Valentinos Essay Example For Free At Magic Help - Free Essay Example

Sample details Pages: 10 Words: 3004 Downloads: 7 Date added: 2017/06/26 Category Marketing Essay Type Research paper Tags: SWOT Analysis Essay Did you like this example? Executive Summary This essay presents an analysis and discussion of the strategic position of the Valentinos Personal Introductions Agency and the value/feasibility of an information systems update with regards to the competitive advantage of the business within the UK market. The findings of this essay highlight that the companies computer systems are an important contingent factor in the strength of their organizational culture, their levels of productivity and motivation, and most importantly the maintenance of their strong and valuable reputation. It is thus recommended that Valentinos update their current systems hastily before any inevitable issues occur that would threaten their competitive position and their ability to capitalize upon the positive growth trends of their operative market. Don’t waste time! Our writers will create an original "Valentinos Essay Example For Free At Magic Help" essay for you Create order 1.0 Introduction The Valentinos Personal Introductions Agency is a well-established company that has been operating within the UK market since 1976 and with over 8 million single men and women in the UK between the ages of 18 and 64, and often living without the opportunity to meet potential partners, the company has been very successful. However the management of the organization have expressed a growing concern that is being felt regarding the 10 year old computer systems that are currently being relied upon and the negative affect that such outdated systems are having on the companies competitive advantage and market share within the UK. This essay will therefore seek to assess the value and importance of the computer system with regards to the competitive advantage of the company, the company culture, and the overall productivity of the organization. The essay will approach this question by firstly evaluating the strategic position of the company both internally, through the use of a SWOT analysis, and externally relative to its competitors and various other contingent factors to competitive advantage through the consideration of Porters 5 forces analysis model (Porter, 2008). The essay will then proceed to directly discuss the effects that the computer system has upon the Valuentinos organization culture and productivity levels before finally assessing if and how the computer system has provided the company with a competitive advantage such that some clear recommendations can be put forward to the companys managing director regarding their future strategic outlook and potential options. 2.0 Strategic Evaluation This part of the essay considers the strategic position of the Valentinos company by taking both an internal and external view and duly addressing the relative positions of the companies industry rivals, the consumers, the suppliers, and the general state of the industry and market in terms of threats and opportunities. Firstly, the essay will present a SWOT analysis of the Valentinos company before proceeding to analysis the external trends and factors affecting the company in order to gain a more holistic view of the general strategic position. 2.1 Valentinos current position (SWOT analysis) The SWOT analysis below highlights a number of salient factors that must be considered in evaluating the companies strategic position with regards to any possible threats or opportunities that may arise and its ability to take advantage or overcome these factors. Strengths The Valentinos company and brand has been long established, and has exhibited consistent reputable integrity in its operations which is a highly salient factor in the decision making processes of potential consumers There long established presence in the market also means that they have strong links with various suppliers such as with advertisements on public transport or in newspapers The company also inhabit the market position of the price leader which makes them well positioned to take advantage of the growing number of price savvy and/or price conscious UK consumers (Telegraph, 2010) and trends within the UK population whereby more people are spending more time at home and are unable to find the time to go out and socialize (Euromonity, 2010a) Valentinos unique combination of high technology and personal touch through the direct contact phone support services, has been critical in making the Valentinos Personal Introductions Agency a global industry leader Val entinos also holds the largest database of members which means that any potential client would have the greatest likelihood of meeting somebody when choosing Valentinos over other industry rivals Weaknesses The company database used an old version of oracle and an old matching program that is poorly documented and is poorly understood by the companies current IT staff that are struggling to maintain it. If this is left to continue then this will most likely lead to performance problems in the near future, which will no doubt be observable to the client base and result in a decrease in market share. Perhaps the biggest concern would be the accidental loss or release of private information and the subsequent sullying of the companies valuable reputation Opportunities The growing UK population proportions of university graduates indicates that a growing number of people in the UK will find themselves in busy careers, as is similarly described of the companies common clientele demographics (BBC News, 2007, Euromonitor, 2010b). The number of people using the internet, particularly within the age demographics commonly served by the Valentinos agency, nearly doubled over the period 2000- 2007. (Euromonitor, 2010c) New avenues for advertisements and promotions such as internet sites that receive a high amount of traffic or mutually beneficial links with other web-based businesses such as online clothes retailers. Threats The companies position as a price leader is a highly vulnerable one as existing competitors/ industry rivals or perhaps substitutes may choose to challenge this price dominance which can either result in a price war or the competitive obsolescence of the Valentinos Personal Introductions Agency The companies position as a leader in terms of technology may also be placed under threat by any highly resourced rivals or new industry entrants, and such an instance could result in a devastating loss in market share The companies highly valuable and hard earned reputation for safety, ethics, privacy and integrity could be threatened by poor control over their computer systems and data bases. As the table (above) illustrates, there are a number of salient opportunities and threats facing the Valentinos company and there is also a number of highly impingent strengths and weaknesses held by the company that play an important role in determining its ability to manoeuvre and navig ate through the various external trends and factors that are presented in the Porters 5 forces analysis. Firstly, with regards to Valentinos industry presence, it can be noted that the company and brand has been very long established within the market and that over the years Valentinos has proven its high standards of ethics, integrity, and accountability in terms of the safety of its clientele and the controlled protection of their personal information. This is a highly advantageous and beneficial factor for the company as it appeals to the clients and potential clients most highly regarded concerns (safety, privacy and control). However, the threat of sullying this reputation through some kind of error in the computer systems could be hugely damaging for the company in terms of competitive advantage. The companies long-established position within the industry has also allowed it to attain strong links with networks of clients and suppliers of advertising spaces such as o n public transport and in Newspapers. With regards to the companies network of clients, it can be noted that it has the largest database of people out of all industry rivals and therefore offers clients the greatest likelihood of achieving a positive result. Moreover, although the companies competitive position as an market price leader is a highly vulnerable one, generally speaking, it is also highly competitive in terms of its service which has been exhibited as being highly personal while also being very comprehensive, flexible, and efficient. With regards to the future outlook of the company, from an internal perspective, Valentinos is well poised to take advantage of the growing young professional demographics and the growing number of Internet users. However, its position as a market leader could be threatened either by the event of a lapse in their computer systems that would compromise their integrity and reputation, or by a new market entrant or highly resourced riv al that supersedes Valentinos in terms of technological resources. Nevertheless, new avenues for promotion and advertisement on the internet (e.g. online retail sites and other such high traffic addresses) could be utilized by the Valentinos company in order to further expand upon their market dominance or simply seek more effective and price efficient means of promotion. 2.2 Porters five forces model (An external view of Valentinos competitive position) Existing Rivalry Between Firms The Personal Introduction industry is one that is highly populated with market competitors of different sizes some operating country wide while others differentiate and focus on specific geographical areas or demographic groups such as over 40s. Rivalry within this industry however, appears to rest upon the visible integrity of industry rivals which can be attained through membership to official standards associations and through the strength of promotional campaigns: Barriers to Entry The Threat of New Entrants Due to a growing number of illegitimate companies and a growing concern regarding privacy and integrity (Select, 2010), an official third party association (the Association of British Introduction Agencies) has been created at the instigation of the office of fair trading to the industry as a regulator such that legitimate organizations can gain membership and subsequently accreditation and evidence of its integrity and high standards, as they must follow a set code of practice in order to be accepted for membership (ABIA, 2010). This is therefore a point of rivalry within the industry. This is also in existence to offset the threat of the media and social representation of the industry in general, with common perceptions that it is wholly illegitimate and unethical or that it does not help people (Marsden, 2010). Nevertheless, such associations create a barrier for entry to new industry entrants and this is making the market less dense and more clustered, with companies such as Valentinos occupying increasingly secure and defensible positions within the market and exerting greater dominance with their public familiarity and visibility through the strength of their promotional campaigns. The industry is performing well and experiencing steady market growth, thus, the market will grow more attractive to new entrants and as such the threat increases (IBISWorld, 2010). The Threat of Substitutes Specialised Personal Introduction Agencies such as Valentinos are under threat from a number of substitutes as the market continues to grow and become increasingly attractive as a financial investment. Firstly, Newspapers and other business with the means of reaching large quantities of people are beginning to seek entry into the online dating market, most notably the Guardian has diversified so as to include an online dating section Soulmates within its website so as to offer a more select data base of clients (Guardian, 2010). Social networking sites could also be considered as a more indirect threat as they are becoming massively popular and also have all of the prerequisite resources and capabilities for online dating operations and have already began to introduce applications through which online dating is possible (Lee, 2009). Power of Buyers Although there is a growing interest in online dating and personal introduction forums and the market is showing encouraging growth, there is a large number of industry rivals competing fiercely for market share currently and as such the power of buyers is very strong. Nevertheless, this is offset somewhat by the great amount of differentiation of industry rivals. Power of Suppliers The power of suppliers is also very great due, again, to the quantity of competitors present within the industry and more so due to the generally applicable nature of the supplier businesses such as web-designers and companies renting advertising space and promotional opportunities who are open to bids from businesses in practically any industry. 3.0 The Impact of the new IT/IS System This section of the essay assesses and discusses the effects of Valentinos computer systems on the organizational culture and its general levels of productivity before finally addressing the question of whether the computer system has provided Valentino with a competitive advantage. 3.1 How has the system impacted the organizational culture/productivity? It has been noted in the case study that due to the IT staffs inability to properly manage the (10 year old) matching program has resulted in substantial delays within the clients processes such as the amount of time taken to update a members details on the website which can be several days which may lead to low levels of consumer satisfaction and perhaps even an exodus to a rival company in the near or distant future. In essence, this significantly reduces the productivity of the organization as substantial amounts of time, effort, and manpower is being wasted on the challenge and confusion of understanding the greatly dated (C++ designed) matching system. With regards to the organizational culture, it can be observed that the lax and untidy processes that result from the dated computer systems directly contradict the cultural identity of the company, which could be most accurately described as premium standard, trustworthy, safe, and efficient. A confusion regarding the organizational culture and the various messages, meanings and symbols throughout the organization can lead to lulls in motivation and thus productivity, with organizational members not having a familiar and well understood framework within which to operate comfortably and regularly (Huczynski Buchanan, 2007). This can be a serious problem or an area of potential unrealized as a strong organizational culture has been recognized as a reason for improved levels of company performance (Thompson McHugh, 2002). 3.2 Has the computerized system provided the firm with a competitive advantage? The computerized system controlled by Valentinos, as highlighted in the case study, provides the company with the capability to provide their client members with high levels of flexibility and control over their own par-takings within the various incumbent processes with regards to the number of introduction requests that they wish to make, the degree of information confidentiality, their personalized details describing themselves and what they are seeking. The computer systems also allow the company to properly manage their exceedingly large membership base and the associated database of complex information. Thus, in its function for sustaining, properly maintaining, and utilizing a large database of clients the client is deriving a competitive advantage as a large database of clients, when utilized effectively, can provide any incumbent or potential client members with the greatest possible chance of experiencing a successful match. The computer system also allows them t o maintain control over the vast body of personal and confidential information such as the that gained from the comprehensive questionnaire, which is important from an ethical standpoint and as such is contingent to the up keeping of their reputation as a highly legitimate service with strong business integrity and strong methods of accountability with regards to recordings of what information has been released to whom. With regards to the organizational culture and how this can bring competitive advantage, it can certainly be supposed that the Valentinos company can strengthen and consolidate their organizational culture that promotes high standards and integrity above all other features. However, many scholars studying the subject of organization culture that claim that strong cultures are linked to improved performance also highlight various caveats (Ogbonna Harris, 2002) such as that the link between strong culture and competitive advantage is dependent upon whether th e culture is better than the cultures of competitors and that it cannot be imitated (Barney, 1991). This may not be the case with Valentinos, however, as noted above, the strength of the companys computer system along with its large database of clients and excellent reputation does provide a strong competitive advantage that cannot be replicated with any degree of ease. 4.0 Conclusions In conclusion, the slight shortcomings in terms of the companies computer systems and their staffs inability to properly understand and operate them, can potentially have rather significant detrimental effects to the companies culture, productivity, the motivation levels of its staff, and also its reputation among consumer for integrity and high standards of practice. The damaging of the companys reputation should be avoided by any necessary means and therefore it would be recommendable for the company to update its computer systems such that its looming threats are overcome and such that it can fully capitalize on its strong position within a growing and lucrative market. Reference List ABIA [Association of British Introduction Agencies], (2010), About the ABIA, [Online], Available from:- https://www.abia.org.uk/about [Accessed 10/12/10] BBC News, (2007), UK Slips Back in Graduate Numbers, [Online], Available from:- https://news.bbc.co.uk/1/hi/education/6999182.stm [Accessed 11/12/10] Barney, J.B. (1991), Firm Resources and Sustained Competitive Advantage, Journal of Management, 17 (1), pp. 99 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 120. Euromonitor (2010a), Consumer Lifestyles in the United Kingdom, [Online], Available from:- HTTP://www.portal.euromonitor.com/Portal/ResultsList.aspx [Accessed 11/12/10] Euromonitor (2010b), Population by Education, [Online], Available from:- HTTP://www.portal.euromonitor.com/Portal/ResultsList.aspx [Accessed 11/12/10] Euromonitor (2010c), Computers and the Internet, [Online], Available from:- HTTP://www.portal.euromonitor.com/Portal/ResultsList.aspx [Accessed 11/12/10] Guardian, (2010), Online Dating à ¢Ã¢â€š ¬Ã¢â‚¬Å" Guardian Soulmates, [Online], Available from:- https://dating.guardian.co.uk/s/ [Accessed 10/12/10] Huczynski, A.A. Buchanan, D.A. (2007), Organizational Behavior, Prentice Hall: Essex. IBISWorld, (2010), Online Dating and Match Making, [Online], Available from:- https://www.ibisworld.com/industry/default.aspx?indid=1723 [Accessed 10/12/10] Lee, J (2009), How Will Facebook Connect Affect Online Dating?, Inside Network, [Online], Available from:- https://www.insidefacebook.com/2009/06/25/how-will-facebook-connect-affect-online-dating/ [Accessed 10/12/10] Marsden, R, (2010), Would Like to Meet: The Truth About Internet Dating, The Independent, [Online], Available from:- https://www.independent.co.uk/life-style/love-sex/romance-passion/would-like-to-meet-the-truth-about-internet-dating-2124529.html [Accessed 10/12/10] Ogbonna, E. Harris, L.C. (2002). Organizational Culture: A ten year, two-phase study of change in the UK food retailing sector. Journal of Management Studies, 39 (5), pp. 673 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 706. Porter, M.E. (2008), On Competition: Updated and Expanded Version, Harvard Business School Publishing: Boston, US. Select (2010), Code of Practice, [Online], Available from:- https://selectpersonalintroductions.co.uk/code_of_Practice.php [Accessed 10/12/10] Telegraph, (2010), Discount Shopping Gaining in Popularity, [Online], Available from:- https://www.telegraph.co.uk/sponsored/the-advertorial-network/8195056/Discount-Shopping-Gaining-in-Popularity.html [Accessed 11/12/10] Thompson, P. McHugh, D. (2002). Work Organization: A Critical Introduction (3rd Edn). Basingstoke: Palgrave.

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Business Strategic Management on McDonald

Question: Discuss about the Business Strategic Management on McDonald. Answer: Introduction In todays business organizations the most area of concerned is the rapid turnover of the employees. The organizations are striving hard and taking potential initiatives to decrease the turnover rate such as various employee welfare programs, recognition plans, incentives etc. The organizations are also laying emphasis over their human resource management as with the effective HRM they can achieve higher organizational growth (Hansen, Smith and Hansen, 2002).The essay will focus upon the recognition plan of the worldwide renowned fast food chain, McDonalds. The companies which take use of improved recognition programs and effective employee welfare schemes generally attract employees and motivate them to retain in the organization for a longer period of time. The various development trainings support the employees in enhancing their competencies and proficiency. Retaining talent with salary packaging The effective salary package is one of the key aspects of the organizational recognitions and rewards. It has been analyzed that McDonalds is one the favored place of employees to work at. This is because the company has a number of proficient and sound programs and policies for the welfare of the employees. One of such prospect is the effective salary package. It is the incentive which facilitates the maximum number of the employees to remain associated with an organization. There are various studies which shows that McDonalds is on the leading organization in the fast food chain sector in term of providing employee welfare programs. The company offers the best benefit schemes and recognition plans to its workers and for the same the organization incorporate and implements several globally recognized programs. The recognition scheme of McDonalds comprises of a number of factors which helps in boosting the employees motivation. The organization made it obligatory that the re cognitio n plans must be aligned with the strategies and policies of business. The company has also been facilitated for its initiatives taken in the field of employee development such as it has been crowned with the Employee Benefits Award in 2012. The rewards and recognitions in McDonalds are provided on the basis of an idea i.e. pay for performance. As per this belief, the employees receive opportunities to get high pays with efficient results. In this approach, the employees are provided with their basic pay which is fixed in nature; this pay is provided for the routine work of the employees (SAMPLE, n.d.). The base pay is relatively much high in comparison with the salaries given to employees of other organizations in the same industry. McDonalds have sound recognition scheme which includes various other benefits too. The employees are eligible to gain these incentives as per the overall review of their yearly performance. The other benefits include few long term incentives which compri ses of LTI stock. But these benefits are offered only to those employees which have a long term association with the organization as well as which are the potential assets for the company (McDonald's, 2017). There are few arguments which can be presented to show that McDonalds is one of the best places to work at in terms of recognitions and employee welfare. It has been found that McDonalds have their recognition scheme which facilitates and appreciates the efforts of the efficient performers. The organization offers two primary awards to its employees. The first award is named as the Presidents Award. In this reward program, the supreme 1% of the vibrant performers in all the food chains of McDonalds across the globe is acknowledged for their great and potential performances. The second award is the Circle of Excellence; in this approach the company acknowledges the top most teams for their continuous and great contributions in the achievement of organizational aims and objectives. There are also other programs and schemes for employee benefit such as the car program (Crawford, 2015). The great performers are provided an additional benefit of a car which h the employees can take use fo r the official as well as for the personal work. The company also bears the expenses of insurance, maintenance and repair. Another supportive element for the company is the McDonalds culture as the primary emphasis of the organizational culture is upon the human resource development. It has been identified that the McDonalds culture is basically people-centric and as a result there is immense focus upon the aspects of individual learning, inclusion, organizational learning and diversity. The culture of McDonalds has a vital role in enhancing the employees welfare and development. There is a linkage between the organizational culture and the McDonalds recognition plan as the rewards and recognition scheme is planned in such a way that it can bring out the utmost benefits for the employees. The cultural aspects of McDonalds also have a direct association with the various incentives offered by the company (Shahid and Azhar, 2013). There are number of programs undertaken by the organization for promoting the overall productivity, quality and effectiveness of the employees. These can be analyzed in the form o f several recognitions and rewards provided to the organizational employees. The more there is employment benefit and welfare within an organization, the greater is the organizational learning. And the one of the primary aspect of McDonalds culture is organizational learning only. Hence through all these arguments it can clearly be stated that recognition plan of Mc Donalds aids the organizational culture of the company (Kim, 2006). There are extensive numbers of potential opportunities offered to the employees so that they can be the future leaders of the company. All these incentives and growth opportunities acts as the facilitation for the employees to have a longer term association with the company. Increased employee engagement and better productivity are the results of these benefits provided to the workers. The efficient and prospective recognition plan of McDonalds facilitate the employees to work hard as there is present several ,leadership opportunities available for them in future. These opportunities are available for the present employees of the company to become leaders and have vital role in the decision making (Billett, 2005). Hence the employees gets attracted from the recognition scheme, the various other reward programs as well as the leadership opportunities available. The companies take use of both i.e. the organizational recognition as well as the social recognition as a means of rewards. The primary aim of these employee recognition programs is to enhance the employee engagement. There are several literatures which present number of theories that have a direct link with the employee benefit plans, employee motivation and employee recognition. These theories show interconnectivity among the organizational success and the recognition programs. Expectancy theory is one of the well-known theories which supports and explains the McDonalds recognition scheme. The main emphasis of the expectancy theory is laid over the link between the rewards offered and the behaviour of the employees (Skinner, 2014). The key emphasis is on the expected recognition benefits and rewards instead of the experience gained while receiving award. Another theory is the reinforcement theory which also plays a major role in supporting the recognition scheme of McDonalds. It de monstrates that whatever reward or recognition is achieved by an employee has a direct impact over the employees future performances. The impact of the compensation management is it illustrates that the performance of an employee is majorly depended upon the monetary benefits an individual has gained. The greater the recognition is, the better are the results and on contrary, the decreased recognition results into declined employee performances. The individuals vitality is been emphasized in the reinforcement theory. In both the theories there is a common aspect i.e. motivation. It has been argument that if the recognition benefits and rewards are adequately offered to the employee then it acts as the motivation booster for them. But on the other hand there is more job specification and trainings offered to the employees in the expectancy theory. The employees are also eligible for getting the various recognition benefits (Armstrong and Taylor, 2014). Equity theory is another recognized theory which has a relation with the recognition scheme of McDonalds. The primary purpose of this theory is to demonstrate that the organizational employees always have a common perception in their minds. They try to compare the work they have performed within an organization through their effective job role with the individual recognitions and rewards the employees achieve. The employees make a comparison of their return-contribution ratio with the ratios of other employees both at internal as well as external organizational levels. The results attained from these comparative analysis helps the employees in analyzing that whether the organization remains equity in providing benefits to the employees or not (King and Grace, 2010). The greater rate of equity is required to be achieved as it helps the company in maintaining employees trust and faith in the organization as well as it also helps in enhancing employee productivity and engagement. If the employees analyze that there is inequity present in the rewards and recognition programs of the company then it acts as the negative influencer for the employees (Manzoor, 2012). It results into decreased employee engagement, reduced employee engagement and elevated attrition rate. The next theory which also has major role in this essay is agency theory. The McDonalds recognition program has a direct connection with the agency theory. The primary purpose of the agency theory is to lay emphasis over the various organizational goals, stakeholders and the way in which these goals and aims are achieved to aid the employee recognition and compensation programs. The organizations, managers as well as the employees are required to perform various different roles at diverse point of time (Samuel and Chipunza, 2009). Hence it is essential to align the diverse interests of all the groups. To form an alignment the major role is played by the employee compensation. The greater alignment result s into improved employee and organizational development. Hence it has been evaluated that there is a need to develop various potential strategies which can increase the achievement of the organizational as well as individual goals. Motivation is one of the chief aspects which are present among all the theories. To have higher motivation, it is required that there must be implement potential employment benefit programs in the organization. As a result the employees strive hard so that they can achieve the set organizational aims. McDonalds provide the best recognition plans to their workers which help in the brand recognition of the organization (Presslee, Vance and Webb, 2013). Spastic Centre, a NPO functions with a primary objective to offer effective support to the children as well as the adults experiencing cerebral palsy. It was founded in 1945 by Neil and Audrie McLeod. The story behind the foundation of this NPO is that the daughter of the founders of this organization was also going through cerebral palsy. The organization is now well recognized with a new name i.e. Cerebral Palsy Alliance i.e. CPA (GLENDiNNING, 1982). The primary objective of the NPO is to increase the involvement and participation of the individuals who are experiencing cerebral palsy. There are various services provide by the NPO such as therapies, support, programs and equipment. There are number of qualified training provided to the employees in the NPO related to the professional development (Grawitch, et al., 2009). Employees play a vital role in the effective functioning of CPA. There are various initiatives of the organizations for the development of the employees. One such plan is, make a difference peer awards. This program supports the employee welfare as it offers a chance to appreciate and recognize the efforts of the colleagues and peers in various area of concern such as service excellence as well as innovation (Bond, 2014). CPA helps the individuals in their overall development as well as offer career opportunities to its workforce. There are also provided trainings to the employees in regards with to personal development. These trainings results into organizational and career advancement. Another initiative of CPA is the award prize of around $1,500 which is offered to almost all the students of Cerebral Palsy Alliance who have completed their clinical placement (Herbert, et al., 2016). It has been evaluated that the practice of managing the HR of McDonalds is absolutely applicable in this NPO as in McDonalds the workers are offered with the great recognition schemes and plans. McDonalds effectively manage its human resource provide the employees with the utmost possible benefits and incentives (Van Puyvelde, et al., 2012). This results into upsurge employee motivation and engagement. The various NPOs are required to follow the recognition scheme of McDonalds so that there can be greater employee welfare. It is one of the general issues in the NPOs that the volunteers left the organization or join the competitive one. This happens because of the fact that they are not offered with adequate benefits and welfare programs. The employees of the NPOs are required to be highly effective and responsible and so the organization must also take care of them by providing them adequate recognitions and incentives (Evans and Kersh, 2004). There are trainings provided to the work ers but issues such as ineffective recognition schemes results into high attrition rate. This causes wastage of resources. And to attain future sustainability it is vital that these sorts of NPOs must improve their employee benefit programs. Conclusion From the overall argumentative essay it is concluded that organizations have a major need of improved recognition plans as these plans support the organizations in achieving competitive benefits and increased retention rate. McDonalds is well-known and worldwide recognized for its great recognition schemes. There is also greater employee engagement as the organizational culture of McDonalds support the recognition programs of the company (Markos and Sridevi, 2010). McDonalds recognition plan is also links with theories such as agency theory, expectancy theory, equity theory etc. The practice of managing the HR of McDonalds is absolutely applicable in this NPOs as these type of organizations demands greater employee recognitions so that there can be upsurge productivity. Hence it can be said that the NPOs a well all other companies must incorporate improved recognition schemes so that there can be increased retention rate of the employees as well as greater brand recognition. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Billett, S. (2005). Recognition of learning through work. InInternational handbook of educational policy(pp. 943-962). Springer Netherlands. Bond, J. J. (2014).Differentyet equal(Doctoral dissertation, Macquarie University). Crawford, R., (2015). 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