Learning journal Essay Example | Topics and Well Written Essays - 750 words

Learning journal - Essay ExampleAnalysis Firstly, when analyzing McDonalds as a Holographic Organisation, it must be taken into consideration whether the knowledge or education is equally shared amongst the different parts or components of the company. Herein, it is found that McDonald in its endeavor to absorb the Chinese youths, tends to propagate the idea of the concerns vision and mission philosophy to the new entrants. This creates a soul of emotional attachment to the concern in people belonging to diverse communities (Morgan 100). Secondly, concentrate on the tenet of Redundancy related to the Holographic Organization, it is found that McDonalds in its foreign operation base in China works to formulate policies that would help in reducing the level of attrition rates. The new form _or_ system of government assemble by the firm would involve people into several recreational activities, thereby creating an amicable and comradely relationship with the employee communities (Morgan 100). Thirdly, in relation to the Redundancy principle as practiced, it is observed that the production of new policy sets pertaining to human resources administration in the enterprise eventually matches the needs of the external surroundings. The management dust of McDonalds observed that retention rates in the service sector in the Chinese region is kinda low, for which there is a potential lack of absorption and sustenance of the right talent force. Thus, new set of human resource policies put in place is taken to enhance the relationship of the concerns service sector with its potential employees (Morgan 100). Fourthly, working based on the principle of Minimum Specs, the management body of McDonalds striving to enhance the operational potential of the employees that pertain to the Chinese province is found to skip the constraints emanating from firm bureaucratic controls. The people in the concern were rather made to feel the organization as a peoples place, which in turn helped in generating due potentials and productivity for the concern. Thus, here the managers of McDonalds worked as enablers, thereby enabling the people to render their individual potentials. Fifthly, it can be observed that McDonalds as an international concern providing fast food service works on the principle of Deutero-Learning or Learning based on the Third Loop. The Third-Loop learning process reflects the business organization to posses brains, thereby focusing on ever-changing its existent business policies and value sets while keeping in mind the changing external business environment. The business organization in the process of adapting to the changes in the external business environment through policy and structural changes focuses on bringing out or engaging the employees to deliver their surpass performance and potentials. The management body of McDonalds has also learnt by dearth of its operation in the Chinese region that power to engage employees by invol ving them into creative and innovative pursuits would result in enhancing their level of devotion towards the concern. This increasing sense of loyalty would also augment their commitment levels regarding the fulfillment of tasks rendered (Brown, Kenney and Zarkin 6 Shams and Jackson 248). The homo Resources Management team at McDonald