Running head: CHANGE 1
CHANGE MANAGEMENT PLAN
Vernette Nathan
Strayer University
Dr. Vanessa Graham
HRM 560
14 December 2014
Change Management Plan
Introduction: Proposed Initiative
McDonalds is one of the leading global fast-food restaurants that is characterized with a
highly diverse workforce and every expansion program into new territories introduces fresh
cultural, ethnic, racial and other social stratification challenges (Hill & Jones, 2012). The
franchising program has ensured an increasing number of employee workforces that McDonald
has a statutory responsibility to oversee their management. This is the main reason why
McDonald’s Global Chief Diversity Officer Ms. Pat Harris found it necessary to propose an
initiative within the Human Resource Department that is defined by a cultural information
network (Hauser, 2013). The network is both physical and virtual with the ultimate goal of
CHANGE 2
encouraging dialogue, compromise and exchange of relevant information based on the diverse
cultural backgrounds of its employees. The employee exchange program previously restricted to
top management position is now being initiated at lower levels to intensify diversity appreciation
efforts. The network also pays special consideration to the diverse customer base across the
world.
Changes on Proposed Initiative
The introduction of the diversity program should call for mandatory participation of
employees.
The initiative must not interfere with the standards set for hiring and dealing with
employee situations including disciplinary actions.
The initiative must welcome opinion and proposed changes in identifying diverse aspects
