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Outcome of the Mcdonalds change study
How did you explain the success or difficulties experienced in your change case?
The success of the change can first be explained and justified by the alignment that it has with the environment.
Through the PESTEL analysis, it can be seen that McDonald took the decision in a political context that is favourable: for instance, the UK government showed some concern about the health and the safety of its people. Thus some standards that are aligned with McDonald’s change had to be met.
Also, it is important to mention that Mcdonalds is a first mover in this industry. Unfortunately some competitors had taken a large advance concerning this topic. Then, catching up with them was a necessity for Mcdonalds not only to be kept on the loop but also to keep its first mover advantage.
These two points were significant to the implementation of the project. Highlighting the importance and the benefits of the change helped the firm to convince its internal stakeholders about the necessity of the modification. And this particular point can explain the success of this change
The difficulties experienced in the change case are the following:
The resistance while implementing the change: employees were not particularly receptive to the necessity of change at the beginning of the process.
This resistance can be explained by a Different assessment of the situation from the employees, Some managers and employees were opposed to this change because they had a fear of the ineffectiveness of this new strategy.
The other resistance was related to the technological facilities being used by the McDonalds team. As employees thought that the systems that were used by the McDonalds team to implement IM Campaign might be downgraded due to the rapid advancement in the field of IT these days. Thus there was a general fear of a weak costumer’s response to the new campaign.
Another ordeal that had to be overtaken in this case is the numerous conflicts that were witnessed in the firm. The low tolerance of change has a significant impact on this particular point. So does the cultural differences among employees and their unwillingness to take risks.
What do you retain from the digital research?
-What did you learn
Regarding the organizational change, we noted that one of the biggest issues for change is the human factor. Before being a combination of rules to follow, a change always goes through humans and the following points can create an obstacle to modifications:
The cultural aspect: people can be attached to a certain way to do things, their tolerance to change can be very low because of this especially if the people in question have a significant experience.
The communication: a bad communication can create problems within the teams. Misunderstandings can happen because of this.
Concerning the pedagogical experience, we learned to have more autonomy in our researches and learning process. Also we had to be able to conduct a self assessment to evaluate our own work and judge whether the results of our digital investigations are useful and pertinent or not.