing family are areas that McDonalds continues to analyze, develop best practices and find ways to build them into the McDonalds way of life and pass that along to their internal and external customers.

References

Socio-Geographic Factors Research

Kottak, C. P., & Kozaitis, K. A. (2003). On being different: Diversity and multiculturalism in the North American mainstream. New York: McGraw-Hill. Lacey, J. (2004-2005). Job outlook for college graduates. Occupational Outlook Quarterly. Winter 04-05. Retrieved from the internet on November 5, 2011, from, http://www.bls.gov/opub/ooq/2004/winter/art02.pdf McDonald's. (2011). Our Company: Diversity. Retrieved from http://www.aboutmcdonalds.com/mcd/our_company/diversity.html McDonald's. (2011). Our Story. Retrieved from http://www.mcdonalds.com/us/en/our_story.html n.d. (2008). McDonalds Corporation. Marketing at McDonalds. http://www.mcdonalds.co.uk/static/pdf/aboutus/education/mcd_marketing.pdf Ritchie, J. (2010). How McDonalds Thrived During the Recession. Retrieved from http://www.mint.com/blog/trends/mcdonalds-recession-09212010/