Scientific Management of McDonalds

Scientific Management of McDonalds

Introduction

The true interest and prosperity of employer can be determined in the long term years if it is accompanied by prosperity also of the employees and vice versa. This can also be get through giving the workman most of their wants which includes the high wages and the wants of the employers which is low labor cost. This means that the scientific management is the foundation of the firm for its conviction in the interests of the two are also one and also the same (Taylor, F, 2006, p. 1).

The scientific management is primarily consist of the certain wide general principles with some of the philosophies that can be applied in many ways and to the description that the man and men can believe for the best mechanism in the application of the general principles and may not have confusion in its principles. There are also differences on the ordinary management and to the scientific one whereas the ordinary is the necessity for the offering of the workman for the specialize inducement as accepted as compared to the proportion of the most interested in the adoption of the paying schemes as the bonuses, incentives, etc.  On the scientific management, the particular payment is only the subordinate for these elements. On the principles of scientific management, the workmen’s initiatives which are generally the hard work, ingenuity, and good-will are acquired with the greater extent under the possible old system and the absolute uniformity. This can also be an improvement on their part, the managers will also assume for the new burdens, responsibilities can also never been dreamed of in the past, and the new duties (Ibid, p. 11).

For the case of the more complicated manufacturing establishments and multinational companies as McDonalds, it is important to be clearly illustrated that the greatest prosperity for its employees which is accompanied by the huge prosperity for the employer can only be brought if the company’s work is being done to the smallest combined expenditure for the human effort, for the nature resources, and the operating cost (Principles of Scientific Management, 2008).

There are also several reasons on the fact that the theory of Taylor had been remain to be popular. First and foremost, it has the cheap and easy step to follow that can appear in their work which shows its plausibility. Most of the managers particularly in Britain prefer to have the common sense and the ideas of working in sophisticated and more complex manner in practical ideas. This means that the specialization in task can reduce the progress throughout the times and can also take the less space which can simplify the control of production. For the second significant reason for using the Taylorian theorem is to work for the designs of the less perpetuates to the higher authority and status of the managers who can work in a clean office, take the responsibility of the decisions, and no manual work, as well as go home for the higher symbolic and higher rewards. Lastly, there are also lacks of credible alternatives. Despite of the scientific management problems, most of the managers and some of the organizations have been the limelight on the organizational strategy of taken-for-granted for the application and the designing of the work (Goffee and Scase, 1995, p. 76).

 

 

 

 Principles and Overview to Scientific Management

According to Frederick Winslow Taylor, who is considered to be the father of scientific management, it will depend for its effort for it’s prove that the scientific management is the superior to all other types of management. This can be done trough the gathering all of the traditional knowledge by the managers by the possession of the employees whereas they are being tabulated, classified, and reduce and can also be determine for implementing laws, rules and the formulation of helpful ideas that can be use by the whole management. The management also has to the other duties in a scientific manner which can take their duties and involve in the heavy burdens. This means that the management needs to have the science for the every element of the work of the employees that can be the replacement of the old method of rule-of-thumb. The scientific selection and training are also be done. This can also be added by the teaching and development of the employees apart from the past that he had learned. The management is also been cooperated to the men so that they can have the assurance that the work will be done according to the principles of science. There are also separation of the work equally and the responsibility of the management and the employees. This means that the management will need to take over all of the work in the better fitted as compared to the employees. This new relationship and tasks that assigned to the management is only the symbol of the efficient and effective scientific management (Taylor, F, 2006, p. 16).

In general, the management of incentives and initiative are the workmen oriented problem. On the other hand, the scientific management is for the problems of the management fully. The task idea is probably the most prominent element of the modern scientific management. This also signifies that the work of every employee is entirely planned by the management at least a day in advance whereas every employee receives the most complete cases of written instructions. This instruction covered the detailed of the works that needs to be accomplished and the process in doing the said work. The planned and assigned tasks constitutes to the work that needs to be solved which is not only by the employees but to the combined effort of the management and the employees. The said task implies the theory of not only what is to be done but how it is to be done as well as the exact time in doing this. The said task are planned and done carefully in order for the careful and good work in their performance. There is also regulation in this management wherein the man that hook in his job will strive harder in working for this rates for the long term manner so that hey can work happier and not to experienced overwork. The scientific management is primarily consists of the large preparation and carrying of their tasks (Ibid, p. 17).

  

Scientific Management Applied by McDonalds

In the twentieth century, the principles of Scientific Management had been formalized by the Frederick Taylor for the objectives of developing and designing the ideas so that it gets the employees in the manufacturing industries for producing more profit. Taylor decided in contracting with the other companies for the rearrangement of the production processes in simplifying the tasks that every employee needs to perform. The workers in the Taylorized factories are executing the same simples task and not to do many different things. The scientific management’s principles have the important impact globally whereas there are still many evidences that show most of the company are applying the scientific management for their business operations (Ibid, p. 18).

The McDonald’s is considered to be one of the most valuable and well-known brand in the whole world. The company also leads the shares in the globally branded fast food segments of restaurant in very country with the retailer of foodservice for over 30,000 local restaurants that serves the 52 million people for 119 countries everyday. In this regard, the principles of scientific management had also been applied by McDonald’s in it business operations for the three functions. These functions include the development of the workman and the scientific education, the method of performing every job, and the system of rewarding so that they can meet the goals (McDonald’s Corporate Website, 2008).

As an introduction, the application of the principles of scientific management in their operation of their business due to the company had established the system of rewards so that they can meet their goals. This will support to the statement of Taylor that the non-incentive system of wages can only encourage the low production if the employee is receiving the similar payment regardless the produced amount that they made. The motivation of Taylor in his concept is the institution of the system for the inequitable payment for the bonus system and for the workers that can create the monetary incentives. There are many ways that McDonald’s is doing in encouraging its employees for the effective ways. Aside from the base payment, the company had established the promotional programs and the competitive wages, motivation, hard work, dedication, and results that rewarded and recognized by McDonalds. This means that the appreciation came in many different forms which include the simple encouragement for the have the good job. The restaurant also made an appreciation of the recognition for having the programs such as the “Employees of the Month”. The company is also offering the great programs of incentives for having the access in the gift certificates, free foods, merchandise, etc. Additionally, the company is also established the incentive pay system that can provide their employees for the earning the opportunities in the competitive total compensation when meeting or even exceeding the performance goals. There are also bonuses that the company is paying for the top employees which are based on the performance of the business and the individual performance. Moreover, the long term incentives are all granted to the deserving employees to retain and reward the employees who had shown the sustainable performance and have the long-term creation for the company. In this manner, the objective is not only for the establishment of the bonus system but also for the efficient and effective performance of the company which instituting the different kinds of systems in increasing the monetary incentives which includes the company car program and the recognition program (Ibid).

The scientific training is also one considered to be one of the important principles in the scientific management. In argument of Taylor, he implies that the company needs to train its workers in scientific manner and not into leaving for themselves. This method has the objective of cultivating and to unearth the endowment of the employees as well as allow them to have the best performance in their work for acquiring the farthest and highest efficiency. The company also has the strong tradition and belief that the training have known for their values as the bottom line for their business. For the level of the crew, there is considerable ongoing and initial training for applied consistencies for everybody in their business whether they are full time, part time, or hourly paid staff. The managers allowed their staffs to undergo training. In the case of New Zealand, the new staff will have the skill extension of skills through the program of Qualink of the company which had been recognized and approved by the New Zealand Qualifications Authority (VZQA) and approved the national certificate. This only signifies that the new employee needs to accept the training when he joins the team of the company before he starts his first working day. He must also pass the tests for the three posts in its first months. In conclusion, the high requirements will also create the high quality for the food. Furthermore, the company had built the worldwide management training center which is located in Oak Brook, Illinois. This will only focus on the provision of exclusive training for the McDonald’s Corporation as well as the franchisees of the employees for its various business aspects. The Hamburger University is one of the company’s first training centers is located in 130,000 square feet with the high quality facilities and 30 resident faculty professors. It is also comparable to any university whereas it has the course catalog with nine courses. These are all ranges from the basic operations of restaurant and up to the four programs of progressive management development. The curriculum of the operations of the training is the combination of the interpersonal skills training, the operations of enhancement, and the equipment management which can be studied for two-weeks. There is also the proper structured of the training that can help in retaining its staffs for their demonstrations of their links amidst the promotions and training. Additionally, the training materials are all consists of the elements which includes the primary content that is applicable for the maintenance and consistency of the services and food quality worldwide. It also includes the content of locale-specific which is primarily based on the local menu items, labor practices, and to the food safety regulations. These specified training systems can help their staff to have the better, efficient, and professional performance (Greenwood, 2006).

From the theory of Taylor, the company needs to have the standard method for performing the job efficiently. Accordingly, he argued there is only one method for maximization of efficiency which can only be determined with the aide of scientific analysis and study. He also added that the concerned of the management or organizational issued (Witzel, 2003, p. 293). The McDonald’s established the sequences of strict and detailed working standards that can ensure for every product must be high quality in every chain restaurant. There are normative operational standards as well as the regulations even if he is a cook, cleaner, or the counter person. There are machines that control the amount of the materials and the cook time that are given in the numerical value. Additionally, the company also established the computer system in the operations which can transmits the orders in the holding bins from the kitchen and for the regulations of the temperature in keeping the foods to be fresh and hot. Furthermore, the staffs of McDonald’s are all experts with the various production procedures. The person in the counter is the one that accepts the order who is typically use the different suggested sell-up and need to add the missing item including the dessert. They are also using the displays of register for assemble, confirmation, and the checking of the order. The assembling of orders can be done by the collection of food which came from the appropriate bins and machines. On the other hand, some of the staff is located in the different stations of the stores which include the production of burger, French fries, etc. The company had also been developed the standard method with the efficient performance of the employees and their jobs (Smart, 1999, p. 249).

Generally, there are many examples that the scientific management can had been applied in the past and current business of McDonald’s. One of these is the standard procedures which use the automatic machines. There are practices on pre-determined methods on work and the concentration of trainings. This also includes for the standard speech when asking for drinks and items of foods as the” Is that a large one” or “would you like fries with that”, respectively. There is also the use of the manuals and operative check lists for the working methods that determined by the management. On the other hand, the manager also has the specific and significant rile in this kind do management as taking the major decisions centrally. He is also the one responsible for the major role on the monitoring of the site and the taking in charge in its performance of the staff, the product, and to the procedure. He is also the one responsible for the supply of the information into the central office which are primarily technical and administrative In the franchises of McDonald’s the client are sort themselves in the columns or rows with the one person at the register formation of generation (Lockwood, 1992, p. 46).

The scientific management approach had been applied by the trade McDonald’s. There are divisions on the food preparations and there is also simple separation on the cooking that carried out by the workers. All of the burgers are sold with the same condiments of the production line while there are self service policies for the customers. There are 15 minutes training for the new employees for attaining the maximum efficiency for the job and that is because of the food preparation that had organized by the timers, the pre-allocated amounts, and the registered labels of food genres. The McDonald’s also use the scientific management whereas the monotonous and deskilled jobs are all rule by the ready supply, bolstered and rule by cheap yet young labor. The approach of large volume, high speed, and the low price in the procedure of assembly-line for the serving and cooking of the food were also been developed by the management of McDonald’s and also followed by the other sectors (Ashley, et. al 2004, p. 21).

Conclusion

The principles and practices of Scientific Management made the powerful force in the contribution of the increase efficiency of the industrial establishment. There are also the evidences that the McDonald’s applied the principles of Scientific Management. Part of these evidences that had been discussed is the institutions of bonus systems for encouraging the employees to have the better performance and to meet its standards and objectives. In addition, they also train their workers in the scientific manner and they don’t allow for self learning. The main objective of the said program is the efficient production for accomplishment of the full play maximum profit. Furthermore, the cooperation for the workers had built fro the assurance that the development of scientific method had followed and it can also be use for the improvement of efficient production. Indeed, the scientific management had played the important role in the development and improvement of company’s management approaches today. It has also made the significant impact which contributes to the world of business that can be seen today in New Zealand and in worldwide. This means that Taylor made had generated the place for the existing management thinking. With the help Taylor, the products had become more plentiful and there is an improvement in the production efficiency. In the current days, most of the people can have the colorful and rich life as the king. The scientific management opens the door for the updated and modified business today.

 

 

 

Bibliography

Lockwood, F 1992, Activities in Self-Instructional Texts, Routledge, United Kingdom.

Smart, B 1999, Resisting  McDonaldization, SAGE, United Kingdom.

Witzel, M 2003, Fifty Key Figures in Management, Routledge.

Greenwood, H 2006, The McDonaldization of Higher Education, IAP, Ohio.

Goffee, R and Scase, R 1995, Corporate Realities: The Dynamics of Large and Small Organizations, Routledge, United Kingdom.

Fundamentals of Scientific Management 2008, Principles of Scientific Management BlogSpot, viewed 23 June, 2008, http://principles-of-scientific-management.blogspot.com/2007/03/chapter-1-fundamentals-of-scientific.html.

Taylor, F 2006, The Principles of Scientific Management, Cosimo, Inc., New York.

McDonald’s Corporate Site 2008, McDonald’s, viewed 23 June, 2008, http://www.mcdonalds.com/

Ashley et. al., 2004, Food and Cultural Studies, Routledge, United Kingdom.

Credit:ivythesis.typepad.com