Performance appraisals in improving employee performance

Performance appraisals in improving employee performance All organization faces the problem of directing the energies of their staff to the task of achieving organization goals and objectives. In doing so, organization need to devise means to influences and channel the behavior of their contributions. Performance appraisals constitute one of the major management tools employed in this process. This is based on the perception of an individuals performance in a job is improved by having definite goals, feedback about their performance and complemented by an appropriate reward system. Therefore, performance appraisal are been implemented. Performance appraisals are used in nearly all organization in worldwide. Corporations use different tools and have a number of goals for performance appraisal often resulting in some confusion as to the true purpose of performance appraisal systems. However, it is core because it allows an organization to measure and evaluate an individual employees behavior and accomplishment over a specific period of time (DeVries et al, 1981). There are many advantages in using performance appraisal in facilities organizational decision employees decision such as reward allocation, promotion or demotions, layoffs or recalls and transfers (Murphy and Cleveland, 1995). It also assists manager to develop employees. Additionally performance appraisal may increase employee commitment and satisfactions due to improvements in organization communication. The outcomes of performance appraisal are in the form of work performance, affective organizational commitment and turnover intention are very crucial to support the overall growth of an organization. According to business dictionary, Performance Appraisals define as a process by which a manager or consultant and evaluates an employees work behavior by comparing it with present standards, documents the result of the comparison and uses the results to provide feedback to the employee to show where improvements are needed and why. Performance Appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained or fired. Besides that, the employees merit like initiative, dependability, and personality to compare with others and ranked or rate base on their performances. Although the performance appraisal is very importance for every kind of organization, it does have several functions. The primary purpose of performance appraisal is to justify the individual performance most often through (1) Clarifying job requirement and standards. (2) Providing feedback to the employee regarding his or her progress toward meeting these standards (3) guiding future performance by formulating an action plan and allocating rewards and opportunity. The purpose of providing feedback is to improve performance in the future for employees and team leaders. Managers able to get valuable information from their staff regarding about the employee and it will help the employee to make their jobs more productive. This process can go through by providing feedback in performance appraisals work units can identify problems that interfere with everyones and take steps to rectify them. Besides that, it also provides an opportunity to discuss strength and resolution of performance deficiencies of an employee. By this, it will allow the employees to move in his/ her direction. The employers promote a positive attitude, advancement and motivation to make the employee to understand their own special potential and find the roles which they really fit well. This also helps the employee to develop as a whole-person which is an important aspect of modern corporate responsibility. The advantage of it is the employment market in which all employers com pete to attract the best recruits and to retain the best staff. Second purpose of performance appraisal is to guide future performance by formulating an action plan and allocating rewards and opportunity. This is where the action plan put into place. The employee should be given time frame for the implementation of the plan in the future. So that the employee can spelled out completely and know what actions should be taken and when it should implement. The organization should inform the employee regarding the plan. Therefore the employee know what is to be accomplished, once the implementation of the plan. Besides that the manager and employee should communicate on a regular basis to discuss the effectiveness of the plan. Therefore, the business moves one step closer to the achievement of their set goal and objectives. This also helps to maintains record of workers that are legally viable which can protect the business when dealing in cases of dismissals and demotions. Importance of performance Appraisal The need of the performance appraisal system is mainly to find out the area of strengths and weakness of the employees. These strengths and weakness are studied by the HR managers carefully and are discussed with the employees the time of the appraisal. The performance appraisal process involves setting of performance standards which can help the comparison of the performance of all the employees. Communication of these standards to all the employees of the company is also one of the most crucial processes in the performance appraisal process. Performance measurement is a process which taken time and lot of efforts on part of the senior management of the organization. At many places, marks or grades are given to the employees by comparing their actual employee performance with the desired performance. Performance appraisal strengths and weakness can help employees conduct a reality check on them and improve their performance. The last step in the performance appraisal process is that of decision making in which the employees are given sufficient time to learn new technologies, be more efficient, increase their working speed and improve the quality of their work. The performance appraisal methods adopted by companies can differ depending on their needs. In many organizations, the feedback on job performance is ambiguous or is given annually as a ritualistic exercise. Many subordinates therefore haven trouble in gasping how their efforts are perceived by the organization. Almost everyone who has worked at a job can remember times when they were unclear on how their performance was being judged. The annual performance appraisal system tends to serve only a little purpose such as salary administration, training and succession planning, but this is not the sole objective of performance appraisal. These objectives will only dilute and weaken the clarity and validity of any appraisal system. Most organization ties the formal appraisal system directly to salary increase, which decrease their validity. Performance appraisal systems are important for organization because it proper enforcement of personal decisions, help works as control device and also give guide the employee development. Performance appraisals provide employee and manager w ith opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisal should be conducted on a regular basis and they need not be directly attached to promotion opportunities. Performance appraisal is importance in term of personal attention because during the review, supervisor and an employee discuss the employees strengths and weakness. This give an opportunity for the employee personally face the supervisor and able to address personal concerns. Besides that, it also importance to communicate about the divisional and also company goal. These help the management to communicate with employee regarding about goal of the company and also highlight the way in which the employees can participate in the achievement of those goals. Benefit of appraisal Most significant benefit of performance appraisal is conducted properly by both supervisors and subordinates have reported the experiences as beneficial and positive. Many supervisor avoid administering performance reviews because the fear of criticizing their employees and also the paperwork. Employees also fear because of negative feedback, being refused a raise or punished for issues out of their control. But appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems and to encourage better future performance. Thus the performance of the whole organization is enhanced. Performance appraisal benefits the employee in (1) increased employee productivity and (2) improve areas of weakness. Increased employee productivity Supervisors use performance appraisals to help employees to get a better understanding of their roles and responsibilities within the framework of the company goals. When the employees know that they are an integral component to the overall performance of the company, they will feel more accountable with their duties. Therefore, the supervisor can accurately identify their weaknesses and assist employees in improving and also able to increase the productivity of the employee. Improve areas of Weakness Performance appraisals can expose employees weaknesses and enables them to improve for further career development. Employees have to use the feedback to expand their skill base and focus on areas that need coaching and education. Motivate employees Performance appraisal enables supervisors to formally recognize the achievements and contributions of their employees. The appreciation which receives from subordinates help to increased retention of highly productive employees. During the performance appraisals, supervisor may use incentives such as raises and promotions to motive the employees. For management, performance appraisals bring out the key and non-key performers. The management then takes steps to hone the key performers and develop the non-key into putting in their best. Performance appraisals identify the areas where training and development are needed. This is to expose their weakness and enable them to improve for future career development, if an employee desires to become a manager, yet leadership are lacking, performance reports reveal this incompetency. Employees use review to expend their skill base and focus areas that need coaching and education. This is to assist employees in deciding if they are in the industry that matches their values and personality. Besides that it helps the management to generate idea for improvement. How to improve employee performance Implementing employee appraisal is an important responsibility for a company manager and supervisor. Employees are highly praised for their contribution and given constructive ways to improve the area that are still being learned. Therefore, well designed appraisal systems can strengthen good relationships between supervisors and employees. To improve the appraisal system, there are several ways such as (1) a collaborative approach, (2) Clear objective, (3) Focus on observable behavior (4) Avoid personal feedback. A collaborative approach If both supervisor and employees help to develop the appraisal system, they are likely to endorse it. Therefore, the collaborative approach has several advantages. The appraisal system is likely to be accepted and endorsed by both supervisor and employees since it was created by their peers. Besides that, the actual appraisal form will probably be more meaningful and appropriate since it directly reflects the objectives of their peers. In addition, performance dimensions are tailored to the organization and are clearly defined in appropriate terms. The policies and procedures take into account organizational objectives and concerns. Clear objective In formal performance appraisal system there will be two objectives that compete during the appraisal process. Firstly is to provide feedback to the employees. This is to help the employees to develop themselves and improve their performance. Secondly is to document the performance and to communicate and support administrative decisions about salary increase, promotions, and transfers. Therefore, an effective appraisal system is to focus on one objective during the interviews. These help the supervisor to conduct the interview to improve performance as often as necessary for the benefit of employees, supervisors and the organization as a whole. Focus on observable behavior In appraisal process, discussion between supervisor and employee is most important. In this process, supervisor are not been trained to handle the interview with their employees. The main reason why this process is importance because it help the employees to understand and use the feedback to develop themselves and improve their performance in future. If the feedback it not clear, then it will be difficult for the employee to understand. Avoid personal feedback In all appraisal form contain a section on employee strengths and weaknesses where supervisors comment about the employees aptitudes and qualities that will contribute to or interfere with an employees job performance. In the form, the supervisor need to rate the employees on the personal traits such as maturity, attitude and personality. The problem arises when the supervisor gives feedback to their employees. The employees often become suspicious when they receive general comment such as rate between 3 on a 5 point scale of maturity or poor interpersonal skill. This type of feedback are often disagree by the employees because the characteristic being evaluated are not directly observed. The supervisor does not see the initiative, aptitude, maturity or even job knowledge and interpersonal skill of the employees but they see in a large number of individual behavior form they infer traits and aptitudes. The supervisors who evaluate their employees in these vague, subjective terms may find themselves in court defending their performance appraisals against charges of EEO violations and discrimination against women and minorities. Summary To summarize, performance appraisal should be viewed as a beneficial process within the context of an effective systems of personnel management. It should be accepted as a normal management responsibility to review the performance of all employees and for all managers to discuss performance with their subordinates on a regular basis. Performance appraisal can be an effective tool if they are used in a constructive and motivating manner. The appraisal should target specific areas of weakness and strength. It is importance for employees to know the areas where they are under performing as well as the categories where they excel. A performance appraisal should be a well-though out instrument designed to bring about a desired behavior. When you communicate with an employee using a performance appraisal, it provides an opportunity for clarification of any discrepancies. Those elements will help to ensure that performance appraisal conducted in any organization will yield the desired benef its and be more readily accepted by all concerned.

The Philippine Local Fiscal Administration in a Decentralized Setup

Decentralization in the Philippines took three forms- devolution, deconcentration and delegation. As Carino affirms, the framers of the 1987 Constitution institutionalized decentralization with the end-view of realizing democracy and development especially at the grassroots level. Devolution paved way for the transfer of political power from the central government to the local government units.This transfer of power and functions was accompanied by the provision of a higher Internal Revenue Allotment (IRA), broader tax base and a just share in the national wealth to finance devolved responsibilities and provision of various goods and services. This was accompanied by deconcentration which is the transfer of administrative powers and functions from central offices of government agencies to the field offices at the regional, provincial, and municipal/city level.In consonance with the concept that local government units are more responsive to the needs of their communities, deconcentrat ion was institutionalized vis-a- vis devolution as a means for national government agencies (NGAs) to provide assistance to LGUs by setting standards in the implementation of various programs and monitor the operation and services of the LGUs along the different socio-economic and political dimensions.Contrary to the past practices wherein the central government through the national government agencies (NGAs) exercises a degree of control in the implementation of programs at the LGU level, deconcentration aims to lessen, if not remove, the control from the national government and replace it with supervisory functions. Ideally, through deconcentration, NGAs set standards and supervise LGU’s provision of various services to the community (i. e. DOH and LGU health services).Decentralization in the Philippines also took the form of delegation, or what other author calls as â€Å"debureaucratization†. This was the result of the surmounting clamor for participatory governanc e and active citizenship during the ouster of the late President Ferdinand Marcos through the People’s Power Revolution and even prior to and after the said historic event. The author of the Consitution saw it fit, as a response to the call of the times, to put greater emphasis on the involvement of non- government organizations, people’s organizations, and the private sector in governance.In this way, democracy and development was believed to be realized when the voices of the marginalized, poor and other people aggrupations are heard and considered in decision-making at the different government level. In contrast to the experience of other countries, decentralization in the Philippines took a complete form. This may be attributed to the political atmosphere in the 1980’s- 1900’s conducive to decentralization and democratic form of government. Colombia deconcentrated its state services but placed a limit in the delegation and devolution of powers.Same ca n be said with the experiences of Mexico and Togo. The Philippines also has a legal framework conducive to democratic decentralization. Decentralization throbs in the Article X of the 1987 Constitution where the Congress is mandated to enact a Local Government Code which â€Å"shall provide for a more responsive and accountable local government structure instituted through a system of decentralization†. Countries like Spain and China lack this legal framework despite substantial decentralization.This means that decentralization in the Philippines possesses a degree of â€Å"permanency† that would ensure the continuity in LGUs’ exercise of devolved powers and functions. In the words of Katorobo, decentralization in the Philippines has a â€Å"more stable environment† (Katorobo, 2004). The system of decentralization in the country is also more responsive to the needs of the local community. Unlike the experiences of India, China and Russia where powers and functions were only devolved at the state and regional levels, decentralization in the Philippines reaches down to the basic unit of government, the barangays.Due to our country’s bent towards democracy, the Philippines has a â€Å"higher form of decentralization† as compared to other countries (Ibid. ). The central government has transferred more powers and functions to the local governments and has provided more avenues for civil society engagement in local governance. Role of Local Fiscal Administration in a Decentralized Setup The transfer of powers and functions to local government units (LGUs) necessitates the transfer and redistribution of financial resources. LGUs need sources and means to finance devolved services.Thus, the Local Government Code of 1991 provided LGUs with an increase in the IRA share, broader tax base, and a just share in the national wealth. The redistribution of financial resources is essential for LGUs to realize local development as more r esponsive services are provided to the community. Local fiscal administration plays an important role in the attainment of local development as well as in the attainment of national goals. LGUs have to maximize powers and functions particularly their taxing powers and other functions in line with revenue generation and resource allocation to hasten development at the local level.A good local fiscal administration is needed to realize inclusive growth and poverty reduction as outlined in the Philippine Development Plan 2011- 2016. Improvements in the different aspects of local fiscal administration- systems, structures, processes, officials and personnel, and policy environment- is a means for the local government to obtain higher income levels to finance local government operations and services intended to uplift living conditions in the communities.As stated in the Handbook of Local Fiscal Administration in the Philippines by Celestino, et. al. , these improvements may come in the form of new technology, good staffing patterns, adequate skills of personnel, heightened awareness of LGUs of available credit facilities, enhanced capacity of LGU for development planning, and the presence of political will among others.These contribute to increased LGU revenues and improved delivery of services to the community. Ultimately, poor living conditions and issues on human development (i. e.  health diseases, malnutrition, illiteracy, unemployment, underemployment, environmental degradation, etc. ) are addressed when LGUs are able to provide more than adequate services. Improvements along these areas have an intrinsic value to the society. A healthier and educated population is a way of eradicating poverty. Same is true with the provision and generation of jobs at the local level. Same can be said with efforts to protect and preserve ecological balance in any given community. These contribute to the achievement of inclusive growth and eradication of poverty.Local Fisca l Administration 20 Years after the Code’s Enactment A closer look at the 20- year Philippine experience of decentralization,however, shows that the country has succeeded only to a certain extent in its decentralization efforts. Llanto, in his discussion paper, â€Å"The Assignment of Functions and Intergovernmental Fiscal Relations in the Philippines Twenty Years after Decentralization†, has observed that expenditure responsibilities with benefits confined within the territorial jurisdiction of local governments were correctly assigned to LGUs.By these, he means that the Code correctly devolved functions and responsibilities on social demands and concerns that LGUs are in the best positions to respond to. He also mentioned that the Code ensured a clear tax- expenditure assignment. Nonetheless, despite success stories on decentralization particularly on local fiscal autonomy, Llanto observed pressing issues that need to be addressed if the country has to succeed in its decentralization efforts. These issues are: 1. The conduct of regular local public expenditure review 2. The use of poverty index, human development index, or resource indicator instead of the equal sharing criteria. 3. The improvement of local tax administration. 4. The review and updating of local tax codes. 5. The institutionalization of a monitoring and reward system to recognize good local government performance in fiscal administration. 6. The avoidance of the imposition of unfunded mandates by the identification of source of funding apart from the coffers of the local government units 7. The alliance building/ resource pooling among LGUs for activities and services with inter-jurisdictional spillovers.There is still a lot of work to be done in our pursuit of successful decentralization and the attainment of local development. Legislators and other policy makers have to pause and seriously consider the issues which surfaced in our first 20 years of decentralization. I believe that if we are to make any progress, incremental steps have to be taken towards countering these issues and challenges. And there is no importune time than the present to start providing interventions to the multiple concerns that confront the Philippine decentralization system.

Mental state

1. Why is a defendant’s mental state at the time of the offense (MSO) important from a legal standpoint?From a legal standpoint, the relevance of the mental state of the defendant is important because it determines whether or not the act was done with any capability, aptitude, or ability.   These factors are relevant because they determine if the defendant acted with consciousness in the commission of the offense.   The commission of an offense without any knowledge of the gravity of the situation or under a state of insanity is an exempting circumstance that exonerates the defendant from any criminal liability.The mental state is also important during the custodial investigation wherein the defendant is read his Miranda Rights.   This is particularly important because the law provides that the accused has the right to know of the nature of the charges against him and the possible consequences of any answer which he may give during such questioning.   A mentally incapa ble or incompetent person will be unable to comprehend these matters and therefore it is important to determine his capacity.Another perspective is that the mental state of the defendant also determines his competency to stand trial (CST), Competency to refuse an insanity defense, Competency to confess, Competency to waive rights to silence, Competency to dismiss counsel, Competency to serve a sentence, and Competency to be executed.   Under the Constitutional requirement of due process, the defendant has a right to know the charges against him and also to cross examine any witnesses that will be presented as well as the right to defend himself in court.   Without a determination of the competency of the defendant, such rights of the defendant may be violated which is against the Constitutional guarantee of due process.2. What is the role of a forensic psychologist in such cases?The role of a forensic psychologist in such cases is to determine the mental competency of the defend ant.   The in-depth knowledge of human cognitive and emotional functioning that the forensic psychologist possesses enables him to arrive at a conclusion on whether or not the defendant is competent to stand trial.   The forensic psychologist can also conduct and insanity examination to determine whether or not the act was done with criminal intent (mens rea) by the defendant.The different forensic assessment instruments that the forensic psychologist utilizes in order to determine the competency of the defendant are the following, Competency Screening Test (CST), Competency Assessment Instrument (CAI), Interdisciplinary Fitness Interview (IFI) and the MacArthur Structured Assessment of the Competencies of Criminal Defendants (MacSAC-CD).3. What mistakes might a forensic psychologist make when conducting this type of evaluation?The most common error that a forensic psychologist might make during these types of evaluations involves the area of predicting the human behavior of the defendant.   While the different tests and evaluations that the forensic psychologists use may be relatively accurate in determining the competency of the defendant to stand trial and at the commission of the offense, the difficulty lies in determining how long the incompetency will last and whether or not the defendant is liable to commit future crimes in case the defendant is released or exonerated.At the present there is no way of determining whether or not the defendant may commit future crimes.   It must also be remembered that the forensic psychologist conducting the examination must also be well versed with the pertinent provisions of law applicable to the case.References:Adler, J. R. (Ed.). (2004). Forensic Psychology: Concepts, debates and practice. Cullompton: Willan.Ribner, N.G.(2002). California School of Professional Psychology Handbook of Juvenile Forensic Psychology. Jossey-Bass. ISBN 0-7879-5948-0

A Critique Of America s Correctional System - 1444 Words

A Critique of America’s Correctional System: from prisonization to reform Imprisonment is a rising social issue in America. To put in a numerical perspective, America at only 4% of the world’s population of 7.1 billion is surprisingly the world’s largest jailer at an overwhelming 22 % of the global prison population (Lee 2015). Currently the prison system costs American’s nearly 70 billion dollars (Borowski 2015). With this amount of federal funds going towards housing and feeding inmates, questions begin forming about the effectiveness of the correctional system. Do the punishments fit the crimes, and if so, is it economically beneficial? This paper discusses the benefits and problems of the correctional system in the United States, and†¦show more content†¦One undeniably true statement remains: the American criminal justice system’s purpose is to provide fair and just judicial review for all, affordability to those that need it (Bureau of Justice Statistics). Discussions about correctional system reform take place not only for the aforementioned reasons, but also for the reason that evidence shows incarceration simply does not work. Two thirds (2/3) of prisoners re-offend. With statistics like these, incarceration appears to simply provide a place away from society to cast away criminals, all while costing citizens billions of dollars each year. Should the current methods continue, or is reform a feasible option? I think the numbers speak for themselves. America clearly has a problem with its correctional system. First, when looking at the numerical data about the prison population there is an overwhelming amount of minorities. Selke and Andersson state, â€Å"sociodemographic variables such as crime trends, unemployment rates, levels of urbanization, per capita incomes, educational opportunities, poverty levels, and the racial makeup of the population† all positively influence incarceration rates (2003). The idea behind the social stress theory suggests when multiple social stressors infiltrate an area that crime will also increase, leading to incarceration. Selke and Andersson’s study investigates imprisonment rates using the social stress theory which evaluates social

The Classical Greek And Roman Education - 1256 Words

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Benefits Of A Competitive E Commerce Essay - 2008 Words

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The Mission and Vision of McDonald’s

Question: Discuss about the Mission and Vision of McDonalds. Answers: Introduction With the changes taking place in the world, new challenges and issues are coming inform of companies and organizations who are dealing in global world. At present time, there is a requirement of skilled and knowledgeable leaders who have the ability to guide and motivate the employees to bring new achievements in the organization. The focus of McDonalds is to hire such leaders in their organisation to reach to new heights. There is not only the need of leaders but also to develop leaders in their own organization who can manage the staff and customers. The mission and vision of McDonalds is to deliver the value of the company to every customer who visits the McDonalds restaurant. In order to achieve this, the company is trying hard and making new strategies and effective leadership styles to have competitive advantage in the industry. It is a company who believes in offering good career plans and opportunities to its employees. For this, they try to retain them by providing satisfactory salary and other facilities (Datta, Guthrie, Wright, 2005). The motive of this report is to deliver the theories and approaches of the leadership that can help the company like McDonalds to gain their goals and objectives. There are various types of recognition schemes that are used by this company and to create future leaders. The aim is to develop and implement these theories on McDonalds leaders. It is the fact that the food and beverage industry is facing many challenges due to competition in the mare like pizza hut, dominos, KFC, etc. (Collins, Smith, 2006). Recognition scheme It is one of the relevant schemes for every organization. Recognition schemes helps in retention of the employees as it guides how to retain the most efficient and effective employees in the company. It is a great relief to the companies whose turnover is very high. It deducts the percentage of turnover. McDonalds thinks that the strategies are not that effective to retain the employees for a longer period of time so they want to change their recognition schemes as they are facing failures in managing their human asset and employees. There is more chance to lose the talented employees from the company when the recognition schemes are not applied carefully. The benefits of this scheme are reduction in the turnover of the employees, attachment of superior and subordinates, neglect of the minor issues, recruitment cost deduct, effective team members, customers service improved, hiring of talented individuals in the organization, etc. (Schuler, Jackson, 2005) Supports to McDonalds culture and attract future leaders The culture of McDonald does believe that future growth can take place through showing path of growth and opportunities to the team members. It can help them to motivate and take initiative in the organization. McDonalds is introducing new policies for diversification and also provide respect to all the cultures. But in earlier times, the policies were not that attractive and the employees remained unsatisfied that resulted in higher rate of turnovers. The leaders can be created through respect, learning, knowledge, participation, and sharing process. All the above written activities help the McDonalds in creating future leaders and provide those ways to showcase their skills (Becker, Huselid, 2006). It is observed that McDonalds is an organization which is quite dedicated in identification of the employees who are capable to be a leader and they train them accordingly. These employees are trained so that they can become future leaders. McDonalds tries to bring the trust, good relations, and belief between the employees and leaders. McDonalds offers training and development programs, coaching, education, workshops, seminars, and illustrate them about the famous leaders. In this way they broaden the thinking of eth employees. The trainings include internal and external trainings whereby the knowledge related to intercultural, leadership values, etc. are delivered. There are also online mentoring programs to provide leaning to the employees. A fact about the McDonalds restaurant that is revealed during this study is that it has 25 % women and minority employees working. This shows the diversification and its importance to McDonalds (Dowling, 2008). McDonalds is quite successful in implementation and planning of the strategies and schemes to develop the leaders. The aim is also to promote motivation and employee engagement. In order to develop the future leaders, the company tries to boost the performance of employees. There are many reward scheme and programs provided by McDonalds to achieve the motivation of the employees (Bartunek, Rynes, Ireland, 2006). It is one of the smartest organizations that understand the value of recognition scheme as it helps in achieving the trust and contribution of the employees. Timely, they provide rewards and recognitions to the employees to have outstanding performance and satisfied workforce. Recognition scheme is quite good for McDonalds but many times it pressurize the managers to evaluate and analyze the performance of the employees every month. This is very time taking and expensive source of recognition of employee performance (Lengnick-Hall, Lengnick-Hall, Andrade, Drake, 2009). McDonalds restaurant is doing well as the competent and core advantage is good enough as compared to other food chains. From the extracted at and research, it is found that the company is planning to expand the business operations in the new markets so that the sales can increase. The leaders of McDonalds restaurant are competent and skilled enough to handle the employees. They are also capable of satisfying the needs of customers (Jiang, Lepak, Hu, Baer, 2012). In McDonalds, the recognition scheme had been taken place in the year 2013 and there are many changes that have taken place. McDonalds motivation and recognition scheme Restaurant of the year Restaurant of the quarter Awards related to the service provided Bets employee award that is monthly, quarterly and also yearly Various bonus schemes Recognition of the business managers Ray Kroc award Presidents award With the help of these recognition schemes, McDonalds has become successful is retention of the employees for a longer period of time. These recognition schemes also give stress and issues to the managers like time consumption of the managers in maintaining record of the employees performance, issue cell, etc. but at the end of process, McDonalds will enjoy the benefits through recognition schemes (Ghoshal, 2005). The theories applied by McDonalds restaurant Maslow theory of needs The theory of needs suggested by Maslow discuss about the needs and requirement of an employee or a human being. The fulfillment of such needs leads to satisfaction of the employees that are classified into five stages. This theory states that these five stages are the major factors of satisfaction and motivation of a human being. The starting of this need theory is from the basic needs (Allen, Bryant, Vardaman, 2010). So the five stages are Physiological needs The basic needs without which a human being is unable to survive on this earth are termed as physiological needs. These needs of the employees are fulfilled by McDonald through providing them lunch, water facilities, meals, etc. (Litzky, Eddleston, Kidder, 2006) Safety needs: It is the second stage of Maslows needs of hierarchy in which the need is to fulfill the safety needs like security of the employees, job security, medical and life insurance, sick leaves, protection, safe environment, etc. (Mayer, Gavin, 2005) Social needs Social needs come under third stage in which the fulfillment of social needs is required social needs are related to the bond, friendly environment, helping employees, familiar relations, etc. that leads in employees good performance and productivity. Self-esteem This stage leads is the highest satisfaction of the employees as it provides maximum satisfaction to them. At this stage of hierarchy needs, the managers are leaders motive is employee engagement. This can be achieved through believing in the skills and knowledge of them and valuing their ideas, skills, and abilities. The McDonald believes that the brand image of this company is so high because of its employees. The managers and leaders also appreciate the work of the employees can give them financial and non financial rewards (Gardner, Cogliser, Davis, Dickens, 2011). Self actualization It is the last stage of Maslows hierarchy needs that is achieved by the employees themselves. In this stage, the employees achieved what they want to achieve. They are already satisfied and reached to the stage of self actualization (Duran, MacDonald, 2006). So, with the effective use of this theory, the leaders of McDonalds can motivate the employees to perform better. It is also a true fact that a human being can never be satisfied so it is a complex situation for the managers and leaders to fulfill the needs and wants of the employees and make them satisfied working with McDonald. Contingency theory Contingency theory is one of the most valuable theories among all as it will help the McDonalds in their recognition scheme. Through the structure of this theory, McDonalds can fulfill the needs and wants of the employees of McDonalds. it is very relevant for a restaurant chain like McDonalds to have a systematic management of the dynamic behavior, motivation, cooperation innovation, pen management system, etc. at all the stages of the employees. According to this theory, McDonalds must adopt a specific structure for the incentives and other financial benefits of the employees. The motive of this theory is to combine the structure of the employees with the needs of the employees. According to various researches, it is found that the motivational factors keep changing according to the time and structure of the organization. The motivational factors are influenced by the external and internal sources (Bennis, 2007). In the current scenario, there are various competitors of McDonalds like pizza hut, dominos, KFC, vendees, etc. So it becomes more important for McDonalds to bring competitive advantage in the company. This can be done through effective management of the internal source that is human asset of the organization. The productivity and performance of the employees are directly related to the motivation and satisfaction (Gardner, et.al. 2010). This theory also has some negative impact on the employees as it is possible that they feel neglects and lees valued. This is because they did not get any reward or appreciation form the company. Though, with effective analysis and implementation of this theory, McDonalds can motivate and decrease the turnover rates for a longer period of time. Adairs model To enhance the recognition scheme in the company, McDonalds use this Adair model. It is a theory that is an action centered leadership model. The motive of this structure is to help the company to frame a model by which the leaders are motivated by their own skills, knowledge, communication, enthusiasm, commitment, etc. the applicability of this model takes place by asking the leaders to form a team of him and to analyze the need so the employees and ultimately fulfill those needs. The three pillars of this model are enthusiasm, commitment and communication. This model describes that there must be a balancing situation between all the three elements. This theory describes that an individual is not a leaders from his r her birth. Instead of this, he is grown in a way by providing trainings and skills of development so that he will become a successful leader in future (Day, et.al. 2014). The leaders who are developed through situations are capable to adapt various types of styles of leadership easily and they change their styles depending on the situation and condition of the company. McDonalds believes that leaders must have good personality and character and due to this approach, many talented individuals left the organization. Still the company is continuously using this theory which helps in some cases (McDonald, 2012). It is the fact that the approaches and theories used by McDonalds cannot be applicable on the nonprofit organizations like spastic centre. There are many differences between a profit making and nonprofit organization. The McDonalds is a restaurant and food chain whose main motive and goal is to earn profit and earn revenues whereas; spastic centre is purely a nonprofit organization. It looks forward to the welfare of the society and needy people rather than making profits. The aim of spastic centre is to provide shelter to the spastic people as the institution is for the advocacy, disable individuals and care provider for the people suffering for spas (Dinh, et.al. 2014). Whereas, McDonalds is one of the biggest food chain whose aim is to provide good quality food and in return they earn profits. The services and products delivered by McDonalds are merely for profit earning motive. There is a huge difference between the leadership styles, approaches, policies, and strategies of spastic centre and McDonald (Piwowar, et.al. 2008). The major difference between the spastic centers leaders and McDonald leaders are that the focus of McDonald leaders is on the quality of food, sales, revenues, performance, customer satisfaction, reduction in the rates of turnovers, growth and development of the team members, etc. while, the motive of leaders of spastic centre is to spread social welfare among the people of the society, they try to address the problems of the ill people, etc. in this way, a clear difference can be made on the McDonald and spastic centre (Bass, Bass, 2009). There is a vital role played y the leaders of nonprofit organization but they are quite different from the leaders of McDonald which is a profit making organization. The approaches of human resource department play a crucial role in the development of nonprofit organization. The leaders of spastic centre take decision keeping in mind about the welfare of the individuals while in McDonald, the leaders make decision by focusing on the profits. The activities performed at the nonprofit organization and the hiring of leaders takes place through a combination of hiring, selection, personnel recruitment, screening of individuals, orientation of new employees, decision related to the compensation, etc. hence, it is clear that the task performed by the leaders and managers of NGO is not that easy. It is as hard as profit making companies. They also have to manage between the taxation policies, legal documentation, etc. (Finkelstein, Hambrick, Cannella, 2009) Conclusion A conclusion on the present study after making all the researches and analysis on McDonald, t can be said that McDonald restaurant is an organization that has on o the most effective leaders as they develop them internally. Compatibility is one of the core and competent advantage of this company which is very relevant for every food chain restaurant. As McDonald deals in international market, it has to face emerging situations and the leaders have to face international challenges and issues. The global markets are very dynamic and innovative and have the capacity to challenge big and established organization. McDonald also faces all the challenges but with effective leaders, the company is able to cope up every tough situation. The major success of this company is due to the effective leaders of the company. 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