Essay on Conflict Management Styles - 946 Words

Conflict Management Styles Conflict occurs in organizations whenever a difference of opinions exists. People disagree over many things including but not limited to, policies and procedures, the overall direction of the company, and distribution of rewards. This type of conflict is substantive conflict, as described in our reading text organizational behavior as a, fundamental disagreement over ends or goals to be pursued. The second type of conflict is emotional conflict; which involves, interpersonal difficulties that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like. This type of conflict occurs when two or more persons do not see eye to eye or simply do not get along for whatever reason. I†¦show more content†¦If he senses unhappiness or potential conflict with regards to a situation, he now calls the person or persons in question in to his office to discuss. He encourages his employees to look at the bigger picture rather than the small one - the issue. By doing this and having them focus on the overall aim and objective of the company, he successfully manages to put conflicts and differences of opinion into a real life perspective. To summarize our approach to direct conflict, I can assure you that we have tried all of the five different approaches to conflict management. The company originally tried the avoidance method. This method clearly did not work. It resulted in unhappiness, frustration and the eventual termination of employment of one employee. We do occasionally use the accommodation or compromise methods of dealing with conflict but realize that these are only temporary measures or a band-aid fix to a potentially larger problem. We very rarely use formal authority to end conflict. In the type of business we are in there are often times no right or wrong answer to a particular problem and using authority to issue a directive can be a potentially damaging way to deal with a situation. Most of our issues need to be discussed and all parties in agreement in order to provide the best possible service to the client. In this way we are in a win-win situation. We have weekly staff meetingsShow MoreRelatedConflict Of Conflict Management Styles1690 Words   |  7 PagesMany people do their best to avoid conflict at all costs, but it is an occurrence that everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous, however learning how to handle the conflicts can make them seem less bothersome. Learning how to manage conflict is a key factor in becoming a manager and the execution of that learning can be very different from manager to manager. Shanker (2013) describes conflic t management styles as an equation involving the dispositionRead MoreConflict Management Styles1081 Words   |  5 PagesConflict Management Styles Myron Harris 09/30/2012 CJA/444 Allen Cole Conflict Management Styles Conflict usually occurs when individuals within a group or organization has differences in opinions. When individuals are in a disagreement about something like policies and procedures or even the overall direction of which an organization or company is heading it can become very frustrating. As we all know conflict the process of conflict usually begins when an individual or party has perceivedRead MoreWorkplace Conflicts And Conflict Management Styles2734 Words   |  11 Pages Workplace Conflicts and Conflict Management Styles Greg Jefia MBA 5213 Dr. Edwards December 12, 2014 â€Æ' Introduction Conflicts in the workplace and interpersonal relationship are inevitable. Organizational conflict is common in the workplace because people always have divergent views on various issues, interests, ideologies, goals, and aspirations (Deutsch, 1990). Conflict exists in all kinds of environments because people compete for power, jobs, resources, security and recognition. People whoRead More conflict management styles Essay559 Words   |  3 PagesConflict Management Styles nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;How many people have conflicts with there parents? This is not a uncommon thing for young adults to show conflict with their parents. Conflicts are something that occur very often and it seems as though young adults have lots of conflicts with their parents. Some young adults feel as though, if they are eighteen, nineteen, or twenty that they are able to make their own decisions. Whether it be staying out pastRead MoreConflict Management Style With Others1444 Words   |  6 PagesConflict Management Style When considering your conflict management style with others, be it; personal or professional, we tend to use the style that seems appropriate to the conflict. Managing conflict is a difficult task that we all face during our life time, but becoming aware of your own characteristic style could help determine why conflicts result exactly the way they do. It helps determine what is a healthy outcome, or not? Each circumstance is different! Interpersonal conflict is veryRead MoreConflict Management : The Styles And Outcomes Of Managing Conflict1541 Words   |  7 PagesConflict Management: The Styles and Outcomes of Managing Conflict in Modern Society Corbin Metz University of Oklahoma Communication is an obligatory aspect for the existence of human life. In our society today, conflict is managed through various styles, some leading to more positive outcomes than others. Although many people attempt to not confront conflict and rather avoid the issue, which may cause it to worsen, it is an aspect that every person willRead MoreConflict Management Styles Among Corporate Executives1161 Words   |  5 Pagesprevious researchers’ efforts and expertise. A potential research study on â€Å"Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study† is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives). Conflicts are realities of life and can be defined as a â€Å"situation of competition in whichRead MoreConflict Management Styles Among Corporate Executives1161 Words   |  5 Pagesprevious researchers’ efforts and expertise. A potential research study on â€Å"Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study† is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives). Conflicts are realities of life and can be defined as a â€Å"situation of competition in whichRead MoreConflict Management Styles At The Individual And Little Gathering Level961 Words   |  4 Pagesunasked and unanswered: Is there any confirmation that conflict cultures exist at the authoritative level? How do such unmistakable conflict cultures create? How do leaders shape the advancement of conflict cultures? What are the results of conflict cultures for authoritative level results? Answers to these inquiries can t be found in the psychological literature on conflict, which has for the most part centered around conflict management styles at the individual and little gathering level. In thisRead MoreConflict Between Conflict Management Styles885 Words   |  4 PagesConflict Conflict is defined as â€Å"a struggle or contest between people with opposing needs, ideas, beliefs, values or goals† (Popovic and Hocenski, 2009, p. 15). As a manager or leader, you take on the responsibility as a problem solver. Thus,  knowing how to resolve a conflict that respect each individual that is involved shows the ability to deal with conflict. Conflict management styles is being able to manage conflict in a functional manner (Satterlee, 2013).   Ã‚  According to Satterlee (2013) the

Various Attempts to Translate Dantes Divine Comedy Essay

Throughout the past two hundred years, many linguists have attempted to translate Dante Alighieris Divine Comedy into English. While all have been successful in conveying the general meaning of various passages, diction and wordiness have varied wildly; no two translations are identical. This can be attributed to two factors: normal translational variation and the intent of the linguist. Taking both of these into account, John Ciardis 1954 translation is far superior to the others. Unlike previous literary works, The Comedy (divine was added to the title some two hundred years after Dante), written between 1307 and 1320, was originally published in vernacular Italian. This threatened Dantes legitimacy: all other `great works of†¦show more content†¦Both Henry Cary and the renowned English poet, Henry Wadsworth Longfellow, fail to incorporate Dantes distinctive rhyme scheme. This causes their translations to lose much of the poetic value found in Dantes original Italian. The dated, almost Shakespearean diction used by both 19th Century translators makes their volumes difficult to comprehend. While Carys is written in prose--an excellent judgment on his part, as attempting to use poetic form while discarding Dantes rhyme scheme would discredit the original author--Longfellow attempts to keep Dantes three-line stanzas, ruining the flow of his non-rhyming lines. In the end, both Cary and Longfellow fall short of literary success in their translations of D ante due to their attempts to make Dante into a venerable English author: his almost-petty political undertones make it impossible for him to be categorized as such. Allen Mandelbaums 1980 translation uses by far the most modern, contemporary English diction. While written in three-line `paragraphs reminiscent of Dantes terza rima, Mandelbaums translation reads as prose. His greatest shortcoming is that he, like the 19th Century translators, makes no attempt to follow the original rhyme scheme. In this, readers lose some of Dantes original poetic intent. They should, however, consider Mandelbaums translation the superior English prose volume of The Comedy. It does the best job of preserving the plot and meaning of Dantes work, whileShow MoreRelatedDantes Voyage Through Hell1490 Words   |  6 Pagesdown his experiences. His Divine Comedy – the three-part epic poem consisting of Inferno, Purgatorio, and Paradiso (Hell, Purgatory and Heaven)– is generally regarded as one of the greatest poetic feats ever accomplished. All three parts are incredible literary feats with symbolism so complex and beautiful that scholars are still unrave ling all the details today. However, this essay will focus on the first part of Dante’s work, Inferno, which consists of 34 cantos. Dante’s Inferno is a masterpiece

Pakistan Tobacco Company free essay sample

PTC brands, whether international, regional or local, are what drive British American Tobacco. The maxim of British American Tobacco founder Buck Duke Develop a superior product is as relevant today as it was then. BAT employs some 90,000 people worldwide and which has a presence in 180 countries. British American Tobacco has a position of market leader in more than 50 countries selling over 300 brands there. In 2004, the Group sold and produced a nearly 16% share of the global market of cigarettes. PTC is the largest excise tax generator in the private sector in the country.In 2004 alone, PTC paid the government close to Rs. 16 Billion in excise and sales taxes. This amounts to over Rs. 50 million per working day. Over one million people are economically dependent on the industry in Pakistan. PTC strategy reflects their vision being the champions of growth, productivity, responsibility and the winning organization. PTC work to ensure that they deploy their resources and capabilities in the most efficient way. We will write a custom essay sample on Pakistan Tobacco Company or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Insisting on capital effectiveness, and growth they utilize their assets to the maximum.PTC is determined to become an organization with a focused, energized, and diverse talent-pool, achieving sustainable high performance thus translating into their ‘‘Winning Culture’’. Their brands encompass their values and they boast a diversified portfolio catering to the different tastes and preferences of the entire tobacco market. By offering products that are superior in quality, driven by global standards, PTC meet and exceed the expectations of their consumers. They believe that products that pose risks to health, such as tobacco, require regulation.They seek to engage with governments, regulatory bodies and other tobacco companies on tobacco regulation that can tackle real issues in workable ways. They are committed to working with national governments and relevant multilateral organizations, to reduce the health impact of smoking, and welcome opportunities to participate, in good faith, to achieve real progress. Following the ratification of the Framework Convention on Tobacco Control by the Government of Pakistan, they are working with the Government and local regulatory bodies to illustrate their dedication towards the responsible marketing of their brands.PTC’s Environment Health Safety Program is designed to provide a safe workplace for employees, protect the environment, prevent damage to property, enhance employee morale, and assure compliance with applicable laws and regulations worldwide. Today, society also expects compan ies to work towards broader goals beyond the benefit of shareholders and to demonstrate support for communities, high standards of ethical behaviour and greater transparency and accountability.As society’s expectations of corporate responsibility change, they are also changing some of the ways addressing the issues of concern. History Pakistan Tobacco Company was being the first multinational to set up its business in Pakistan in 1947 and beginning operations out of a warehouse near Karachi Port, they have come a long way. From being just a single factory operation to a company which is involved in every aspect of cigarette production, from tobacco cultivation to packaging we have evolved and grown with Pakistan.However, what is significant about these fifty-seven years is the effort that PTC has demonstrated in the development of the country. By being instrumental in the campaign for modern agricultural and industrial practices, they have helped in the development and progress of the agricultural industrial sector in the country. They have been supporting contributing to various causes of national interest. Educating growers in the latest techniques and technology in agriculture, a forestation and free health care in designated areas are but a few examples.Through these fifty-seven years, their continu ous investment in people, brands, technology, innovation and the communities in which they operate has borne fruit in many ways and to mention just a few; they are deemed as a partner of choice by many, our Environmental, Health Safety standards are a source of inspiration for local companies, their Industrial Relations practices have led and influenced local practices, and as a result of all these, their managers are highly valued and sought after people in the Pakistani corporate world based on the training and exposure they give them from very early on in their careers.

Mcdonald’s Essay Example

Mcdonald’s Essay McDonald’s, based in California, USA, has become the most famous and successful fast-food restaurants all over the world. Since the first McDonald’s opened in 1955, till now, McDonald’s has established more than 32,000 chain stores over 100 countries, serving more than 60 million people each day, and gaining around 15 billions incomes per year. In addition, McDonald’s keeps enhancing its brand imagine through different social activities and the sponsorship of special events and sports. (www. McDonalds. com. au) Why McDonald’s is so successful? How can it achieve this? The reason why McDonald’s is so successful is it well implements several business strategies. This essay is going to analyze the recipe of success of McDonal’s and argues that how business strategy influence the staffing strategy. The business strategy of McDonald’s is to deliver outstanding service to its customers, that is to provide its customers quality, cleanliness, quick service and value. Poter’s specialization strategy can help better understand McDonal’s business strategy. Poter (as cited in Phillips and Gully,2011, pp. 31) stated that firms using specialization strategy can be either cost leaders or differentiators. Such a strategy â€Å"focus on a narrow market segment or niche-a single product, a particular end use, or buyers with special needs†. Companies pursue specialization strategy can focus on a particular buyer group, either through a low price or differentiated products or services that other competitors cannot imitate. The nature of McDonalds product is food which everybody needs this makes the idea of a narrow focus strategy a little less likely for McDonalds. The specialization strategy is a combine of cost-leadership strategy or differentiation strategy. We will write a custom essay sample on Mcdonald’s specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mcdonald’s specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mcdonald’s specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Businesses adopt such a strategy often try to develop a competitive advantage through customer intimacy and try to gain and increase customers’ loyalty through meeting their customers’ needs by delivering unique products or services. When hiring empolyees, it is very important that employers should focus on employees’ good people skills. McDonal’s competitive advantage is to provide its customers quality, cleanliness, quick service and value. In such a situation, hiring people with experience and good interpersonal skills can help Mcdonal’s to implement its business strategy However, many of its restaurant employees re teenagers without any work experience. Why is that? As Bechet( 2002, p. 167)stated, business strategy can influence staffing strategy. McDonal’s specialization strategy can be either cost leadership strategy or differentiation strategy. The main focus of cost leadership strategy is to keep costs and prices low. Organizations th at adopt such a business strategy are try to build up a competitive advantage based on operational excellence that is to maximize the efficiency of the product development to minimize costs(Phillips and Gully 2011, pp. 0). Such an operational excellence requires companies to employ employees trainable and flexible, and have the ability to fulfill short-term production objectives by avoiding waste and lowering the company’s production coasts. Consequentially, it is not desirable to hire people who have experience and have high salary expectation because by adopting this strategy, employees require to work as team with a tight margin. It is not effectively for teamwork considering that employees pay disparity(Phillips and Gully 2011, pp. 31). In addition, McDonal’s is chain restaurants and views its employees as most important asset, which means that when hiring employess, it is necessary and significant to manage costs and control the asset, like managing other asset such as equipment or steel. As a result, the acquisition and deployment of the cheaper and the quicker the labor the better. By knowing this, McDonal’s turns to working hard at hiring employees without experience, but want to excel in delivering its outstanding service rather than their experienced counterparts. When business strategy formulate, it is important to find the right people to execute it. So staff is very important in that it is employees’ willingness and ability to implement the organizational business strategy (Bechet 2002, p. 168). Whether a company hiring long-term careers or short-term workers, or hiring people with related experience or people without experience, these are relate to staffing strategy. Staffing strategy according to Phillips and (Gully 2011, pp. 33), can reflect its business strategy, human resource strategy and talent philosophy. In the field of strategic human resource, Arthur found that Poretr’s generic strategies have association with human resource activities. In well managed companies, human resource activities have both long and short-term focus(Becker amp; Gerhart 1996, p. 783). On the short-term side, immediate staffing including recruiting and development are defined annually, often as integral part of the budgeting process. On the long-term part, directional plans of action, such as training and development programs, are supporting business strategies. What’s more, organizations should meet their staff’s needs. Thus, how to retain employees is the organizations’ top agenda (Becker amp; Gerhart 1996, p. 788). McDonald’s has refocused its efforts and realized the importance of providing customers with quality food in a clean and organized environment with quick service at an affordable price. In order to sustain its competitive advantage, from short-term perspective, McDonal’s need employees to deliver its service. Such work does not need highly skills and knowledge. From budget perspective, it is less costly to employ teenagers instead of experienced employees. However, from long-term perspective, McDonal’s try to retain its employees by providing them ongoing training and then promote from within to fill its managerial positions. Besides, for McDonal’s, the best way to hire quality people is to advertise inside the restaurant and aim at attract local people or through employee referral. Ullman (as cited in Shinnar, Youngamp; Meana 2004, P. 273) stated that applicants referred by current employees should prescreened these applicants and then decide to recommend. As screeners, current employees can know both the job and the individual. They know who has the ability to do this job. Moreover, current employees connect referral with their reputation. Therefore, they will only refer quality applicants. In the service industry, especially service of food, few managers would deny that employee turnover is not a problem. A major reason why employee turnover in food servers is such high is that the service work itself has the negative image: people have a bad impression when speak to jobs of such type, thinking it is a physical job with long hours, low pay, lack of benefits and hard work (DiPietro amp; Merwyn 2006, p. 73). The foodservice industry now is the number one private sector employer in the world and still presents a continuing growth. Due to this growth, how to recruit and retain hourly employees remain primary challenges to restaurant managers (National Restaurant Association as cited in DiPietro amp; Merwyn 2006, p. 178 ). The demographics of the world have changed so much that aging problems become businesses main challenge. There is a shortage of younger workers because of decades of low birth rates, who are traditionally main workforce in service restaurant industry. With the increasing shortage of available younger workers, it is recommended that companies such as McDonl’s turn to use older workers. Past attitudes towards older workers by employers are hard to train, lack creativity, have physically problems and be inflexible (Sargeant 2001, p. 146). However, they are not the whole truth. In fact, because of rapid development of medical knowledge and technology, along with healthy diets and lifestyles, there are increased physically older people (Barth amp; McNaught 1991, p. 423). Studies(DiPietro amp; Milman 2004, p. 5 ) showed that most older workers are more dependable, have less accidents, fewer absences, lower turnover than the younger counterparts. In addition, older workers have the ability to help to mentor the younger workers in problem solving. Furthermore, it is turned out to be that older workers can build a better rapport with customers by using their interpersonal skills. In conclusion, the recipe of success of McDonalâ€⠄¢s is to well implement business strategy it choose, However, how to manage and retain its employees is very important, because it is employees who have the motivation and ability to execute the business strategy. By knowing this, McDonal’s works hard to hire the right people and retain then by providing them ongoing training and promote from within for its managerial positions. Reference list Arthur, JB 1992, ‘ The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, vol45, pp. 488-506. Barth, MC amp; McNaught, W 1991, ‘The impact of future demographic shifts on the employment of older workers’. Human Resource Management, vol. 30, no. 1, pp. 420-434. Bechet, TP 2002, ‘Staffing strategy: A practical toolkit for workforce planning. Amacom, USA. Becker, B amp; Gerhart, B 1996, ‘The impact of human resource management on organizational performance: progress and prospects’ . Academy of Management Journal, vol. 39, pp. 779-801. DiPietro, RB amp; Merwyn LS 2006, ‘Management Perceptions of older employees in the U. S. quick service restaurant industry’, Human Resources in the Foodservice Industry, vol. 9, no. 2, pp. 169-185. DiPietro, RB amp; Milman, A 2004 ‘Hourly employee retention factors in the quick service restaurant industry’, International Journal of Hospitaity amp; Tourism Administration, vol. 5, no. 4, pp. 31-51. Glasgow, KM 2001, A strategic model of temporary staffing, Routledge, New York. Olian, JD amp; Rynes, SL 1984, ‘Organizational staffing: integrating practice with strategy’, Industrial relations, vol. 23, no. 2, pp. 170-183. Phillips, J and Gully, S 2011, Strategic Staffing, Pearson Education limited, London. Sargeant, M 2001 ‘Lifelong learning and age discrimination in employment’, Educa- tion and the Law, vol13, no. 2, pp. 141-155. Shinnar, RS, Young, CA amp; Meana, M 2004, ‘The motivations for and outcomes of employee rederrals’, Journal of Business and Psychology, vol. 19, no. 2, pp. 271-283. Mcdonald’s Essay Example Mcdonald’s Essay McDonald’s, based in California, USA, has become the most famous and successful fast-food restaurants all over the world. Since the first McDonald’s opened in 1955, till now, McDonald’s has established more than 32,000 chain stores over 100 countries, serving more than 60 million people each day, and gaining around 15 billions incomes per year. In addition, McDonald’s keeps enhancing its brand imagine through different social activities and the sponsorship of special events and sports. (www. McDonalds. com. au) Why McDonald’s is so successful? How can it achieve this?The reason why McDonald’s is so successful is it well implements several business strategies. This essay is going to analyze the recipe of success of McDonal’s and argues that how business strategy influence the staffing strategy. The business strategy of McDonald’s is to deliver outstanding service to its customers, that is to provide its customers quality, cleanliness, quick service and value. Poter’s specialization strategy can help better understand McDonal’s business strategy. Poter (as cited in Phillips and Gully,2011, pp. 31) stated that firms using specialization strategy can be either cost leaders or differentiators.Such a strategy focus on a narrow market segment or niche-a single product, a particular end use, or buyers with special needs. We will write a custom essay sample on Mcdonald’s specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mcdonald’s specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mcdonald’s specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Companies pursue specialization strategy can focus on a particular buyer group, either through a low price or differentiated products or services that other competitors cannot imitate. The nature of McDonalds product is food which everybody needs this makes the idea of a narrow focus strategy a little less likely for McDonalds. The specialization strategy is a combine of cost-leadership strategy or differentiation strategy.Businesses adopt such a strategy often try to develop a competitive advantage through customer intimacy and try to gain and increase customers’ loyalty through meeting their customers’ needs by delivering unique products or services. When hiring empolyees, it is very important that employers should focus on employees’ good people skills. McDonal’s competitive advantage is to provide its customers quality, cleanliness, quick service and value. In such a situation, hiring people with experience and good interpersonal skills can help Mcdonal’s to implement its business strategy However, many of its restaurant employees re teenagers without any work experience. Why is that? As Bechet( 2002, p. 167)stated, business strategy can influence staffing strategy. McDonal’s specialization strategy can be either cost leadership strategy or differentiation strategy. The main focus of cost leadership strategy is to keep costs and prices low. Organizations that adopt such a business strategy are try to build up a competitive advantage based on operational excellence that is to maximize the efficiency of the product development to minimize costs(Phillips and Gully 2011, pp. 0). Such an operational excellence requires companies to employ employees trainable and flexible, and have the ability to fulfill short-term production objectives by avoiding waste and lowering the company’s production coasts. Consequentially, it is not desirable to hire people who have experience and have high salary expectation because by adopting this strategy, employees require to work as team with a tight margin. It is not effectively for teamwork considering that employees pay disparity(Phillips and Gully 2011, pp. 31).In addition, McDonal’s is chain restaurants and views its employees as most important asset, which means that when hiring employess, it is necessary and significant to manage costs and control the asset, like managing other asset such as equipment or steel. As a result, the acquisition and deployment of the cheaper and the quicker the labor the better. By knowing this, McDonal’s turns to working hard at hiring employees without experience, but want to excel in delivering its outstanding service rather than their experienced counterparts.When business strategy formulate, it is important to find the right people to execute it. So staff is very important in that it is employees’ willingness and ability to implement the organizational business strategy (Bechet 2002, p. 168). Whether a company hiring long-term careers or short-term workers, or hiring people with related experience or people without experience, these are relate to staffing strategy. Staffing strategy according to Phillips and (Gully 2011, pp. 33), can reflect its business strategy, human resource strategy and talent philosophy.In the field of strategic human resource, Arthur found that Poretr’s generic strategies have association with human resource activities. In well managed companies, human resource activities have both long and short-term focus(Becker amp; Gerhart 1996, p. 783). On the short-term side, immediate staffing including recruiting and development are defined annually, often as integral part of the budgeting process. On the long-term part, directional plans of action, such as training and development programs, are supporting business strategies. What’s more, organizations should meet their staff’s needs.Thus, how to retain employees is the organizations’ top agenda (Becker amp; Gerhart 1996, p. 788). McDonald’s has refocused its efforts and realized the importance of providing customers with quality food in a clean and organized environment with quick service at an affordable price. In order to sustain its competitive advantage, from short-term perspective, McDonal’s need employees to deliver its service. Such work does not need highly skills and knowledge. From budget perspective, it is less costly to employ teenagers instead of experienced employees.However, from long-term perspective, McDonal’s try to retain its employees by providing them ongoing training and then promote from within to fill its managerial positions. Besides, for McDonal’s, the best way to hire quality people is to advertise inside the restaurant and aim at attract local people or through employee referral. Ullman (as cited in Shinnar, Youngamp; Meana 2004, P. 273) stated that applicants referred by current employees should prescreened these applicants and then decide to recommend. As screeners, current employees can know both the job and the individual.They know who has the ability to do this job. Moreover, current employees connect referral with their reputation. Therefore, they will only refer quality applicants. In the service industry, especially service of food, few managers would deny that employee turnover is not a problem. A major reason why employee turnover in food servers is such high is that the service work itself has the negative image: people have a bad impression when speak to jobs of such type, thinking it is a physical job with long hours, low pay, lack of benefits and hard work (DiPietro amp; Merwyn 200 6, p. 73). The foodservice industry now is the number one private sector employer in the world and still presents a continuing growth. Due to this growth, how to recruit and retain hourly employees remain primary challenges to restaurant managers (National Restaurant Association as cited in DiPietro amp; Merwyn 2006, p. 178 ). The demographics of the world have changed so much that aging problems become businesses main challenge. There is a shortage of younger workers because of decades of low birth rates, who are traditionally main workforce in service restaurant industry.With the increasing shortage of available younger workers, it is recommended that companies such as McDonl’s turn to use older workers. Past attitudes towards older workers by employers are hard to train, lack creativity, have physically problems and be inflexible (Sargeant 2001, p. 146). However, they are not the whole truth. In fact, because of rapid development of medical knowledge and technology, along with healthy diets and lifestyles, there are increased physically older people (Barth amp; McNaught 1991, p. 423). Studies(DiPietro amp; Milman 2004, p. 5 ) showed that most older workers are more dependable, have less accidents, fewer absences, lower turnover than the younger counterparts. In addition, older workers have the ability to help to mentor the younger workers in problem solving. Furthermore, it is turned out to be that older workers can build a better rapport with customers by using their interpersonal skills. In conclusion, the recipe of success of McDonal’s is to well implement business strategy it choose, However, how to manage and retain its employees is very important, because it is employees who have the motivation and ability to execute the business strategy.By knowing this, McDonal’s works hard to hire the right people and retain then by providing them ongoing training and promote from within for its managerial positions. Reference list Arthur, JB 1 992, The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, vol45, pp. 488-506. Barth, MC amp; McNaught, W 1991, The impact of future demographic shifts on the employment of older workers’. Human Resource Management, vol. 30, no. 1, pp. 420-434. Bechet, TP 2002, Staffing strategy: A practical toolkit for workforce planning.Amacom, USA. Becker, B amp; Gerhart, B 1996, The impact of human resource management on organizational performance: progress and prospects’ . Academy of Management Journal, vol. 39, pp. 779-801. DiPietro, RB amp; Merwyn LS 2006, Management Perceptions of older employees in the U. S. quick service restaurant industry’, Human Resources in the Foodservice Industry, vol. 9, no. 2, pp. 169-185. DiPietro, RB amp; Milman, A 2004 Hourly employee retention factors in the quick service restaurant industry’, International Journal of Hospitaity amp; Tourism Administra tion, vol. 5, no. 4, pp. 31-51.Glasgow, KM 2001, A strategic model of temporary staffing, Routledge, New York. Olian, JD amp; Rynes, SL 1984, Organizational staffing: integrating practice with strategy’, Industrial relations, vol. 23, no. 2, pp. 170-183. Phillips, J and Gully, S 2011, Strategic Staffing, Pearson Education limited, London. Sargeant, M 2001 Lifelong learning and age discrimination in employment’, Educa- tion and the Law, vol13, no. 2, pp. 141-155. Shinnar, RS, Young, CA amp; Meana, M 2004, The motivations for and outcomes of employee rederrals’, Journal of Business and Psychology, vol. 19, no. 2, pp. 271-283.