Essays on Labor Relations in Fast-Food MNCs Case Study

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The paper "Labor Relations in Fast-Food MNCs" is a great example of a case study on management. Over the past years, the fast-food industry has immensely grown hence becoming a major industry in the world. Their services have changed from simply hot dogs to a variety of other delicacies. With this in mind, fast food restaurants have spread to other regions hence becoming a global industry (Allan, Bamber & Timo 2002, pp. 35). Among the restaurants that have spread their wings to other countries apart from the United States is the McDonald’ s.

This is an example that has brought about employment in many countries hence expanding the global market on human resource management. Employees have largely benefited from the introduction of these chain stores in various countries courtesy of McDonald’ s (Royle & Towers 2002, pp. 76). Employees are to a greater extent related to the human resource hence with such a large organization like this one, there is the need to incorporate collective agreements and policies that will be guided by the trade unions in various countries. In this discussion we are going to place major emphasis on comparing and contrasting how United States, Germany, and Australia apply the policies that have been kept in ensuring the well being of employees in the fast-food industries in these countries.

In the three countries, we will take an in-depth look at how McDonald is taking measures to ensure that there are different yet acceptable practices that are adhered to the management of human resources in different nationalities. Our main aim is to consider the role of human resources in the employment process laying focus on the environmental factors some of which may include political, cultural, economical and even technological factors. DiscussionHuman resource management involves a set of activities which are mostly personal that link strategically to the objectives of the organization.

Among the activities involved with the human resource are how to manage on the performance of employees, planning on the human resource, training, and development of employees, paying of employees, recruiting more people to work in an organization, and finally industrial relations. McDonald’ s is an international organization hence its human resource department should focus on a global environment that applies both internal and external processes in the management of its resources (Royle & Towers 2002, pp. 74).

References

Abdullah, F. S 2009, McDonald's case study, Retrieved August 7, 2012, from: http://www.scribd.com/doc/16050821/McDonalds-Case-Study.

Allan, C., Bamber, G. & Timo, N.2002, ‘Employment relations in the Australian fast-food industry’, Labour relations in the global fast food industry, Routledge, London.

Armstrong, M. 2000, Strategic human resource management: A guide to action, Kogan Page Publishers.

Labor Relations in the Global Fast-Food Industry, Retrieved August 7, 2012, from: http://www.nyt-om-arbejdsliv.dk/2omtale.aspx?itemID=43.

Leidner, R 2002. ‘Fast food works in the United States’, Labor relations in the global fast food industry, Routledge, London.

Leidner, R 2002, ‘Fast food work in the United States’, in Royle, T & Towers, B (eds) Labor relations in the global fast food industry, Routledge, London, pp. 8-23.

Royle, T 2002a, Labour Relations in the Global Fast Food Industry. London: Routledge

Royle, T. & Towers, B. (2002). Labor relations in the global fast food industry, Routledge, London.

Royle, T 2002b, ‘Undermining the system? Labor relations in the German fast-food industry’, in Royle, T & Towers, B (eds) Labor relations in the global fast food industry, Routledge, London, pp. 76-101

McCallum, R 2011, 'American and Australian Labor Law and Differing Approaches to Employee Choice', ABA Journal Of Labor & Employment Law, 26, 2, pp. 181-199, Business Source Complete, EBSCOhost, viewed 7 August 2012.

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