Creating Organizational Culture.docx

Inevitable for companies of this scale it may cause

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inevitable for companies of this scale, it may cause irreparable damage to the Burger King brand name and the company image. An event Burger King should follow is when a few Popeyes restaurants were targeted as a source of salmonella in multiple instances, and Popeyes took this very seriously 15 . They launched a thorough investigation to be able to find the source of this, and completely discontinued the flow of chicken to customers in those regions until the investigation was concluded. Popeyes may have lost short-term revenue by stopping business, but it was seen that customers appreciated Popeyes response to this situation, and how it highlighted that the company in fact does care about the customers well-being . After the source was found to be a bad chicken factory processing system, they resumed business as usual, and were successful in doing so. Burger King did not do this, and kept customers in the dark about their situation, something that was quite damaging to the Burger King business and name. Alternatives For Burger King to comprehend the core issue causing problems within their organizational structure, they must see what their current structure is, and how it is causing inefficiency. Currently Burger King can be classified as a company which
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follows functional departmentalization, which means that the functions of the business are the basis for how they group together employees, and how resources are allocated 16 . Accountants only work with accountants, human resources only works with human resources, and public relations workers only work with other public relation workers. This type of organizing of employees comes with its benefits and drawbacks. One benefit for this type of organization is how it helps them spread their company and maintain it across an international level. Each and every group is easier to maintain the same strategies that the corporation wants to instill. Another benefit is that this structure can be said to help with upkeep in their North American organization. The main drawback is that Burger King’s current organizational culture maintains a rigid focus of operations, forgetting that they must be very adaptable to external changes. Centralization means that changes in input from other people in the business with other ideas cannot easily bring their ideas to the table, thus bringing possible improvements to Burger King’s business. This is due to Burger King’s current focus on strictly maintaining their business in North America. Since we see the issues in their structure, we can now give possible solutions The first solution we can offer to fix the misuse and wrong allocation of resources is switching from a functional departmentalization to a divisional structure. Since the main weakness of a functional structure that the pursuit of functional goals can cause managers to lose sight of what’s best for overall organization and therefore functional specialists become insulated and have little understanding of what other units are doing.
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  • Fall '15
  • Cynthia Madsen
  • The American, BURGER KING, Fast food restaurant

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