1. To ensure the success of a business, corporations often routinize to ensure that workers will follow certain methods to promote quality and efficiency. The Mcdonald's corporation takes routinization to extremes, virtually eliminating all worker decision making processes. The worker satisfaction with McDonald's is low and turn over is high due to the lack of regular hours, benefits, wage increase, and employee empowerment.
2.Work is routinized at the McDonald's corporation very successfully. Ray Kroc's goal was to produce the same quality and cleanliness of food at every location world wide. He has accomplished this through extreme routinization. From the thickness of pickles to the proper arm motion used for salting fries, everything must be done the McDonald's way. Workers require very few decision making skills and are able to complete tasks the same way every time through routinization. However, there job provides very little interest and they may lack pride in their job due to it's simplicity. Consumers are used to the routines of McDOnald's. They know how to order and what to expect each time. Consumers know what a Big Mac will be like no matter what franchise they are frequenting. This routine is successful with consumer and the average consumer eats at McDonald's 20 times per year. Revenues also show the profitability of McDonald's far surpasses other franchises. They ensure manager routinization by training at Hamburger University were routines and decision making are discussed heavily in themes of mustard and ketchup. They are encouraged to act like Ray Kroc and pursue his dream. In essence, they are brainwashed with the dream of the hamburger industry. Workers are then reinforced by the managers to strictly follow routines, although sometimes there is a slight deviance (i.e. not smiling at the drive-thru). Since they have such a high turnover, it is also of no consequence to fire someone if they constantly deviate.
3. The negative affects of routinization at such standards is the lack of employee empowerment. Employees feel like machine, not human being with decision making skills. They have a set list of tasks and a set list of ways to accomplish them. Employees quickly tire of such routinized work without good compensation or set hours. Turn over rates are extremely high. The positive affect is that McDonald's is a highly successful corporation and Ray Kroc's dream lives on. McDonald's is expanding into further countries and is the most successful fast food chain in the world by far.
4. I currently work as an espresso barista at Nina's Pony Espresso. I have worked there for five years. Although we do not have promotion or wage increases, employee empowerment is high. We do not work under a manager and are virtually unsupervised. We make all decision when customer problems arise, although there is a short list of rules to follow. These rules are simple and employees enjoy the variance there job presents along with high levels of both customer and employee satisfaction. Employees strive to please customers due to the tips they receive. The job is fast paced and everyone orders a specialized drink, making the work interesting. Customers and employees develop a unique relationship to the amazing number of repeat customers that return daily. It is a very laid back and comfortable atmosphere with a large amount of employer confidence in employees. Our employer also uses recommendations from other employees for hiring. Instead of posting an opening, she asks if we can recommend someone who we think will do a good job. This has worked amazingly well, as our staff consists of outgoing people who enjoy their job and strive for excellence as baristas. New employees are trained by current employees, and the knowledge is passed on. We have a very low turn over rate and have a crew of employees that have been with the company up to 9 years.
5. From the beginning, McDonald's has discouraged soliciting to promote the restaurant to families. They did not hire young females in order to discourage teenage solicitors. They have strict standards on situations and how they are carried out. For example, a McDonald's employee can only make one decision, if a customer is unsatisfied with their food, they are to supply a new order immediately. All other problems must be taken to the supervisor. This creates a feeling of idiocy as is highly obvious with all of McDonald's rules and procedures. Employees are so expecting to remain only a short time and many are hired knowing this. It creates a very low level of work esteem and the workers are not encouraged to take pride in their job, only managers. McDonald's uses these brainwashed managers to ensure workers follow specific standards. If they don't, they are terminated. Those are the rules, this is the way things are done.
6. Leidner is right about the consequences of routinization. HOwever, McDonald's is a very successful corporation. Their goal is not employee satisfaction. It is customer satisfaction, profitability, and expansion. McDonald's should continue on the same path to remain profitable. If they wish to promote long term employment and empowerment, they need to seriously reevaluate their methods and consider changing to a system promoting decision making. The corporate would have to change from autonomy to compassion. McDonald's would not be as successful, but could obtain mediocre success with satisfied long term employees through methods such as my job promotes. In my opinion, I believe that McDonald's should continue as it is one of the most successful corporations in the world. They do a great job of franchising and maintaining standards. Social concerns of minimum wage employees that are easily replaced are of no concern.