Talk:McDonald's

message: Is there anyone who can incorporate the recent controversy surrounding McDonald's in the critisism section, about giwing away free foods to the Israeli forces amidst unprecedented blockade on food, water, and supplies in Gaza? This situation has led to protests outside McDonald's outlets in Lebanon, with many also advocating for a boycott.
Many in Egypt also are protesting for boycott 182.183.0.254 (talk) 22:09, 13 October 2023 (UTC)
replies: text: Is this really significant enough to include in this article? This hardly seems notable. 2601:246:4400:300:DC61:78D1:4641:C5C6 (talk) 09:50, 9 January 2024 (UTC)

text: this is already noted on the Criticism of McDonald's page Catboy69 (talk) 15:39, 9 January 2024 (UTC)

text: My only problem is that it says "accused". It's entirely correct that Israel are committing war crimes. AlenaEK (talk) 12:02, 11 April 2024 (UTC)
thread_title:  Recent controversy on Israel-Palestine issue. 

message: Hello everyone, I planned to remove outdated material from the article to ensure its relevance to the current landscape in 2024. However, I want to ensure that these deletions align with the community's standards. Let's discuss whether these changes are appropriate and seek consensus on how to best maintain the article's accuracy and relevance. د بڠساون (talk) 23:02, 18 April 2024 (UTC)
thread_title:  Relevance of McDonald's Employee Relations in the United States in 2024 

message: Using a directive decision-making style can be least appropriate in the McDonald’s workplace due to its limitations in fostering employee engagement and innovation. This style, characterized by quick, top-down decisions with limited input from employees, can lead to several drawbacks.
Firstly, a directive approach may stifle employee creativity and reduce morale. McDonald's employees, particularly those on the front lines, often have valuable insights and suggestions for improving operations and customer service. When decisions are made solely by managers without consulting these employees, opportunities for innovation and process improvement can be missed (Tannenbaum & Schmidt, 1973).
Secondly, the directive style can create a rigid work environment where employees feel undervalued and disengaged. This can negatively impact teamwork and communication. For example, when employees are not involved in decision-making processes, they might be less committed to the decisions made, potentially leading to lower productivity and higher turnover rates (Vroom & Jago, 1988).
Moreover, the dynamic and fast-paced nature of McDonald's operations requires flexibility and adaptability. A more inclusive decision-making style, such as participative or consultative, can better harness the diverse perspectives and expertise of the workforce, leading to more effective problem-solving and a more positive organizational culture (Likert, 1967).
In summary, while the directive decision-making style can be effective in urgent situations, it is generally less suitable for the McDonald’s workplace due to its potential to hinder employee engagement, creativity, and adaptability (Yukl, 2013).
### References:
- Likert, R. (1967). *The Human Organization: Its Management and Value*. McGraw-Hill.
- Tannenbaum, R., & Schmidt, W. H. (1973). How to choose a leadership pattern. *Harvard Business Review*, 51(3), 162-180.
- Vroom, V. H., & Jago, A. G. (1988). *The New Leadership: Managing Participation in Organizations*. Prentice Hall.
- Yukl, G. (2013). *Leadership in Organizations* (8th ed.). Pearson. Cameron23848 (talk) 14:56, 17 May 2024 (UTC)
replies: text: Not done: It doesn't look like this has anything to do with McDonald's specifically, and is also written in argumentative form, which isn't how encyclopedia articles should be formatted. Tollens (talk) 17:37, 17 May 2024 (UTC)
thread_title:  Semi-protected edit request on 17 May 2024 

message: change The Fight for $15 labor organization aided the workers in filing the complaints to a rigid work environment where employees feel undervalued and disengaged. This can negatively impact teamwork and communication.The Fight for $15 labor organization aided the workers in filing the complaints.
Vroom, V. H., & Jago, A. G. (1988). The New Leadership: Managing Participation in Organizations. Prentice Hall. Cameron23848 (talk) 15:04, 17 May 2024 (UTC)
replies: text: Not done: See above. Tollens (talk) 17:39, 17 May 2024 (UTC)
thread_title:  Semi-protected edit request on 17 May 2024 (2) 

message: change its treatment of employees to due to the dynamic and fast-paced nature of McDonald's operations requires flexibility and adaptability. A more inclusive decision-making style, such as participative or consultative, can better harness the diverse perspectives and expertise of the workforce, leading to more effective problem-solving and a more positive organizational culture
Likert, R. (1967). The Human Organization: Its Management and Value. McGraw-Hill. Cameron23848 (talk) 15:16, 17 May 2024 (UTC)
replies: text: Not done: See above. Tollens (talk) 17:40, 17 May 2024 (UTC)
thread_title:  Semi-protected edit request on 17 May 2024 (3)