Research Korner: Mcdonalds Case Study

PESTLE analysis of McDonalds

PESTLE analysis to explain company's international strategy for McDonald If you need a PESTLE Analysis, just send your instructions at ivythesis@gmail.com TABLE OF CONTENT                                                                                                           Page I.     INTRODUCTION                                                                                                                 3 II     BACKGROUND                                                                                                                   3 III    PESTLE ANALYSIS A.        POLITICAL FACTORS                                                                                                 4 B.        ECONOMIC FACTORS                                                                                               4 C.        SOCIAL-CULTURAL FACTORS                                                                                 5 D.        TECHNOLOGY FACTORS                                                                                          5 E.         LEGAL FACTORS                                                                                                         6 F.         ENVIRONMENTAL FACTORS                                                                                   6 IV   CONCLUSION                                                                                                                   7 V     RECOMMENDATION                                                                                                         8 VI   REFERENCE                                                                                                                         9 I.                  INTRODUCTION Globalization has made the globe considerably smaller.  States lines have turned into practically a divider separating certain regions of a massive unitary community.  Businesses are the one that are highly affected by this occurrence.  The virtual closeness of states has made trade and commerce an international event.  Together with these advances, the key standards of business are similarly taken into account.  The discussions in this paper shall involve an analysis of the international expansion strategy utilized by a multinational company.  In this case, the situation surrounding McDonald’s will be taken into consideration.  The following annotations and propositions employed in the following discussions are to be supported by claims on journals and academic pieces that address international expansion strategies and international marketing theories. II.               BACKGROUND The modest beginnings of McDonald’s in Illinois turned out to be among the main brand names in the international scene.  It has been synonymous to what is widely-accepted the fast-food concept. The company operates over thirty one thousand stores all over the world to date. It was one of the first to perfect the concept of fast service in the food industry in its early days of operations in 1955. Given that the products of the company are mainly western in character, its operations has also expanded to the Asian region. The first McDonald’s store operated in Hong Kong in 1975.  The first shop operated at Paterson Street in Causeway Bay.  Up to this data, the functions of McDonald’s in Hong Kong covers over two hundred restaurant chains spread in the whole of Hong Kong alone.  In the rest of the globe, it operates thousands of store franchises that functions autonomously. III.            PESTLE ANALYSIS Pestle is an analysis of the external macro environment in which a business operates. According to  (2008), pestle stands for political, economic, social, technology, and environmental factors. A.       Political Factors The international operations of McDonald’s are highly influenced by the individual state policies enforced by each government. (2001, 705) For instance, there are certain groups in Europe and the United States that clamor for state actions pertaining to the health implications of eating fast food. (2005) They have indicated that harmful elements like cholesterol and adverse effects like obesity are attributable to consuming fast food products. On the other hand, the company is controlled by the individual policies and regulations of operations. Specific markets focus on different areas of concern such as that of health, worker protection, and environment. All these elements are seen in the government control of the licensing of the restaurants in the respective states. For instance, there is an impending legal dispute in the McDonald’s franchise in India where certain infringement of rights and violation of religious laws pertaining to the contents of the food. The existence of meat in their menus in India is apparently offensive to the Hindu religion in the said market. There are also other studies that points to the infringement of McDonald’s Stores with reference to the existing employment laws in the target market. Like any business venture, these McDonald’s stores have to contend with the issues of employment procedures as well as their tax obligations so as to succeed in the foreign market.      B.       Economic Factors Organisations in the fast food industry are not excused from any disputes and troubles. Specifically, they do have their individual concerns involving economic factors.  Branches and franchises of fast food chains like McDonald’s has the tendency to experience hardship in instances where the economy of the respective states is hit by inflation and changes in the exchange rates.  The customers consequently are faced with a stalemate of going over their individual budgets whether or not they should use up more on these foreign fast food chains. (2004) Hence, these chains may have to put up with the issues of the effects of the economic environment.  Particularly, their problem depends on the response of the consumers on these fundamentals and how it could influence their general sales.  In regarding the operations of the company, food chains like McDonald’s tend to import much of their raw materials into a specific territory if there is a dearth of supply.  Exchange rate fluctuations will also play a significant role in the operations of the company. As stated in the paragraph above, McDonald stores have to take a great deal of consideration with reference to their microenvironment. The company’s international supply as well as the existing exchange rates is merely a part of the overall components needed to guarantee success for the foreign operations of McDonald’s. Moreover, it is imperative that the company be cognizant of the existing tax requirements needed by the individual governments on which they operate. This basically ensures the smooth operations of the McDonald’s franchises. In the same regard, the company will also have to consider the economic standing of the state on which they operate on. The rate at which the economy of that particular state grows determines the purchasing power of the consumers in that country. Hence, if a franchise operates in a particularly economically weak state, hence their products shall cost higher than the other existing products in the market, then these franchises must take on certain adjustments to maintain the economies of scale. C.       Socio-Cultural Factors Articles on the international strategies of McDonald’s seem to function on several fields to guarantee lucrative returns for the organisation.  To illustrate, the organisation improves on establishing a positive mind-set from their core consumers.  McDonald’s indulge a particular variety of consumers with definite types of personalities. ( 1994) It has also been noted that the company have given the markets such as the United Kingdom, an option with regards to their dining needs.  (2005) pointed out that McDonald’s has launched a sensibly valued set of food that tenders a reliable level of quality for the respective market where it operates.  Additionally, those who are aged just below the bracket of thirty-five are said to be the most frequent consumers of McDonald’s franchises. ( 2005)   The multifaceted character of business nowadays is reflected in the harsh significance of the information on the subject of the existing market.  This procedure is essentially identified in the field as market research. (1997)  Information with regards to the appeal and potential fields of the market would double as obstructions to the success of the company if this area of the operations is neglected.  In the case of McDonald’s they establish a good system in determining the needs of the market.  The company uses concepts of consumer behaviour product personality and purchasing decisions to its advantage. (  1998) It is said to have a major influence on the understanding of the prospective performance of the organisation in a particular market. (2000) D.    Technological Factors McDonald’s generates a demand for their own products. (2006) The company’s key tool for marketing is by means of television advertisements.  There are similarly some claims that McDonald’s are inclined to interest the younger populations more.  The existence of play spots as well as toys in meals offered by the company shows this actuality. ( 1995) Other demonstration of such a marketing strategy is apparent in the commercials of they use.  They employ animated depictions of their characters like Grimace and Hamburglar. Other advertising operations employ popular celebrities to promote their products.  The like  has become endorsers for McDonald’s worldwide “loving’ it” campaign.  Moreover, the operations of McDonald’s have significantly been infused with new technology.  Elements like the inventory system and the management of the value chain of the company allows for easy payments for their suppliers and other vendors which the individual stores in respective markets deal with. The integration of technology in the operations of McDonalds tend to add value to their products. Basically, this is manifested in the improvements on its value chain. The improvement of the inventory system as well as its supply chain allows the company to operate in an international context. E.        Legal Factors There has been the recurrent bellowing in opposition to the fast food industry.  This has similarly made McDonald’s apply a more careful consideration on their corporate social responsibilities.  On the whole, this addressed the need of the company to form its corporate reputation to a more positive one and a more socially responsible company. ( 2005) The reputation of McDonald’s is apparently a huge matter.  Seen on the website of the company, it seems that they have acquired strides to take in hand the key social censures that they have been berating them in the past decades.  The company has provided their customers the relevant data that they need with reference to the nutritional substances of their products.  This is to attend to the arguments of obesity charged against the products of the company.  In the same way, the consumers provided freedom in choosing whether or not they want to purchase their meals. This is tied up with the socio-cultural attributes of the market on which they operate. For instance, operations in predominantly Muslim countries require their meat to conform to the Halal requirements of the law. In the same regard, those that operate in countries in the European Union should conform to the existing laws banning the use of genetically modified meat products in their food. Other legal concepts like tax obligations, employment standards, and quality requirements are only a few of important elements on which the company has to take into consideration. Otherwise, smooth operations shall be hard to achieve.   F.        Environment The social responsibilities of McDonald’s on the state are influential to the operations of the company.  These entail accusations of environmental damage.  Among the reasons why they are charged with such claims is the employ of non-biodegradable substances for their drinks glasses and Styrofoam coffers for the meals. (1997) Several civic groups in Hong Kong have made actions to make the McDonald’s franchises in Hong Kong aware of the rather copious use of Styrofoam containers and the resultant abuse of the environment.   (1997) further indicated that in 1995, McDonald’s Hong Kong went over the Styrofoam used by both Australia and the United States combined. IV.       CONCLUSION Debatably, the most significant contribution of this generation is the combination of globalization and internationalization in the businesses sector.  Developments in the international setting have an effect on the more particular factors in the operations in individual organisations. Alterations could take placer and require intense modifications to the operations such that it could have an adverse effect on the entire structure of the company.  However, as indicated in the arguments and comments in this paper, this could be acquired by setting a certain level of flexibility in the organisation.  This level of flexibility is basically acquired through the acquaintance of both the internal and external environment of the company. Even though McDonald’s may have been deemed as demigod in the fast food business in the international scene, what it preserves as revealed in its processes is the need for flexibility.  The slight changes that take place in the market have an effect on the operations of the business in any case.  This denotes that having the information on the effects of these alterations swiftly provides these fast food industry giants to take fine-tuning actions on their acts and still preserve their market position.  As implied in the introduction of this paper, the markets of nowadays manifest a cutthroat rivalry with the individual competitors, recognized brands or otherwise. Hence, any business in spite of the muscle of the brand name or the size of its reserves could not afford any failures in their individual markets.   V.        RECOMMENDATION The following recommendations shall be based on the conclusions and arguments above.    l          Political Factors   Since it is apparent that the company is expanding continuously, it is wise to deal directly with the proper authorities in the respective markets that they intend to operate in. This way, a good way of establishes good relationship with the government. It is advisable that the company rests on the good graces of the government on which they will be penetrating. To do this, all they have to do is accomplish all the prescribed acts and satisfy all the prerequisites for doing business. The company must also be acquainted with the law in order to know what their responsibilities and their possible liabilities.   l          Economic Factors   Before penetrating the market, the company must carry out a well conducted market research, especially in the movements in the economic environment. The frequency of the shifts in the inflation rate as well as the fluctuations in the exchange rate affects the operations of the company.   l          Socio-cultural Factors   Obtain the relevant information from the target market in addition to the individual customers of the organisation. It is imperative that before a franchise is granted to a particular market, a well drafted and comprehensive market research should be conducted initially so as to establish the acts that would conform to good customs, public policies, and morals of the said state. Similarly, the company should find out the shifts in areas like the consumer behaviour and purchasing patterns of the market. Fundamentally, this is the key condition for executing a suitable customer relationship management system.   l          Technological Factors   Use the internet to their advantage. The cost-effectiveness, interactivity and real-time effects of the communications are a good way to find suppliers. It is also a good way to correspond with the respective McDonald’s headquarters in every state. The company must also look into the use of IT to enhance their inventory operations. As the operations in its inbound and outbound logistics improve, the company will expect significant savings and reduction of costs in the operations.     l          Environmental Factors   Find out the environmental regime that governs the operations in every market. Monitor the waste disposal of the company. Minimize the use of Styrofoam materials and plastic cups. Constant updating of the social corporate responsibility is imperative. This should also entail that the headquarters should take in hand a manner of internal control of those that would infringe upon this company objective. Sanctions such as revoking of the franchise license or a particularly high fine should be installed to serve as a deterrent to infringement.      l          Legal Factors   Hire local counsels to deal with the legal conflicts in individual markets on which the company may encounter. This is shall ensure the company that the lawyers that will handle their legal affairs are more versed with the legal regime that would iron out certain creases on their operations.

PESTLE analysis of McDonalds

PESTLE analysis to explain company's international strategy for McDonald If you need a PESTLE Analysis, just send your instructions a...

PESTLE analysis of McDonalds

PESTLE analysis of McDonalds

PESTLE analysis to explain company's international strategy for McDonald If you need a PESTLE Analysis, just send your instructions a...

Organizations Behaviour, Structure, Processes : The Manager’s Job in Context

Organizations Behaviour, Structure, Processes The Manager’s Job in Context Introduction Organizations is defined as a system of people who are engaged in cooperative action, working together to reach an agreed-upon purpose (2002). Organizational behavior is defined as actions and attitudes of people in organizations. Studying organizational behavior is essential to managers because it helps tem to identify problems, determine how to correct them, and establish whether the changes would make a difference. Organizational structure refers to how an organization is put together. Structure reflects some of the underlying ways that people interact with one another in and across jobs or departments (2002). Every organization is organized into separate functions, which perform specific duties and activities. These processes offer identity for employees and provide them a connection within the organization. Organizational processes must be logical, streamlined paths to the achievement of goals. This report analyzes the behavior, structure and process of McDonald’s. The report focuses on the role of the manager in the organization and the interdependency that occurs between him/her and the people and groups in McDonald’s. Restaurant Manager: McDonald’s Requirements of the Job <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Experience in a management or supervisory capacity in a restaurant, hospitality or retail environment</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Two years of college or related experience</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Reliable Transportation</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Open/flexible Schedule</li> </ul> McDonald’s is looking for managers that are energetic, committed and goal-oriented. Important Characteristics and Traits of a Manager As a leader, the manager’s responsibilities include establishing and directing the vision and mission of the team. The manager is responsible for keeping the members of the team on a consistent track to achieving the team’s vision.  As a project manager, the manager is responsible for the direction of the team’s operations by scheduling the consumption of the department’s resources, as well as people and capital equipment. As a coach, the manager selects the people for the team and improves the performance of people using constant counseling. As a coach, the manager works with people to help them become greater contributors by helping them to improve their efficiency and effectiveness.   The Manager is responsible for 1. Planning The manager defines and sets goals, figures out ways for achieving these goals, and develops a comprehensive hierarchy of plans to integrate and coordinate activities to reach the goals. Setting the goals keeps the work to be done in its proper perspective and helps organizational members keep their attention on what is most important (2002). 2. Organizing The manager ensures that the necessary human and physical resources are available to carry out a plan and achieve organizational goals. Organizing includes all managerial activities that translate required planned activities into a structure of tasks and authority (Sims 2002, 10). 3. Leading The manager constantly interacts with individuals and groups. Leading involves interpersonal processes such as motivating, communicating, coaching, and showing employees how they can reach their goals (2002). 4. Controlling The controlling function includes activities that managers undertake to ensure that actual outcomes are consistent with planned outcomes ( 2002).         Individuals and Groups that the Manager interacts with Crew Members The crewmembers can be assigned in the back area (kitchen), front area (dining) or in Drive Thru. The crewmembers serve all the customers with efficiency and quality. They must also ensure the quality of the products and service that the customers get. In the dining area, the crewmembers interact with the customers and make sure that their visit is as pleasant as possible. They are also responsible for maintaining the standard of cleanliness inside the restaurant. Shift Manager The shift manager helps the restaurant manager and assistant manager in managing the restaurant. The shift manager manages the crew on shift to deliver outstanding Quality, Service and Cleanliness. Assistant Manager Some of the assistant manager’s responsibilities are managing budgets, inventory control, and human resources. The assistant manager is also responsible for maintaining the standards for quality products and efficient service. Operations Supervisor Operations supervisor provides leadership, coaching, and direction. The operations supervisor constantly deals with the restaurant manager and the restaurant leadership team to maximize long-term sales and profit potential.     Training Consultant The training consultant is the one in charge with the training and development of the staff. The training consultant is responsible for motivating the McDonald’s team. He or she improves individual performance and contribute to restaurant results. Business Consultant The business consultant is responsible for maximizing the potential for a restaurant. He/she optimizes sales, profits, and people. Human Resources Consultant The human resources consultant provides direct support to the corporate restaurants or recommendations and advice to the franchisees.   Nature of Interdependency The restaurant manger overlooks the entire operation and is responsible for planning and goal setting. The restaurant manager coordinates with the assistant manager whose main responsibility is managing the budgets and inventories of the restaurant and with the shift manager who overlooks the operation and ensures that the quality of the food and service on a shift. The assistant manager and shift manager ensure that the staff or crewmembers are following the standards of the restaurant. The operations supervisor coordinates with the restaurant manger in order to come up with strategies to maximize profits and long-term sales. The restaurant manager also coordinates with the training consultant who is in charge of the training and development of the restaurant employees. The business and HR consultants are important persons that help the restaurant manager.         Evaluation of the Interdependent Group Pooled Interdependence The interdependence that exists between the critical members of the group is pooled interdependence. Under pooled interdependence, according to  (2002), each part makes separate contribution to the whole and is in turn supported by the whole. McDonald’s approach for pooled interdependence is standardization. According to  (1993), pooled interdependence arises when inputs are contributed by many different sources (p.61). Pooled Interdependence occurs when two or more workers are carrying tasks that do not require any exchange of information or materials between them, but each is contributing to the same end (1992). In pooled tasks, each individual contributes incrementally to overall task completion, and hence, team performance. Minimal coordination and communication are required of team members in order to accomplish the task (1997). The organization depends on and supports the proper function of each element. McDonald’s is coordinated by standardization. Rules are internally consistent, the tasks or practices inside the organization is constant, repetitive and limited enough to permit appropriate application of rules to various situations. McDonald’s promote a standardized interdependence that involves the establishment of routines, procedures or rules to constrain action consistent with those of others. In addition, McDonalds also has a mechanistic organizational system that is characterized by confidence on formal rules and regulations, centralization of decision-making, narrowly defined job responsibilities, and a rigid hierarchy of authority. The emphasis is on following procedures and rules. A mechanistic system is essentially a bureaucracy. Bureaucracy is characterized by principles that include: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Specialization</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Hierarchy (chain of command)</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Rules and regulations</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Rational decision-making</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Selection and promotion based on technical competence</li> </ul> McDonalds is an organization that has relatively mechanistic system in terms of dimensions like hierarchy of authority, centralization, rules, procedures, impersonality, chain of command, and span of control (2002). Recommendations Performance Management Performance management is the integration of performance appraisal systems with broader HRM systems as a means of aligning employees’ work behaviors with the organization’s goals. The performance management system must be consisting of processes used to identify, encourage, measure, evaluate, improve, and reward employee performance at work. In order to achieve a better organizational performance, an effective performance management system must be employed. This performance management system must: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Define performance. It is desirable to carefully define performance so that it supports the organization’s strategic goals. The setting of clear goals for individual employees is a critical component of performance management.</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Empower employees. It is desirable to empower workers to deal with performance contingencies.</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Measure performance. Measuring performance does not need to be narrowly conceived but can bring together multiple types of performance measured in various ways.</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Encourage feedback and coaching. In order to improve performance, employees need information about their performance, along with guidance in reaching the next level of results (2002)</li> </ul> Performance management should begin by determining why it should take place at all. Performance management helps organizations sustain or improve performance, promote greater consistency in performance evaluation, and provide high-quality feedback. Performance management helps organizations link evaluations to employee development and to a merit-based compensation plan ( 2000). Performance Appraisal Performance appraisal is an evaluation and development tool, as well as a formal legal document. Appraisals review past performance—emphasizing positive accomplishments as well as deficiencies and drafting detailed plans for development. By emphasizing the future as well as the past, documenting performance effectively, and providing feedback in a constructive manner, employees are less likely to respond defensively to feedback, and the ap praisal process is more likely to motivate employees to improve where necessary. The performance evaluation also serves a vital organizational need by providing the documentation necessary for any personnel action that might be taken against an employee (2002). The organization must come up with a performance appraisal system that is thoroughly studied by the managers. The managers and the HR consultant must ensure that all of the members of the organization have confidence in the appraisal system. Manager’s Roles <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Lead performance management and improvement initiatives</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Mobilize commitment for performance management and improvement </li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Change systems and structures to support performance management and improvement</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Monitor employee progress through performance management initiatives</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Make performance improvement last by reinforcing and rewarding employee growth and development</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Create a shared need for performance management and improvement</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Shape a vision for performance management and improvement initiatives</li> </ul>   Conclusion Communication and interaction between the manager and the people in the organization is essential in achieving a more effective performance. Poor employee performance occurs when the manager fail to communicate and interact with the employees. The manager must be able to determine what the organization is attempting to achieve. An effective performance improvement initiative, according to Gilley and Maycunich always begin with needs. Essentially, the purpose of performance improvement is to increase the organization’s success. The performance improvement process of McDonald’s must consist of: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Analysis</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Design</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Development</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Implementation</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Evaluation</li> </ul> Even a successful international company like McDonald’s have problems when it comes to its organization. The company lives by a highly standardized system for its products and services. The manager must be able to build an environment that supports healthy interaction between the members of the organization focusing on both the company and individual goals. Each member of the organization is important and interdependency exists all throughout the organization structure. The manager must be able to effectively manage and evaluate performance. Every member is also entitled to training and learning opportunities that will enhance their skills, knowledge and abilities and organizational productivity. The manager plays an important role in achieving the individual and organizational goals. The restaurant manager of McDonald’s must be able to develop employees who:   <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Examine closely the processes they use to achieve their objectives or results and then eliminate unnecessary steps</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Determine what additional steps or actions need to be taken to achieve success or avoid failure</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Use information or documentation effectively</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Assemble or create their job aids based on their work experience</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Successful in scouting out sources of information outside of their own workplace</li> <li class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph; line-height: 200%"> Have intrinsic motivation that helps them take initiative in overcoming barriers</li> </ul>

Organizations Behaviour, Structure, Processes : The Manager’s Job in Context

Organizations Behaviour, Structure, Processes The Manager’s Job in Context Introduction Organizations is defined as a system of people...