ST.

JOESPH'S JUNIOR COLLEGE OF SCIENCE

AND COMMERCE KALAMBOLI

DECLARATION
UMANG AGRAWAL
ADITYA RAUTHAN
AJAY CHOUDHARY
RAJ PATIL
UJJWAL SHARMA

Declare that we have compiled and presented the

project on
“A PROJECT
ONIMPACTOFMOTIVATIONONEMPLOYEE
PERFORMANCEINMCDONALD'S”.

As part of S.Y.J.C Vocational Course (OFFICE

MANAGEMENT)

NAME: UMANG ADITYA AJAY

RAJ

UJJWAL

1
ACKNOWLEDGEMENT

Success may be defined in many ways as possible, but the

main challenge lies in achieving it.

In this path to success, Many Factors Contribute, without which

even the best of efforts would go in vain, some call it luck,
while others call it Fate. However, we would not call it just luck,
but also our achievement to & get the

This project would have been impossible without certain person

Mrs. RESHMI
Mrs. SANGEETA

Without there valuable guide lives & support the dream of

making this would never come true

And now we would like to thank the one who gave the
maximum with his blessings we did the project without any
handle or problem, and he is the ALMIGHTY

2
 ST. JOSEPH JUNIOR COLLEGE OF SCIENCE & COMMERCE
KALAMBOLI

CERTIFICATE
This is to certify that the following students:
UMANG AGRAWAL
ADITYA RAUTHAN
AJAY CHOUDHARY
RAJ PATIL
UJJWAL SHARMA

Have compiled & presented

the project of
“A PROJECT
ONIMPACTOFMOTIVATIONONEMPLOYEE
PERFORMANCEINMCDONALD'S”.

As part of their S.Y.J.C Vocational Course (OFFICE

MANAGEMENT) Curriculum for the academic year 2024-
2025

3
 SUBJECT TEACHER
1) RESHMI ΜΕΝΟΝ
2) SANGEETA KAMBLE

PRINCIPAL
Mrs. RANJANA CHAFALE

RESEARCH

Index

Chapter No Topic Page No.

1 Introduction 5-26

2 Research Methodology 27-33

3 Review of Literature 34-35

4 Data Analysis, Interpretation and Presentation 36-45

5 History of mc Donald s 46-49

6 Conclusion 50

7 Biblography 51

4
 CHAPTER 1

INTRODUCTION

OVERVIEW OF Mc DONALD’S

McDonald's is a global fast-food chain founded in 1940. Known for its iconic
golden arches, it serves burgers, fries, and various fast-food items. With a vast
presence in over 100 countries, McDonald's has a significant impact on the

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global food industry. The company's success is attributed to its standardized
menu, efficient operations, and emphasis on quick service. Over the years,
McDonald's has adapted its menu to include healthier options and embraced
technological innovations to enhance customer experience. McDonald's is a
prominent global fast-food chain established in 1940, recognized for its
distinctive golden arches. Operating in over 100 countries, it offers a
standardized menu featuring burgers, fries, and other fast-food items. The
company's success stems from efficient operations, a quick-service model, and
a strong global presence. Over time, McDonald's has evolved its menu to
include healthier choices and embraced technology to enhance customer
interactions. McDonald's, founded in 1940, is a leading global fast-food chain
with a widespread presence in over 100 countries. Known for its iconic golden
arches, the menu includes burgers, fries, and a variety of fast-food options.
McDonald's success is attributed to its standardized menu, efficient operations,
and emphasis on quick service. The company has adapted to consumer trends
by introducing healthier menu choices and incorporating technology for an
enhanced dining experience. Certainly! McDonald's operates in over 100
countries, serving millions of customers daily. The company's success is
attributed to its franchising model, allowing local adaptation of menus to cater
to regional preferences. Signature items like the Big Mac and Happy Meal are
globally recognized.
McDonald's has faced scrutiny over health concerns related to fast food,
leading to efforts to offer healthier options. The company has also made
sustainability commitments, aiming to source more eco-friendly ingredients
and reduce its environmental impact. In recent years, McDonald's has
embraced technology with self-service kiosks, mobile ordering, and delivery
services. Despite its widespread success, the brand has encountered
challenges, prompting continuous innovation and adaptation to changing
consumer expectations. McDonald's popularity can be attributed to several
factors. First, its focus on consistency and efficiency ensures customers receive
the same experience worldwide. The iconic menu, featuring items like the Big
Mac and Happy Meal, contributes to its global recognition. The franchising
model allows for local adaptation, catering to diverse tastes. McDonald's
marketing strategies, including memorable advertising and the creation of
characters like Ronald McDonald, have played a role in brand visibility. The
convenience of drive-thru services and innovations such as mobile ordering
further enhance customer accessibility. Despite criticisms, McDonald's ability

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to evolve with changing consumer preferences, embrace technology, and
maintain affordability has sustained its popularity over the years.
McDonald's, founded in 1940 by Richard and Maurice McDonald, started as a
barbecue restaurant in San Bernardino, California. In 1948, they revamped the
menu to focus on a limited selection of fast-food items, introducing the
Speedee Service System. Ray Kroc, a Multimixer milkshake machine sales
agent, partnered with the McDonald brothers in 1954, eventually buying the
company in 1961. Under Kroc's leadership, McDonald's expanded globally,
becoming a symbol of fast-food culture. The iconic Golden Arches and menu
innovations, like the Big Mac and Happy Meal, contributed to its widespread
success. Despite controversies and health concerns, McDonald's remains a
major player in the fast-food industry worldwide.

1. Early Years (1940-1950):

- Founded by Richard and Maurice McDonald in 1940 as a barbecue restaurant
in San Bernardino, California
- In 1948, they shifted to a limited menu and introduced the Speedee Service
System, emphasizing fast and efficient service.

2. Partnership with Ray Kroc (1950-1960):

- Ray Kroc, a Multimixer milkshake machine salesman, joined the company in
1954.
- Kroc recognized the franchise potential and bought the company in 1961,
becoming the driving force behind its expansion.

3. Global Expansion (1960s-1970s):

- McDonald's underwent rapid expansion domestically and internationally
during the 1960s and 1970s.
- The iconic Golden Arches and standardized menu items became synonymous
with the brand.

4. Menu Innovations (1970s-1980s):

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- Introduction of iconic items like the Big Mac (1968) and the Egg McMuffin
(1971).
- Continued expansion of the menu to accommodate diverse tastes.

5. Challenges and Criticisms (1980s-1990s):

- Faced challenges, including health concerns related to fast food.
- McDonald's addressed criticisms, introduced healthier menu options, and
adapted to changing consumer preference
6. Brand Evolution (2000s-2010s):
- Continued global expansion and adaptation to local cultures.
- Emphasis on marketing, sponsorships, and the introduction of McCafe to
compete in the coffee market.

7. Technological Advancements (2010s-2020s):

- Adoption of technology, such as self-service kiosks and mobile ordering, to
enhance customer experience.
- Continued efforts to modernize the brand and improve sustainability practices.

8. McDonald's in Popular Culture:

- McDonald's has become a cultural phenomenon, featuring prominently in
movies, TV shows, and literature.

9. Corporate Social Responsibility (CSR):

- McDonald's has engaged in various CSR initiatives, addressing environmental
concerns, promoting diversity, and supporting local communities.

10. Future Outlook:

- McDonald's faces ongoing challenges, including competition, health trends,
and changing consumer expectations.

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- The company continues to adapt, innovate, and explore new markets for
sustained growth.

DEFINITION OF Mc DONALD’S
McDonald's is a global fast-food restaurant chain known for its hamburgers,
fries, and various other fast-food offerings. Founded in 1940, it has become one
of the world's largest and most recognizable fast-food brands, with a widespread
presence in numerous countries.

FUNCTION OF Mc DONALD’S
McDonald's functions as a fast-food restaurant, providing quick-service meals
to customers. Its key functions include food preparation, customer service,
marketing, and franchise management. The company emphasizes efficiency,
consistency, and a standardized menu across its vast network of locations
worldwide. McDonald's also functions as a business model that heavily relies on
franchising. It engages in supply chain management to ensure consistent quality
of ingredients. Additionally, marketing plays a crucial role in promoting its
brand and menu items. The company adapts to local tastes while maintaining
core offerings, demonstrating flexibility in its operations. Overall, McDonald's
functions as a dynamic and globally recognized player in the fast-food industry.

DIFFERENT TYPES OF Mc DONALD’S

McDonald's operates various types of outlets to cater to different customer

preferences and locations. Common types include:

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1. Traditional Restaurants: Standard dine-in locations offering a wide menu.
2.
3. Drive-Thru: Customers can order and pick up food without leaving their
cars.

3. McCafé: Focused on coffee and bakery items, often found within or near
traditional McDonald's locations.

4. McDonald's Express or McCafé Express: Smaller outlets with a limited

menu, often found in airports, malls, or busy urban areas.

4. Play Place: Some locations feature indoor or outdoor play areas for children.

5. Delivery and Takeout: With the rise of food delivery services, McDonald's
adapts to offer convenient delivery or takeout options.

6. Kiosk-Based Restaurants: Some locations have self-service kiosks for

ordering. Each type aims to meet specific customer needs and preferences in
various settings

FEATURES PF Ms DONALD’s

McDonald's is known for several features that contribute to its

popularity:

1. Global Presence: McDonald's has a widespread international

presence with restaurants in numerous countries.

2. Iconic Menu: The menu includes signature items like the Big Mac,
McNuggets, and the famous McDonald's fries.

3.Consistency: McDonald's maintains standardized food preparation

and service procedures, ensuring a consistent experience globally.

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 4. Efficiency: The company is recognized for its efficient and fast
service, particularly through drive-thru options.

5. Franchising Model: McDonald's utilizes a franchise model, allowing

individuals to own and operate their own McDonald's restaurants.

6. Innovation: The menu evolves with changing consumer preferences,

introducing new items and promotions.

7. Marketing: McDonald's employs effective marketing strategies,

including iconic advertising campaigns and partnerships.

8. McCafé: McDonald's expanded into coffee with the McCafé brand,

offering a range of coffee beverages and pastries.

9. Sustainability Initiatives: McDonald's has implemented various

sustainability measures, such as eco-friendly packaging and energy-
efficient practices.

10. Community Engagement: McDonald's often engages in community-

based initiatives and sponsorships.

These features contribute to McDonald's being a recognizable and

successful global fast-food brand.

WHAT IS MOTIVATION

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 Motivation is the driving force or set of factors that influence individuals to
take action, achieve goals, or exhibit certain behaviors. It can be intrinsic,
arising from internal desires, or extrinsic, driven by external rewards or
consequences. Motivation plays a crucial role in influencing an individual's
persistence, effort, and direction toward accomplishing tasks or objectives.
Motivation involves various psychological and physiological processes.
Intrinsic motivation is often linked to personal enjoyment, curiosity, or the
satisfaction of mastering a skill, while extrinsic motivation may come from
external rewards like money, praise, or recognition. Theories such as Maslow's
Hierarchy of Needs and Herzberg's Two-Factor Theory provide frameworks for
understanding different aspects of motivation, ranging from basic needs to
higher-level aspirations. Motivation is dynamic and can change over time,
influenced by both internal factors like beliefs and external factors such as
social environment and organizational culture.
Motivation can be categorized into different types, including intrinsic
motivation, extrinsic motivation, and a motivation (lack of motivation). Intrinsic
motivation is driven by internal factors like personal interest or a sense of
accomplishment, while extrinsic motivation relies on external rewards or
punishments. Motivation is influenced by individual perceptions, attitudes, and
expectations. Goal-setting theory suggests that setting specific and challenging
goals can enhance motivation and performance. Additionally, self-determination
theory emphasizes the importance of autonomy, competence, and relatedness in
fostering intrinsic motivation. Understanding and addressing individual
differences in motivation is essential. Factors like personality, past experiences,
and cultural background can impact how people are motivated.
Effective leadership and management involve recognizing these differences
and implementing strategies to inspire and sustain motivation within a
diverse workforce.

HOW Mc DONALD’S MOTIVATE THEIR EMPLOYEES

McDonald's motivates its employees through a combination of strategies:

1.Competitive Compensation: Providing competitive wages and benefits to attract

and retain talent.

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2. Career Advancement Opportunities: Offering clear paths for career progression
and professional development, encouraging employees to set and achieve career
goals within the company.

3. Training Programs: Investing in comprehensive training programs to enhance

employees' skills and competencies, ensuring they feel equipped and confident in
their roles.

4. Recognition and Rewards: Implementing recognition programs, such as

employee of the month awards, performance bonuses, and other incentives to
acknowledge and appreciate employees' contributions.

5. Employee Benefits: Providing benefits like healthcare, meal discounts, and

flexible work schedules to improve overall job satisfaction.

6. Communication and Feedback: Establishing open lines of communication and

feedback mechanisms to ensure employees feel heard and understand their
contributions are valued.

In addition to the mentioned strategies, McDonald's places a strong emphasis on its

company values and culture to motivate employees. The values often revolve around
customer satisfaction, quality service, and teamwork. By aligning employee goals
with the company's values, McDonald's seeks to create a sense of purpose and
connection among its workforce. Employee engagement initiatives, such as team-
building activities and internal communication platforms, play a role in building a
sense of community within the organization. McDonald's may also implement
regular performance evaluations and feedback sessions to help employees
understand their strengths and areas for improvement, fostering continuous growth
and motivation. Moreover, the global nature of McDonald's operations allows for
diverse opportunities for employees, including the chance to work in different
locations or roles within the company. This variety can contribute to a dynamic and
motivating work environment. It's important to note that specific motivational

13
strategies may vary across different McDonald's locations and can be influenced by
regional or cultural factors. The overall goal is to create an environment where
employees are not only motivated to perform their tasks effectively but also feel a
sense of pride and commitment to the brand.

IMPACT OF MOTIVATION ON EMPLOYEES PERFORMANCE:

Motivation plays a crucial role in enhancing employee performance at McDonald's.

When employees feel motivated, they are likely to be more engaged, productive, and
committed to their tasks. In the fast-food industry, where efficiency is key, motivated
employees can positively impact service quality and customer satisfaction.
McDonald's often uses incentive programs, training, and recognition to foster
motivation among its staff, contributing to overall performance improvements.

★ Employee Engagement: Motivated employees at McDonald's are more likely to

be engaged in their work, leading to increased productivity and better service
quality.

★ Efficiency: Motivation contributes to improved efficiency, crucial in the fast-

paced environment of McDonald's, positively impacting tasks such as order
processing and customer service.

★ Commitment: Motivated employees tend to be more committed to their roles,

reducing turnover and ensuring a stable workforce.

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 ★ Customer Satisfaction: Enhanced employee performance, driven by
motivation, translates into better customer experiences, ultimately improving
customer satisfaction levels.

★ Incentive Programs: McDonald's employs incentive programs to encourage

and reward high performance, boosting motivation among staff.

★ Training Initiatives: Providing ongoing training and development opportunities

helps employees feel valued and motivated to continually improve their skills.

★ Recognition: Acknowledging and recognizing employees for their efforts fosters

a positive work environment and reinforces motivation.

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ADVANTAGES OF MOTIVATED EMPLOYEES:

Increased Productivity: Motivated employees tend to be more focused and

efficient in their work, leading to higher productivity levels.

Improved Job Performance: Motivation often correlates with better job

performance as employees are driven to excel in their tasks.

Enhanced Creativity: Motivated individuals are more likely to think creatively and
find innovative solutions to challenges.

Higher Job Satisfaction: Motivated employees are generally more satisfied with
their work, contributing to higher employee retention rates.

Better Team Dynamics: Motivated team members often collaborate more

effectively, fostering a positive and supportive work environment.

Reduced Absenteeism: Motivated employees are more likely to be committed to

their roles, resulting in lower rates of absenteeism.

Increased Employee Morale: Motivated individuals contribute to a positive

workplace culture, boosting overall morale among the team.

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Adaptability: Motivated employees are more adaptable to change and are willing to
embrace new challenges and opportunities.

Customer Satisfaction: Improved employee motivation can positively impact

customer interactions, leading to increased satisfaction and loyalty.

Innovation: Motivated employees are more likely to contribute to organizational

innovation, driving the company forward in a competitive landscape.

OBJECTIVE OF EMPLOYEE MOTIVATION

The objective of employee motivation is to enhance job satisfaction, engagement,

and performance by creating a work environment that encourages employees to
achieve their full potential. Motivated employees are more likely to be productive,
innovative, and committed to organizational goals.

SOME MAJOR POINTS:

➢Boost Productivity: Motivated employees tend to be more productive,

contributing to increased output and efficiency.

➢ Enhance Job Satisfaction: Motivation helps create a positive work

environment, leading to higher job satisfaction among employees.

➢ Increase Employee Engagement: Motivated employees are more likely to be

engaged in their work, fostering a sense of commitment and loyalty.

➢ Encourage Innovation: Motivation can stimulate creativity and innovation as

employees feel empowered to contribute new ideas.

➢ Improve Employee Retention: Motivated employees are less likely to seek

alternative employment, reducing turnover rate.

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➢ Foster Professional Development: Motivation supports continuous learning and
skill development, benefiting both employees and the organization.

➢ Achieve Organizational Goals: Motivated employees align their efforts with the
company's objectives, leading to overall success and growth.

IMPORTANCE OF MOTIVATION

Motivation is crucial as it drives individuals to set and achieve goals, overcome

challenges, and pursue personal and professional growth. It provides the
energy and determination needed to stay focused and resilient in the face of
obstacles, fostering success and a sense of fulfillment.

1. Goal Achievement: Motivation propels individuals to set and work towards

achieving their goals

2. Overcoming Challenges: It provides the necessary drive to face and overcome

obstacles and setbacks.

3. Personal Growth: Motivation is a catalyst for continuous self-improvement and

personal development

4. Resilience: Motivated individuals display greater resilience, bouncing back from

failures more effectively.

5. Success: Motivation is often a key factor in attaining success, both personally

and professionally

BENEFITS OF MOTIVATION

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1. Increased Productivity: Motivated individuals tend to be more productive and
efficient in their tasks.

2. Positive Outlook: Motivation fosters a positive mindset, enhancing overall well-

being and mental health.

3. Improved Performance: Motivated people often exhibit higher levels of

performance and quality in their work.

4. Goal Attainment: Motivation is essential for setting and reaching personal and
professional goals.

5. Enhanced Focus: Motivated individuals can maintain better focus and

concentration on tasks.

6. Greater Resilience: Motivation helps build resilience, enabling individuals to

bounce back from challenges.

7. Career Advancement: Motivated employees are more likely to seek and seize
opportunities for career growth.

8. Team Dynamics: Motivation contributes to positive team dynamics, fostering

collaboration and shared success.

9. Adaptability: Motivated individuals are often more adaptable and open to

learning new skills.

VISION AND MISSION OF MCDONALD’S

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VISION:

McDonald's vision is to be the world's best quick-service restaurant experience,

emphasizing a commitment to excellence in providing fast, convenient, and
enjoyable dining for customers globally.

McDonald's envisions achieving this by consistently delivering high-quality food,

exceptional service, and maintaining a clean and inviting atmosphere in their
restaurants. They aim to adapt to evolving consumer preferences, innovate their
menu offerings, and prioritize customer satisfaction. Additionally, the vision
includes a focus on social responsibility, sustainability, and community engagement
to contribute positively to the areas they operate in. Overall, McDonald's vision
reflects a dedication to being a leading and trusted fast-food brand worldwide.

MISSION:

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McDonald's mission is to provide customers with quality food, served quickly, in a
clean and welcoming environment. They strive to offer great value, maintain high
standards of service, and uphold a commitment to social responsibility and
community involvement.

McDonald's mission extends to continuously innovating their menu to meet diverse

tastes and nutritional preferences. They emphasize fair employment practices,
employee development, and fostering a positive workplace culture. Additionally, the
mission includes a dedication to environmental sustainability, with initiatives aimed
at responsible sourcing, waste reduction, and energy efficiency. Overall, McDonald's
aims to create a positive impact on customers, employees, communities, and the
environment.

SWOT ANALYSIS OF MC DONALD'S:

STRENGTH

1. Global Brand Recognition: McDonald's is one of the most recognized and

valuable brands worldwide.

2. Extensive Global Presence: The company has a vast network of restaurants in

numerous countries, providing a wide market reach.

3. Efficient Supply Chain: McDonald's has a well-established supply chain,

ensuring consistent quality and timely delivery of ingredients.

4. Innovation in Menu: Regular menu innovations and adaptations to local

preferences contribute to customer satisfaction.

Weaknesses:

1. Dependence on Franchise Model: Over Reliance on franchising can lead to

challenges in maintaining uniform standards across all locations.

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2. Public Perception: Criticisms related to health concerns and the nutritional value
of fast food can impact the company's image.

3. Vulnerability to Economic Fluctuations: As a fast-food chain, McDonald's is

sensitive to economic downturns affecting consumer spending.

Opportunities:

1. Healthier Menu Options: Meeting the increasing demand for healthier food
options can tap into health-conscious consumer trends.

2. Expansion in Emerging Markets: Opportunities for growth exist in untapped

markets, especially in emerging economies.

3. Digital Transformation: Investing in technology, mobile ordering, and delivery

services can enhance customer convenience and loyalty.

Threats:

1. Intense Competition: The fast-food industry faces strong competition from

various local and global competitors.

2. Changing Consumer Preferences: Shifts in consumer preferences towards

healthier or alternative dining options may impact traditional fast-food sales.

3. Regulatory Challenges: Compliance with diverse regulations related to food

safety, labor, and environmental standards poses potential challenges.

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 SWOT ANALYSIS OF MY OBSERVATION

Strengths: Recognizable brand, extensive global presence, efficient supply chain,

diverse menu options

Weaknesses: Criticism for unhealthy food options, dependency on franchisees,

vulnerability to changing consumer preferences.

Opportunities: Expansion into emerging markets, introducing healthier menu

items, leveraging digital technology for ordering and delivery.

Threats: Intense competition, health-conscious trends impacting fast food,

economic downturns affecting consumer spending.

COMPANIES THAT INVEST IN EMPLOYEE MOTIVATION

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1.Coca-Cola

Coca-Cola's organizational culture is strongly based on the well-being of

professionals.

Among its pillars is the belief that the company's success depends directly on
committed and motivated employees.

There is an ongoing gratitude in the organization for the significant role of

employees in achieving corporate goals The company's work for the engagement of
its employees is done through great benefits.

The company's perks package is already quite interesting in its own right, plus some
features that are hard to find in other organizations. Among these advantages are:

● tuition reimbursement. A renewable graduation finance fund.

● discounts for the purchase of cars and dry cleaning service on the company's
premises.

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 2. Facebook

Among the advantages of the benefits package offered by Mark Zuckerberg to its
employees is medical and dental assistance and life insurance.

In addition, the company reimburses 50% of the gym's monthly fee. For moms-to-
be, Facebook offers four months of maternity leave and an additional budget of
$4,000 for adoption expenses.

Employees with children up to 5 years of age are entitled to $3000 a year to cover
babysitting expenses.

3. Dream Works

Dream Work offers several non-monetary benefits, but that impacts the
quality of life of employees.

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 We can name a few, such as:

● physical exercise classes;

● custom workstations
● smoothies;
● andengagement-oriented initiatives.

These activities are not seen as a distraction. The company understands that
when carrying out large projects, it is natural that at times people lose some of
their energy and motivation.
Such interventions help to resume concentration and make the work flow
better, even with small changes in routine.

4. Google

In all Google offices around the world, employees follow flexible

working hours. This is thanks to the company's belief in people's freedom
and responsibility.

One of the most outstanding points of Google is the administration by

goals and not by processes.

Thus, the employees themselves define how they will achieve their goals
and manage their career, maintaining their identity and way of working.

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 5. L'Oréal

The biggest opportunity to engage the employees is in the first few months of
hiring.

L'Oréal uses this feature like no other company and knows the impact of this
factor on customer service.

After changes in favor of greater involvement of its employees, the company

noted that consumer loyalty to the brand's products increased by about 50%.

Therefore, the organization knows the importance of work on retaining your

employees.

Even if it is necessary to do so, higher investments. Among the strategies used

is the implementation of an application called “Fit”, which intends to help the
integration process of newly hired professionals.

The feature reaches up to 10,000 new hires per year and is available in 11
languages.

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 The tool helps employees get to know the company culture and norms,
completing the “missions” in real life.

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 CHAPTER 2

RESEARCH METHODOLOGY
Research methodology refers to the systematic process used by researchers to
design, conduct, and analyze a study. It involves the techniques, procedures, and
tools employed to gather and interpret information, ensuring the reliability and
validity of the research. Methodology outlines the steps taken to answer
research questions or test hypotheses, guiding the overall structure and approach
of a study.

Research methodology encompasses several key components:

1. Research Design: This is the overall plan that outlines the structure of the
study. It includes decisions about the type of research (qualitative, quantitative,
or mixed methods), data collection methods, and the overall framework.
2. Data Collection Methods: Researchers use various techniques to gather
data, such as surveys, interviews, observations, experiments, or archival
research. The choice depends on the research questions and the nature of the
study.
3. Sampling: Selecting a subset of the population to study is crucial. The
sample should be representative of the larger population to ensure the findings
can be generalized.
4. Data Analysis: Researchers employ statistical or qualitative analysis
methods to interpret the collected data. Statistical methods include regression
analysis, t-tests, and chi-square tests, while qualitative methods involve
thematic analysis, content analysis, or grounded theory.
5. Instrumentation: In quantitative research, this refers to the tools or
instruments used to collect data, such as surveys or questionnaires. Validity and
reliability of these instruments are essential for accurate results
6. Ethical Considerations: Researchers must adhere to ethical principles,
ensuring the well-being and rights of participants. This includes obtaining
informed consent, maintaining confidentiality, and addressing any potential
risks.

29
 7. Timeframe: Researchers establish a timeline for the study, outlining the
duration for data collection, analysis, and reporting.
8. Budget: The financial resources required for the research, including expenses
related to data collection, analysis tools, and participant compensation, if
applicable.
9. Literature Review: A thorough review of existing literature helps
researchers understand the current state of knowledge in their field, identify
gaps, and build a theoretical framework for their study.
10. Validity and Reliability: Ensuring that the study's results are accurate and
consistent is crucial. Validity refers to the accuracy of the findings, while
reliability concerns the consistency of the results if the study were repeated.

OBJECTIVE OF THE STUDY

● To Study various motivation factors adopted by McDonald's.
● To Study the impact of motivation on employee’s performance in
McDonald's
● To Study how motivation affects job satisfaction of employees in McDonald's
● To study the satisfaction level of employees
● To find out employee engagement

SCOPE
Team Collaboration: Motivation influences positive team dynamics and
communication
Retention Benefits: Motivated workers tend to stay longer, reducing turnover.
Performance Boost: Motivated employees often show increased productivity.
Satisfaction Impact: Motivation links to higher job satisfaction and contentment.

LIMITATIONS
1. Individual Variability: Employees differ in motivation, challenging
generalization.

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 2. Complex Determinants: Multiple factors influence motivation, complicating
causation identification.
3. Subjective Measurement: Reliance on self-reporting introduces potential bias
in assessing motivation.
4. Dynamic Nature: Motivation fluctuates, and studies may capture only a
snapshot.
5. External Influences: Economic or societal changes can impact motivation,
confounding results.

SAMPLE SIZE
We have taken the response of 10 people and who work at Mcdonal’s
Sampling unit– Employee working at Mc donald’s
Sampling area– Mumbai Sampling size– 100 people are surveyed.
Sampling method- To obtain the representative sample, Purposive or
Judgmental

SIGNIFICANCE OF THE STUDY

Studying the impact of motivation on employee performance is crucial for
organizations seeking to enhance productivity and job satisfaction.
Understanding motivational factors can help identify strategies to boost
employee engagement, reduce turnover, and create a positive work
environment. Improved performance often leads to increased efficiency,
innovation, and overall organizational success.
1. Enhanced Productivity: Motivated employees tend to be more focused and
committed, leading to increased output and efficiency.
2. Reduced Turnover: motivated workforce is less likely to seek alternative
employment, reducing turnover rates and associated recruitment costs.
3. Positive Work Environment: Understanding motivation helps create a
workplace culture that fosters positivity, collaboration, and a sense of purpose.
4. Increased Job Satisfaction: Motivated employees experience higher job
satisfaction, contributing to their overall well-being and commitment to the
organization.

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5.Innovation and Creativity: Motivated individuals are more likely to
contribute innovative ideas, fostering a culture of creativity within the
organization.
6. Employee Engagement: Motivation is linked to higher levels of
engagement, leading to better teamwork, communication, and overall
organizational cohesion.

7. Achievement of Goals: Motivated employees are more likely to set and

achieve personal and organizational goals, contributing to the success of the
company.
8. Adaptability to Change: Motivation helps employees embrace change
positively, making the organization more adaptable and resilient in dynamic
environments.
9. Improved Performance Metrics: Organizations with motivated employees
often exhibit improved performance metrics, such as higher sales, customer
satisfaction, and quality of work
10. Enhanced Organizational Reputation: A motivated workforce positively
influences the perception of the organization, both internally and externally,
contributing to a positive reputation.

RESEARCH DESIGN
Research design is the structured plan or blueprint that outlines the processes,
methods, and procedures to be followed in a research study. It helps define the
overall strategy for collecting, analyzing, and interpreting data.
A well-constructed research design ensures that the study is organized,
systematic, and capable of addressing the research questions or objectives
effectively.
TYPE OF RESEARCH
1. Basic Research: Conducted to expand knowledge without immediate
application.
2. Applied Research: Aimed at solving specific problems or addressing
practical issues.

32
3. Quantitative Research: Involves numerical data and statistical analysis.
4. Qualitative Research: Focuses on non-numerical data, exploring attitudes and
behavior
5. Experimental Research: Manipulates variables to establish cause-and-effect
relationships.
6. Descriptive Research: Describes characteristics of a phenomenon without
manipulating variables.
7. Cross-sectional Research: Examines different groups at one point in time.
8. Longitudinal Research: Studies subjects over an extended period to observe
changes.
9. Correlational Research: Examines relationships between variables without
manipulating them.
10. Action Research: Conducted by practitioners to solve specific problems in
their context.
For studying the impact of motivation on employees, you could primarily use
Quantitative Research to measure and analyze numerical data, such as survey
responses or performance metrics, providing a statistical understanding of the
relationship between motivation and employee outcomes.

DATA COLLECTION
basically, the data can be classified into two categories i.e.
A. Primary Data
B. Secondary Data

PRIMARY DATA
Primary data refers to information collected directly from original sources
through methods like surveys, interviews, experiments, or observations.
It is first hand data that hasn't been previously gathered or analyzed, making it
specific to a particular research or inquiry.

33
Primary data includes information collected directly from the source, such as:
1. Surveys: Gathering responses through questionnaires or interviews.
2. Interviews: Direct conversations with individuals or groups to obtain
information
3. Experiments: Conducting controlled tests to observe and measure outcomes.
4. Observations: Systematic watching and recording of behaviors or events.
5. Focus Groups: Discussions with a small group to explore opinions and
attitudes

1. Conducting surveys is a common method for collecting primary data.

Surveys involve asking a set of standardized questions to a group of individuals,
known as respondents, to gather information about their opinions, attitudes,
behaviors, or demographics. Surveys can be administered through various
channels, such as paper questionnaires, online forms, face-to-face interviews, or
telephone interviews, depending on the research goals and target audience.

2. Interviews are a method of collecting primary data where a researcher

engages in direct conversations with individuals or groups. This allows for in-
depth exploration of topics, obtaining detailed information and insights.
Interviews can be structured (with predetermined questions) or unstructured
(more open-ended), depending on the research objectives. This personalized
interaction provides a deeper understanding of the participants' perspectives,
making it valuable for qualitative research

3. Experiments involve manipulating variables in a controlled setting to observe

their effects and gather primary data. This method allows researchers to
establish cause-and-effect relationships. By conducting experiments, researchers
can test hypotheses, control variables, and collect data on the outcomes. This
structured approach is common in scientific studies and provides a rigorous way
to generate primary data for analysis and interpretation

4. Observation data is collected by systematically watching and recording

behaviors, events, or phenomena. This method involves directly observing
subjects in their natural environment without interference. It can be qualitative,

34
focusing on descriptions and patterns, or quantitative, involving numerical
measurements. Observational data is valuable for gaining insights into real-
world behaviors and interactions, making it a common approach in fields such
as anthropology, psychology, and environmental science.
5. Focus group data in primary research involves conducting group discussions
with a small number of participants to explore their opinions, attitudes, or
perceptions on a specific topic. The discussion is typically guided by a
moderator who uses open-ended questions to encourage conversation. Focus
groups provide qualitative insights, capturing diverse perspectives and allowing
researchers to explore nuances in participants' responses. This method is
commonly used in market research, product development, and social sciences to
gather in-depth qualitative data.
SECONDARY DATA
Secondary data is data that has been previously gathered and is available for
reuse. It can be categorized into two types: internal and external. Internal
secondary data comes from within an organization, like sales records. External
secondary data is collected by external sources, such as government agencies or
research institutions. Researchers often use secondary data for cost-
effectiveness and time efficiency in their studies. However, it's crucial to assess
its reliability and relevance to ensure its suitability for the specific research
context.

Secondary data can include a wide range of information, such as:

1. Published Sources: Books, articles, journals, newspapers, and magazines.
2. Government Reports: Data collected and published by government agencies.
3. Market Research Reports: Surveys and studies conducted by market research
firms.
4. Company Report: Annual reports, financial statements, and other documents
published by companies.
5. Databases: Existing datasets available from various sources.
6. Online Platforms: Socialmedia, forums, and websites that may contain
relevant information.
7. Historical Data: Information from past records and archives.

35
 8. Surveys and Studies: Previous research studies and surveys conducted by
other researchers.

CHAPTER 3

LITERATURE REVIEW

In a complex and dynamic environment, leaders of the organization used to

create the environment in which employees feel trusted and are empowered to
make decisions in the organization which leads to enhanced motivation level of
employees and ultimately organizational performance is enhanced. Smith and
Rupp (2003) stated that performance is a role of individual motivation;
organizational strategy, and structure and resistance to change, is an empirical
role relating motivation in the organization. Likewise, Luthans and Stajkovic
(1999) concluded that advancement of human resources through rewards,
monetary incentives, and organizational behavior modification has generated a
large volume of debate in the human resource and sales performance field.

According to Orpen (1997) the better the relationship between mentors and
mentees in the formal mentoring program, the more mentees are motivated to
work hard and committed to their organization. Likewise, Malina and Selto
(2001) conducted a case study in one corporate setting by using a balance score
card (BSC) method and found out that organizational outcomes would be
greater if employees are provided with positive motivation. The establishment

36
of operations-based targets will help the provision of strategic feedback by
allowing the evaluation of actual performance against the operations-based
targets. Goal-directed behavior and strategic feedback are expected to enhance
organizational performance (Chenhall 2005).

Kunz and Pfaff (2002) stated no substantive reason to fear an undermining

effect of extrinsic rewards on intrinsic motivation. Decoene and Bruggeman
(2006) in their study developed and illustrated a model of the relationship
between strategic alignment, motivation and organizational performance in a
BSC context and found that effective strategic alignment empowers and
motivates working executives. Leaders motivate people to follow a participative
design of work in which they are responsible and get it together, which makes
them responsible for their performance. Aguinis et al. (2013) stated that
monetary rewards can be a very powerful determinant of employee motivation
and achievement which, in turn, can advance to important returns in terms of
firm-level performance.

Garg and Rastogi (2006) identified the key issues of job design research and
practice to motivate employees’ performance and concluded that a dynamic
managerial learning framework is required to enhance employees’ performance
to meet global challenges.

Vuori and Okkonen (2012) stated that motivation helps to share knowledge
through an intra-organizational social media platform which can help the
organization to reach its goals and objectives.

Den and Verburg (2004) found the impact of high performing work systems,
also called human resource practices, on perceptual measures of firm
performance. Ashmos and Duchon (2000) recognizes that employees have both
a mind and a spirit and seek to find meaning and purpose in their work, and an
aspiration to be part of a community, hence making their jobs worthwhile and
motivating them to do at a high level with a view to personal and social
development.

37
 CHAPTER 4

DATA ANALYSIS, INTERPRETATION AND PRESENTATION

Male 33%
Female 67%
Prefer not to say 0%

Q.1 Gender of the employee

INTERPRETATION
67% of the respondents are female
33% of the respondents are male

38
Q.2 Age of the Employees

18-24 73.6%
25-34 10.4%
35-44 10.4%
45-54 5.7%

● Employees from the age group 18-24 took maximum participation in

answering and expressing their opinions regarding their motivation amounting
to 73.6% of the total number of employees
● Furthermore, people aging between 25-34 also shows considerable amount of
response
● Employees from the age group 34-44 also good participation in answering
● Employees from the age group 45-54 has the least amount of participation.

39
Q.3 Do you believe that motivation affects your productivity?

Yes 81.1%

No 6.6%

Maybe 12.3%

● 81.1%of the total population believe that motivation affects their

productivity.it means that they that their is in increase in productivity
● Whereas 6.6% of the employees do not believe motivation affect your
productivity
● And the rest of the employees feels both that is 12.3%

40
Q.4 Have you noticed a difference in your performance when you are
motivated versus when you are not?

Yes 90.6%
No 9.4%

● 90.6%ofthe employees are saying that they noticed a difference in their

perforation when they are motivated
● 9.4%ofthe employees are saying no about they see a difference while they are
motivated
● It means that there is a difference when employees are motivated and they
perform very well.
● Increase in motivation leads to increase in productivity

41
Q.5 Do you think motivated employees are more likely to achieve their
goals?

Yes 73.6%
No 8.5%
Maybe 17.6%

● 73.6%ofthe employees feel more likely to achieve their goals when they are
motivated
● While8.5%of the employees do not believe that motivation does anything
with the goals.

42
 ● And the rest of the 17.9% are saying maybe motivation lead to achieve their
goals.

Q.6 Do you think motivation plays a role in job satisfaction?

Yes 92.5%
No 7.5%
Maybe 0%

● 92.5%ofthe employees think that motivation plays a very important role in

job satisfaction
● Whereas 7.5% of the employees thinks motivation is nothing related to job
satisfaction.

43
Q.7 Do you believe motivation influences your commitment to your work?

Yes 33%
No 10.4%
Maybe 54.7%

● 33%oftheEmployees believe that motivation influence their commitment to

their work
● While54.7 of the employees saying that they are not sure about it

44
● On the other hand rest of the employees 10.4% do not feel that motivation
influence their work commitment.

Q.8 Have you noticed an increase in your performance when you are
motivated?

Yes 70.8%

No 4.7%

Maybe 24.5%

● 70.8 % employees agreeing that they actually notice an increase in

performance when they are motivated

45
● While4.7 %are not accepting or supporting this
● 24.5%are supporting both.

Q.9 Have you seen a correlation between motivation and achieving targets?

Yes 68.9%
No 9.4%
Maybe 21.7%

46
● 21.7% 68.9% of the employees feel that they is a correlation between
motivation and achieving targets. they think that motivation helps to achieve the
targets
● 9.4%feels that there is no correlation between motivation and achieving
targets ● But over all there is a correlation between and achieving targets.

Q.10 Do you feel motivated when you receive positive feedback from your
manager?

Yes 92.3%

No 7.7%

47
● 92.3% of the employees feel that when they receive positive feedback they
get more motivated which helps them to do work. and also there is an increase
in productivity which helps to achieve the goals.
● Where7.7%are saying no they don't feel motivated when they receive
positive feedback.

CHAPTER 5

HISTORY OF COMPANY

Siblings Richard and Maurice McDonald opened the first McDonald's at 1398
North E Street at West 14th Street in San Bernardino, California, on May 15th
1940. The brothers introduced the "Speedee Service System" in 1948, putting
into expanded use the principles of the modern fast-food restaurant that
predecessor White Castle had put into practice more than two decades earlier.
The original mascot of McDonald's was a hamburger-headed chef who was
referred to as "Speedee".In 1962, the Golden Arches replaced Speedee as the
universal mascot. Clown mascot Ronald McDonald was introduced in 1963 to
market the chain to children.

Logo from 1940 until 1948

48
 Logo from 1948 until 1953

Logo from 1953 until 1960

On May 4, 1961, McDonald's first filed for a U.S. trademark on the name
"McDonald's" with the description "Drive-In Restaurant Services," which
continues to be renewed. By September 13, McDonald's, under the guidance of
Ray Kroc, filed for a trademark on a new logo—an overlapping, double-arched
"M" symbol. But before the double arches, McDonald's used a single arch for
the architecture of their buildings. Although the "Golden Arches" logo appeared
in various forms, the present version was not used until November 18, 1968,
when the company was granted a U.S. trademark.
The present corporation credits its founding to franchised businessman Ray
Kroc on April 15, 1955. This was the ninth opened McDonald's restaurant
overall, although this location was destroyed and rebuilt in 1984. Kroc was
recorded as being an aggressive business partner, driving the McDonald
brothers out of the industry.
Kroc and the McDonald brothers fought for control of the business, as
documented in Kroc's autobiography. In 1961, he purchased the McDonald
brothers' equity in the company and began the company's worldwide reach. The
sale cost Kroc $2.7 million, a huge sum during that time. The San Bernardino
restaurant was eventually torn down in 1971, and the site was sold to the Juan
Pollo chain in 1998. This area serves as headquarters for the Juan Pollo chain,
and a McDonald's and Route 66 museum. With the expansion of McDonald's
into many international markets, the company has become a symbol
of globalization and the spread of the American way of life. Its prominence has
made it a frequent topic of public debates about obesity, corporate ethics, and
consumer responsibility.

PRODUCT

49
McDonald's predominantly sells hamburgers, various types of chicken, chicken
sandwiches, French fries, soft drinks, shakes, breakfast items, and desserts. In
most markets, McDonald's offers salads and vegetarian items, wraps and other
localized fare. On a seasonal basis, McDonald's offers the McRib sandwich.
Some speculate the seasonality of the McRib adds to its appeal. During March
of each year, McDonald's offers a Shamrock Shake to honor Saint Patrick's Day.
In addition, the chain also sells some items within the United States on a
regional basis; for example, the Hatch Green Chile Double Cheeseburger, which
is topped with New Mexico green chile, is only available in the southwestern
state of New Mexico.
Products are offered as either "dine-in" (where the customer opts to eat in the
restaurant) or "take-out" (where the customer opts to take the food off the
premises). "Dine-in" meals are provided on a plastic tray with a paper insert on
the floor of the tray. "Take-out" meals are usually delivered with the contents
enclosed in a distinctive McDonald's-branded brown paper bag. In both cases,
the individual items are wrapped or boxed as appropriate.
Since Steve Easterbrook became CEO of the company in 2015, McDonald's has
streamlined the menu which in the United States contained nearly 200 items.
The company has looked to introduce healthier options and removed high-
fructose corn syrup from hamburger buns. The company has removed artificial
preservatives from Chicken McNuggets, replacing chicken skin, safflower oil
and citric acid found in Chicken McNuggets with pea starch, rice starch, and
powdered lemon juice.
In September 2018, McDonald's USA announced that they no longer use
artificial preservatives, flavors and colors entirely from seven classic burgers
sold in the U.S., including the hamburger, cheeseburger, double cheeseburger,
McDouble, Quarter Pounder with Cheese, double Quarter Pounder with Cheese
and the Big Mac. Nevertheless, the pickles will still be made with an artificial
preservative, although customers can choose to opt out of getting pickles with
their burgers.
In November 2020, McDonald's announced McPlant, a plant-based burger,
along with plans to develop additional meat alternative menu items that extend
to chicken substitutes and breakfast sandwiches. This announcement came after
the successful testing of Beyond Meat plant based meat substitutes. In late 2022,
McDonald's announced the addition of the Double McPlant at all restaurants in
the United Kingdom and Ireland starting January 4 due to the success of the

50
McPlant. In 2024, select McDonald's in the UK were testing vegan ice cream
called Choco Scoop and Strawberry Scoop and receiving positive reviews

International menu variations

McDonald's Menu is customized to reflect consumer tastes in their respective

countries. Restaurants in several countries, particularly in Asia, serve soup. This
local deviation from the standard menu is a characteristic for which the chain is
particularly known and one which is employed either to abide by regional food
taboos (such as the religious prohibition of beef consumption in India) or to
make available foods with which the regional market is more familiar (such as
the sale of McRice in Indonesia, or Ebi (prawn) Burger in Singapore and Japan).
McDonald's restaurants in China include fried buns and soybean milk on their
breakfast menus.
In Germany and some other Western European countries, McDonald's sells beer.
In New Zealand, until 2020, McDonald's sold meat pies after local
affiliate McDonald's New Zealand partially relaunched the Georgie Pie fast
food chain it bought out in 1996. In Greece, the signature hamburger, Big Mac,
is changed by adding Tzatziki sauce and packaging in a pita.[51]
In the United States and Canada, after limited trials on a regional basis,
McDonald's began offering in 2015 and 2017, respectively, a partial breakfast
menu during all hours its restaurants were open. All-day breakfast was phased
out from menus at the start of the COVID-19 pandemic in 2020.
In partnership with the Central Food Technological Research Institute in India,
McDonald's has introduced millet-based buns on September 4, 2024. Three
major (Pearl millet, Sorghum, and Finger millet) and two minor
(Proso and Paspalum scrobiculatum) millets are used which makes up 22% of
the bun. It provides more calcium, iron, and protein in addition to a small
amount of complex carbs to aid in satiety more quickly.

51
 CHAPTER 6
CONCLUSION
The last half of the twentieth century witnessed the development of many
fast food chains. None were assuccess ful as McDonalds at maximizing
profit and minimizing cost. The rapid growth of McDonalds from one small
store in 1948, to its first restaurant in 1955, to its worldwide dominance and
market saturation at the turn of the twenty-first century, is a story of
capitalist enterprise, sometimes at its worst and (to its shareholders)
sometimes at its best. The business practices of McDonalds are, to put it
kindly, slightly suspect. By keeping employee wages lowand refraining from
hiring full time workers, the company was able to save money on health
care packages and employee benefits. In addition, Mc Donalds was able to
gain ground on its competitors in the 1970s when adepression caused most
other fastfood chains to halt their growth. Mc Donalds used its superior
resources to continue to grow and expand. Now, the restaurant is perhaps
the greatest symbol of contemporary American capitalism. By saturating
nearly every market it has entered, McDonalds now envisions itself as a
stabilized company, not as interested in entering new markets as they are in
exploiting those markets in every way available to them. The company is
also more able to respond to consumer demands that, earlier in its
existence, would have been impossible. But as one of the most powerful
businesses in the world, Mc Donalds can pretty much do as it pleases- an
advantage that has come to characterize the history of the business.
When it comes to the environment, McDonald sir responsibility toward the
effects of their business practices is highly evident. These effects counter
their recent efforts at cultivating a "green" image. However, they remain
almost hidden behind that glossy green picture of McDonalds. Once
uncovered, it is apparent that McDonalds is not such a friendly neighbor to
the environment. They pride themselves on leading the industry in
environmental protection, when it seems they do more harm than

52
damage. The beef they use to feed America comes from cattle that graze on
ex-rain forestland. The packaging that beef is wrapped in to be given to the
consumer is used for mere minutes before being thrown away, many times
landing back on the ground, polluting the environment. When two activists
had finally had enough and spoke out against the business practices
of McDonalds, McDonalds sued. They however would later make clear
their intention not to collect any damages they were awarded.

CHAPTER 7
BIBILOGRAPHY

https://www.google.com/url?sa=i&url=https%3A%2F
%2Fwww.zomato.com%2Flucknow%2Fmcdonalds-
gomti-nagar
%2Fmenu&psig=AOvVaw3xEisGUhjddNZGPcE_DIie&u
st=1730687466055000&source=images&cd=vfe&opi=8997
8449&ved=0CBQQjRxqFwoTCOC1iqqPv4kDFQAAAAA
dAAAAABAE
https://www.google.com/url?sa=i&url=https%3A%2F
%2Fwww.gettyimages.in%2Fphotos%2Fmcdonalds-
drive-thru-
menu&psig=AOvVaw3xEisGUhjddNZGPcE_DIie&ust=1
730687466055000&source=images&cd=vfe&opi=89978449
&ved=0CBQQjRxqFwoTCOC1iqqPv4kDFQAAAAAdAA
AAABAJ
https://www.mcdonalds.com/us/en-us.html
Benefits of Highly Motivated Employees
https://mcdonaldsteam3.blogspot.com/2010/06/
conclusion.html

53
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