Ariba heaps of people their first job is too

Ariba
Qureshi,

Business
Management,

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January
21, 2018.

 

McDonald’s

 

McDonalds Corporation
is the world’s most recognized and largest provider of foodservice serving millions
of customers daily around the world and operates in almost 37000 restaurants in more
than 120 countries. It was initiated in 1940 with a restaurant opened by brothers Richard
and Maurice in California.

 

McDonald’s recruitment
policy holds each individual restaurant responsible for recruitments. The
business adheres to various recruitment approaches out of which advertisements
in local restaurants is considered to be the most efficient one as it addresses
the locals. Moreover, it also uses career fairs and local job centers to get
the word of the hiring process out. After shortlisting through the
applications, interviews are held to determine applicants’ potential to be a
successful McDonald’s employee. The interviews involve real life decision
making rather than theoretical responses to structures questions. The candidates
are then rated accordingly and the ones with the highest ratings get through the
process and the new employees are inducted through a Welcome Meeting and
orientations. Qualified and well-trained staff is crucial to the business’s
present day success in the food industry. The behemoth of the fast food dining
market offers training programs that are aimed at moving ‘first job’ employees to
senior management positions. A typical McDonald’s restaurant employs about 60
people. Most people are paid by the hour and are referred to as ‘crew members’.
Their primary job is to prepare the food, serve the customers and carry out
tasks for the efficient running of the restaurant.  The remaining restaurant-based employees are
salaried managers. It is their responsibility to manage the restaurant’s operations,
crew and business performance.

 

Centralization is the degree to which
decision-making authority is concentrated at higher levels in an organization. McDonald’s
has a famously bureaucratic structure which makes it highly centralized where
employee jobs are formalized, with clear lines of communication and specific
job descriptions, which in turn means that the authority rests with the senior
management instead of employees delegated further down the hierarchy, who are
closer to the situation in question. This plays as an advantage to them by
allowing them to manufacture uniform products around the world at minimum cost
and ensuring that the control is maintained over thousands of their outlets.

 

The fact that the fast food firm has given
heaps of people their first job is too important to be ignored but what happens
after the recruitment process is of greater interest to the stakeholders.

In an industry where big and small firms clamor
to look good on paper, McDonald’s is no different. In a statement, its CEO
mentions that the business is “committed to providing safe working conditions
for employees in 14000 US restaurants”. However, the company is facing ‘a slew
of health and safety complaints’ from its employees who claim to work in
hazardous conditions without safety gears. In situations of injuries, be it due
to rushing to serve the orders to meet the employers demands or a mere accident,
they’re habitual of being denied of the first aid. In one particularly stirring
anecdote, an employee says that she sustained a bad grease bun while taking
fries out of the fryer and on asking for first aid, was told by a manager to ‘put
some mustard on it’. Similar incidents have been quoted where employees have
frequently been told to use condiments to soothe workplace burns. In an article
published on The Guardian, interviews of McDonald’s employees have been
recorded where they complain about how the first aid kits placed in the
restaurants are nothing but empty boxes. The impression of burned McDonald’s
employees squirting mayo on the injury would certainly not reduce the growing
bad perception of the business before the stakeholders. Moreover low pays, insecure
shifts and degrading demeanor adds up to employee frustration. The employees
are the most affected group of stakeholders to take into account in this
situation. Such unpleasant work environment caused motivation, productivity and
loyalty to plummet resulting in an increased turnover. As employees are the
most powerful representation of any brand, engaged employees are the best
advocates to acquire and retain the customers. In this case, bad treatment of
the employees resulted in a poor reflection of the brand itself diverting the
customers, which is detrimental to brand loyalty. This has had an impact on the
business profitability and has also affected the shareholders through decreased
dividends.