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We at McDonalds

If you are trying to create a mob, you can just shout out and you will have a gathering in no minutes. But that is NOT a group in essence. A group is formed of likeminded individuals who are gathered on a same purpose and work on a systematic synchronization. But to form a group needs a comprehensive method or a system.

In the year 1965, Bruce Tuckman gifted us with the model of group development in the typical Dr. Suess style. According to original system proposed by Tuckman, there were four stages to the group development process, as follows:

a)      Forming – This is the stage where the group is just forming. Group members are getting introduced and coming to know each other. The shy members are not being favorable and the extravert members are asserting their leadership over the group. At this stage, the group is yet not a group and it still works on the psychology on an individual basis.

b)      Storming – But the initial struggle to decide the hierarchy of dominance does not end in the previous stage. It continues on to the second stage known as ‘storming’. In this stage, a natural fight among who the leader will be and who the follower will be is decided, through extensive back and forth social momentum.

c)      Norming – Now, let us say the social hierarchy is being set and we have a certain leader for us. This is the perfect time to set the norms, the objectives and policies of the group. This decides the basic structure and ideology of the group. At this stage, it is not about individual power but about establishing the group identity. This is highly susceptible to revert back to the Storming stage and that’s why communication is subtle and implicit most of the time.

d)      Performing – Everything is determined at this moment and the group is supposed to head towards action now. With the stable internal structure and preset ideology and purpose, the group is all ready to take the plunge now.

Even in McDonalds, we follow these same stages of group development. To start with the introduction, we are a group comprising of six members in our team. We work at the front end, which is catering food to the customers. Sometimes, if we have been contacted on a delivery at a certain place and time, and it is urgent, we take on that job as well. So, our job profile includes the food catering service mainly.

In our group, the team members are supposed to be active during the work hours and that is why, we have chosen some young people for the group. The oldest member is twenty-nine years old and the youngest member is around nineteen years old.

We are an efficient group of front-end workers and peering closely at the interaction sort of our group, it can be proclaimed that we are at the ‘performing’ stage of group development at this moment. The longest time was taken during the ‘norming’ stage.

It was the time when group ideology, or identity, is being decided and instilling the vision and focus of the McDonalds can be somewhat hard to infuse into minds of the young people.  They had to understand that McDonalds is not just a burger company servicing people. It is important to understand that McDonalds is a people’s company first of all, and there goes more into the functioning of the company other than just producing burgers. This is basically instilled into every employee working for McDonalds - from the restaurant manager to the door attendant. And this is even more important for the food-catering end to understand and believe in.

So, it can be easily said that our group has moved into the ‘performing’ stage and now the most crucial factor is to keep up the motivation and performance going.

 

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