temporary or part time workers it takes more time for them to get in tune with

Temporary or part time workers it takes more time for

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temporary or part time workers, it takes more time for them to get in tune with the work culture and deal more confidently with their customers. Also, another observation by Canen in their research studies (2002) is that employees consider employment at McDonalds as a temporary arrangement and not as an opportunity for growth. Most of them are part time workers and students, hoping to get employment in the field of their education and their choice. This is why McDonalds encourages internal leadership training, growth and motivates employees to grow within the organization. Once
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8 the employees reach a managerial position and realize that they gain immense satisfaction from the job, they don’t feel the need to look elsewhere for other opportunities. When people come in search of jobs from different cultural backgrounds to the United Kingdom, they wish to fulfill their most basic needs of livelihood. While they work in McDonalds, they are on the lookout for jobs which help in spiritual and personal fulfillment. The need for integrating the complex cultural network in McDonalds is prominent and hence it is very important to put work procedures and principles in place which safeguard the interests and psychological mindset of immigrant workers. Employees from the same cultural background have the tendency to form groups and communicate .This causes a feeling of team work, antagonism and disturbance amongst the delicate working culture within the organization. In order to avoid this occurrence it is necessary that McDonalds trains its employees to look beyond the differences and work together unanimously. In the coming years, diversity management will come to touch more intricate roles of business processes including corporate strategy, CSR, organizational structure and impact, corporate marketing and sales. Studies show that the probability of outperformance in both gender and ethnically diverse companies. In McKinsey’s latest report, which examined data for over 366 public companies spanning different countries such as Canada, Latin America, the UK and USA. Financial results and results of the management and board were compared to reveal: - Companies which encouraged more racial and ethnic diversity gained 35% more financial profits then their industrial competitors - Companies which encouraged gender diversity gained 15% more financial returns then their industrial counterparts. - Companies which did not encourage workplace diversity with regards to both racial, ethnicity and gender consequently earned less financial returns than their counterparts - In a recent study in the United States, it was shown that the increase profit margins of the enterprise were directly co-related to the increase of racial and ethnic diversity in the senior management section. In the United States, there is more positive financial impact on the companies which encourage racial and ethnic diversity rather than just gender diversity because efforts to improve gender diversity have already yielded good results.
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