Explain and Critically Evaluate the Central Argument and Methodology in the Article by Royle, 1999 ‘Recruiting the Acquiescent Workforce’, Employee Relations, 21:6, 540-55.
Explain and critically evaluate the central argument and methodology in the article by Royle, 1999 ‘Recruiting the Acquiescent Workforce’, Employee Relations, 21:6, 540-55.
McDonald is one of the largest fast food chains in the world. Founded in USA, it has more than 12,000 stores in its hometown and has been expanding spectacularly outside the USA. Despite the great number of its stores around the globe, McDonald is well-known for its uniformity of product (Love, 1995; Ritzer, 1993). This uniformity can be achieved as a result of the Multinational Enterprise (MNE). Nevertheless, as different countries have distinct national legalization and units of operating, it is highly impossible for McDonald to have perfectly the same labour relations and practices across these countries. Understand this matter, Tony Royle, in his article “Recruiting the Acquiescent Workforce” compare UK and German McDonald’s workforce setting. This essay will analyse and critically evaluate this study conducted by Tony Royle as reported in Journal of Employee Relations 1999.
The study aimed to identify to what extent McDonald’s standardisation approach conveys the employee relations practices between these 2 differing countries, UK and Germany, with distinct labour market regulations and how does McDonald accommodated limitations in regard to the availability of a certain type of works. The study suggest that there is a dynamic relationship between the national employment regulation and MNE, with MNE may still be constrained by the national regulation as the national regulation is deeply rooted in the national industrial relations. The study focuses on McDonald’s workforce characteristics and the restaurants’ hierarchy. The findings presented in the study are a fraction of a larger study conducted in some European Countries about McDonald’s labour relation practices. They are based on questionnaires, interview, and an observation conducted between 1994 and 1997. Most of the analysis is
McDonald is one of the largest fast food chains in the world. Founded in USA, it has more than 12,000 stores in its hometown and has been expanding spectacularly outside the USA. Despite the great number of its stores around the globe, McDonald is well-known for its uniformity of product (Love, 1995; Ritzer, 1993). This uniformity can be achieved as a result of the Multinational Enterprise (MNE). Nevertheless, as different countries have distinct national legalization and units of operating, it is highly impossible for McDonald to have perfectly the same labour relations and practices across these countries. Understand this matter, Tony Royle, in his article “Recruiting the Acquiescent Workforce” compare UK and German McDonald’s workforce setting. This essay will analyse and critically evaluate this study conducted by Tony Royle as reported in Journal of Employee Relations 1999.
The study aimed to identify to what extent McDonald’s standardisation approach conveys the employee relations practices between these 2 differing countries, UK and Germany, with distinct labour market regulations and how does McDonald accommodated limitations in regard to the availability of a certain type of works. The study suggest that there is a dynamic relationship between the national employment regulation and MNE, with MNE may still be constrained by the national regulation as the national regulation is deeply rooted in the national industrial relations. The study focuses on McDonald’s workforce characteristics and the restaurants’ hierarchy. The findings presented in the study are a fraction of a larger study conducted in some European Countries about McDonald’s labour relation practices. They are based on questionnaires, interview, and an observation conducted between 1994 and 1997. Most of the analysis is