Burger King: The Organizational Structure Of Burger King

A structure depends on the organization 's objectives and strategy. In a very centralized structure, the highest layer of management has most of the choice creating power and has tight management over departments and divisions. In a much suburbanized structure, the choice creating power is distributed and also the departments and divisions could have totally different degrees of independence. Wal-mart’s structure is built upon its risk management, safety and claims management process. Google Inc. has gained much attention and acclaim for its unusual organizational culture, which is designed to establish loyalty and creativity. Although both Google and Wal-mart focuses on risk management and they specialized on two different factors. Google focus more on creativity, loyalty and keeping its employees happy. Wal-mart tends to help customers by saving money, claims and promoting within the company.

The merge of Burger King and Tim Hortons will undoubtedly have considerable effects on the personnel of both companies while an expansion into US markets will result in more substantial effects. First, if the company chooses to expand in the US, and chooses to relocate the headquarters of Burger King to Canada, this will cause a lot of administrative employees of Burger King to relocate as well. This type of relocation would also be a cause for change in the way business is conducted due to varying labour laws, political, economic, and legal policy from Canada to the US. Additionally, the CEOs and top

McDonald's has successfully met the demands of its customers by gradually adding to their menus. Breakfast meals, hamburgers, chicken, salads, salads and even desserts are provided by the restaurants which aids in the success of McDonald's. The organizational structure for McDonald's

Chick fil A is a unique company and is clearly different from most fast-food restaurants; employees are kind, helpful and maintain a clean environment no matter where they located. As stated previously Chick-fil- A’s corporate purpose is constructive in addition it emphasizes their culture “To glorify god by being a faithful steward of all that is entrusted to us. To have a positive influence on all who come in contact with Chick-fil- A.” (cite) This statement truly shows how the company’s leadership has created a culture where service is just as important as profit. The emphasis of this section of the paper will be to research while also analyzing how Chick-fil-A makes people a priority and how doing things in an uncommon way has certainly helped Chick-fil-A create a strong culture as well as a successful business.

Finances were examined in affective processing, in the context of figuring out who should the people invest in to get there profitable outcome. Both MCD and QSR are going to have their differences in what they each bring to the table, however, reviewing the cash flow, income statement and financial activities, this narrative research paper is going to explain what is going to have the greater advantage in the end. The bigger bang for your buck if you will. Processing all the information will give us the insight to figure out this great comparison.

The senior management team oversees the daily operations of the business and implements new strategies when change is necessary. A company determines the number of hierarchical levels based on the strategy and functional tasks (Hill 418). A company can either be a tall or flat organization. A tall structure has many levels and is used as a company expands in size. A flat structure has less levels and is used for smaller companies.

In 1997, RIM went public with a listing on the Toronto Stock Exchange and raised $115 million from investors (Hempel, 2009). The following year, it made RIM made history again when it introduced the first Blackberry: The RIM 386. The first of its kind, it was a PDA organizer and had the ability to synchronize with corporate emails. This was beginning of their rule in the corporate world. Their products became synonymous with business electronics (“Research In Motion,” 2003). The following year after that, the company introduced its first BlackBerry brand e-mail device, a bulky rectangle with a narrow screen that ran off one AA battery (Hempel, 2009).

The decision-making structure of Popeyes would be similar to a clear hierarchy. Employees, including managers, know the chain of command and who is in each position. At the Popeyes location I worked at, there was a clear hierarchy that started from the Store Manager and ended with the crew member. There was one store manager, two mangers, and two or three assistant managers. Under the assistant managers were shift leaders and there were about three or four. If a crew member had an issue or needed help, he would first go to one of the shift leaders. If either of the shift leaders couldn’t help, he would go to the assistant manager and then to one of the managers. The store manager was always the last resort and if he/she couldn’t help, the crew member would reach out to the corporate office.

The company may face structural problems associated with the diversification strategy. As the company gets larger and larger and diversify into different product divisions, the organization structure should be changed to fit the diversification strategy. An inappropriate fit may result in low performance and lead to strategic changes.

McDonalds (McD’s) and Burger King (BK) are key players in the fast food industry and have been competing for many years. They both provide similar food that is prepared quickly for a low price. So what sets them apart? The difference between McD’s and BK is their corporate culture – operational management. The manufacturing method at McD’s follows the “Doing It All For You” versus “Having It Your Way” at BK.

Research In Motion Limited (RIM) was founded in 1984 and is headquartered in Waterloo, Ontario, Canada but has multinational operations with offices in North America, Asia-Pacific and Europe.

The central thesis of this paper examines the organizational structures of McDonalds, Burger King, and Wendy’s food restaurants. It will examine the comparison and contrast of the organizational structure of McDonalds with Burger King, and Wendy’s Corporations. What functions influence McDonalds, and explains how the organizational design helps determine the structure that best suits McDonalds needs, as a business.

McDonald’s is one of the biggest companies in the world with restaurants in 119 countries and it has accomplished this extraordinary global presence through its effective management practices. McDonald’s uses a combination of Fredrik Taylor’s scientific management, Max Weber’s hierarchical structure, and Henri Fayol’s administrative principles to run its restaurants. McDonald’s has become a mechanistic organization by making its restaurant environment predictable. McDonald’s has developed set management structure and a predetermined set of procedures for running its restaurants. As a result, McDonald’s has come to resemble a machine where employees are like components of the big McDonald’s machine.

Globalization changes have impacted Burger King in the following ways; since the company began in 1953 with its first restaurant in Jacksonville, Florida and opened several locations across the United States, the company began its international expansion in 1969 with its first international franchise location in Canada, followed by Australia in 1971, and Europe in 1975. The setting up of franchises outside the United States was as a result of fast food opportunities arising outside the United States. So as to fully integrate in the international market, Burger King had to adopt and embrace

• What measures could Burger King do to dethrone McDonald’s as well as hold off the challenge of a number of other chains that were growing in size and competitive power?