Introduction McDonald’s Corporation is one of the leading companies in the world, having been in the field of fast foods for years. The company prides on its customer base around the world and has established companies in more than 100 countries around the world. It has 30,000 local restaurants and supplies its products to more than fifty million customers daily (McDonald’s 2011). In order for McDonald’s Corporation to remain relevant and have sustainable competitive advantage, the company has embarked on sound management and leadership. This paper evaluates McDonald’s management and leadership style, the role of managers in creating and maintaining a healthy organizational culture and recommends on how McDonald’s can create and maintain its culture. Management and leadership at McDonald’s In evaluating leadership and management approaches at McDonald’s, it is quite significant to understand its work culture how it is continuously maintained to promote a sustainable growth throughout its operations around the world. McDonald’s work culture requires the efforts of individual line managers in charge of various sections of management. Through delegation of duties, managers at McDonald’s are able to supervise operations and mingle with employees (Goldman, Santos & Tully, 2008). As role models, managers at the company take lead in demonstrating how business is supposed to be done. Senior management at McDonald’s has concern for its employees and has developed strong relationships. Every line manager focuses on motivating employees which is important in bringing out the best out of every person including low-skills workers. McDonald’s Corporation further believes in training of leaders at all levels within the management structure. This objective is made possible by partnering with Hamburger University which impacts employees with skills and knowledge necessary for better service delivery. As a result, the company has invested in nurturing professional talents in order to meet the needs of the company (Goldman, Santos & Tully, 2008). It therefore follows that the company does not only train its executives and managers but also appreciates the need to have empowered employees through reinforcement of its culture. As such, McDonald’s identifies employees as main pillars who have to be valued in terms of their remuneration and working benefits. Although all managers at McDonald’s have played significant roles in promoting the performance of the company, its CEO has demonstrated exceptional qualities and leadership styles. Jim Skinner has worked for the company for more than thirty years, having served in several positions before rising to the helm of McDonald’s management. As a charismatic and transformational manager, many successes which have been realized by the company are attributed to his management through redefining the company’s vision and business direction (Goldman, Santos & Tully, 2008). Having had immense experience with the company, his election as the CEO allowed the company to experience global corporation. He has played key roles in streamlining communication between employees and managers, focusing on the need to satisfy their needs. He appreciates the work played by em