McDonald’s Corporation Case Study - Management Assignment Help

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McDonald’s Corporation

September 1, 2017. Steve Easterbrook walked into his office in the McDonald’s corporate headquarters in Oak Brook, Illinois. Now two and a half years into the job of McDonald’s CEO, he is starting to see some of his early turnaround initiatives show results. 

His thoughts turned to Don Thompson, his predecessor and friend. Thompson was in the top job for less than three years, overseeing a more than four per cent decline in customer traffic in 2014. In spring 2015, Thompson retired. Easterbrook hoped to avoid this fate. They had both started their careers at McDonald’s early in the 1990s and had climbed the corporate ladder together. Easterbrook had not taken personal joy in seeing either his friend and mentor, or the company they both loved, struggle. Rather, he had hoped to take the helm at the company at its peak and then take it to new heights—not inheriting the corporate giant in a turnaround situation.
 
The company’s troubles had snowballed quickly. In 2011, McDonald’s had outperformed nearly all its competitors while benefitting from the fallout of the great recession (2008–2010) as more custom- ers flocked to its low-cost meal options. In fact, McDonald’s was the number-one performing stock in the Dow 30 with a 34.7 percent total shareholder return.1 But in 2012, McDonald’s dropped to number 30 in the Dow 30 with a –10.75 percent annual return. The company went from first to last in twelve brief months. In 2012, McDonald’s’ sales growth dropped by 1.8 percent, the first monthly decline since 2003.2 Annual system-wide sales growth in 2012 barely met the minimum three percent goal, while operating income growth was just one percent compared to a goal of six to seven percent.3 

Things went from bad to worse. Sales continued to decline over the next two years. Net income in 2014 fell almost 15 percent to $4.76 billion, representing the company’s first annual drop in “like-for-like” sales since 2002.4 By early 2015, McDonald’s shares had dropped below their 2012 price point, while the overall market was up by 50 percent.5 

Things were not much better overseas. The weak global economy was a further drain on domestic sales.6 When the dollar was relatively weak, it had been an asset for the company to generate almost 70 percent of its revenues from other countries, but the dollar’s current strength made McDonald’s trademark products even more expensive for its international consumers.7 Asian sales were still recov- ering from a 2014 scandal, where a major Chinese meat supplier had been accused of selling expired meat to McDonald’s restaurants. European sales were also soft due to political problems in Russia. Several McDonald’s outlets had “failed” inspection and been shut down in retaliation for U.S. sanctions against Russia.8 

Thompson had already tried revitalizing the menu (e.g., with the McWrap), eliminating poorly selling items, increasing customization, and restructuring U.S. operations to give local franchises greater autonomy. Yet customers still seemed confused by the complex menu offerings, distrustful of the quality of ingredients, frustrated at how long it took to get their food, and angry at the company’s “exploitative” labor policies.9,10 According to analysts, “[Thompson] got fatally behind the last couple of years” and “wasn’t inspiring people the way he needed to be.”11 By the fall of 2017, there was surpris- ingly little mention of Easterbrook in Wall Street analyst reports, seemingly indicating that he was quietly, and effectively, creating change behind the scenes.
 
As Steve Easterbrook took a sip from a can of a zero-calorie Monster energy drink, he looked at the screen of his laptop. He knew that early results from his strategic initiatives were promising. As of fall 2017, McDonald’s (normalized) share price had appreciated by more than 55 percent since his tenure as CEO started in March 2013, outperforming the S&P 500 index by almost 35 percentage points (Exhibits 1 and 2). But, he wondered how he could build upon these quick wins, and create continued superior performance in an ever more uncertain and competitive environment.

A Brief History of McDonald’s
 
McDonald’s was started by the McDonald brothers in 1940 in San Bernardino, California.12 By limiting the menu to burgers, fries, and drinks, Dick and Mac McDonald could emphasize qual- ity and streamline their operations. As a result, the popularity of the restaurant grew quickly, and the brothers started franchising McDonald’s to nearby locations. Alerted to their success when the McDonalds placed a large order for eight multi-mixers, Ray kroc joined the brothers in 1954. Together, they founded the McDonald’s Corporation in 1955, with the vision of establishing McDonald’s franchises throughout the United States. kroc bought out the brothers’ shares in 1961, the same year that he founded the Hamburger University (graduates receive a bachelor’s degree in Hamburgerology). He continued his plans for rapid expansion throughout the 1960s and 1970s, establishing more than 700 new McDonald’s restaurants. In 1965, the company held its first public offering, debuting at $22.50 per share.

kroc described his management philosophy as a three-legged stool: one leg was the parent corpora- tion, the second leg was the franchisees, and the third was McDonald’s suppliers. His motto became, “In business for yourself, but not by yourself,” as he built an ever-larger network of store owners and an integrated supply-chain management system. Many new menu items, such as the Big Mac and Egg McMuffin, were developed by the franchisees. kroc encouraged his local owners to be entrepreneurial as long as they maintained the company’s four main principles: quality, service, cleanliness, and value. Because of the volume of McDonald’s business, kroc found many supply partners willing to adhere to his high standards.

McDonald’s both owns and operates its own restaurants, as well as, franchisees them to others. The large majority of restaurants are franchised (85 per cent) and McDonald’s management has made it clear they expect that percentage to increase to 95 per cent in the coming years. There are three primary franchise ownership structures: 
1) conventional franchisee, 
2) developmental license, and 
3) affiliates.

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