Job Design
Job design in McDonald
As everyone knows, McDonald’s Corporation is one of the biggest franchise fast-food restaurants throughout the world. Therefore, the implementation of appropriate job design within the organization itself becomes an extra significant issue facing by the manager. As Wood et al (2010, p159) states: “Job design involves the planning and specification of job tasks and the work setting designated for their accomplishment.” Each staff is designed a particular set of jobs in McDonald’s. For example, some crew members cook food items in kitchen, some crew member work on the front counter and cafe, while others might doing the cleaning. Also there is manager or supervisor who supervises the entire crew and look after overall wellbeing of the restaurant. The corporation cannot satisfy every staff needs or assigned them to the right task which they are capable with, in this case, the jobs affect the staff negatively. In McDonald’s, work is typically characterized as repetitive, boring and monotonous. In these respects, it is intellectually unchallenging and factory-like. Despite what may be promised, these jobs will not lead to a career or useful skill acquisition (Ritzer, 1993). Therefore, issue might occur since every staff is designed to a particular job and the repetitive job routine could possibly lead to low performance and dissatisfaction.
Basically, there are four approaches used in the job design. These include job simplification, job enlargement, job rotation and job enrichment. However, only job simplification will be discussed throughout this report then will focus on how difficult to sustain a consistent workforce within a corporation. First of all, job simplification is standardizing work procedures and work done by people in clearly defined and specialized tasks (Wood et al, 2010, p159). For example, if McDonald’s restaurants reengineered its facilities, it would redesign the entire stores which including the order-taking technology,
As everyone knows, McDonald’s Corporation is one of the biggest franchise fast-food restaurants throughout the world. Therefore, the implementation of appropriate job design within the organization itself becomes an extra significant issue facing by the manager. As Wood et al (2010, p159) states: “Job design involves the planning and specification of job tasks and the work setting designated for their accomplishment.” Each staff is designed a particular set of jobs in McDonald’s. For example, some crew members cook food items in kitchen, some crew member work on the front counter and cafe, while others might doing the cleaning. Also there is manager or supervisor who supervises the entire crew and look after overall wellbeing of the restaurant. The corporation cannot satisfy every staff needs or assigned them to the right task which they are capable with, in this case, the jobs affect the staff negatively. In McDonald’s, work is typically characterized as repetitive, boring and monotonous. In these respects, it is intellectually unchallenging and factory-like. Despite what may be promised, these jobs will not lead to a career or useful skill acquisition (Ritzer, 1993). Therefore, issue might occur since every staff is designed to a particular job and the repetitive job routine could possibly lead to low performance and dissatisfaction.
Basically, there are four approaches used in the job design. These include job simplification, job enlargement, job rotation and job enrichment. However, only job simplification will be discussed throughout this report then will focus on how difficult to sustain a consistent workforce within a corporation. First of all, job simplification is standardizing work procedures and work done by people in clearly defined and specialized tasks (Wood et al, 2010, p159). For example, if McDonald’s restaurants reengineered its facilities, it would redesign the entire stores which including the order-taking technology,