On job training is also one of the most important principles of Scientific Management theory. Taylor stated that every company should train its workers scientifically rather than leaving them to train themselves as they might be prone to making mistakes. It aims to unearth and cultivate workmens endowment and let them have the best performance in their work to obtain the highest efficiency. McDonald’s have a strong tradition of training that is consistently applied to everybody in the business starting at crew level because they know its prominence to the bottom line of their business operation. All staff regardless full or part time workers , hourly paid workers, supervisors or managers have to under go a compulsory restaurant training. A new employee should be given training as soon as he joins McDonald's and starts his first working day. A well structured training system helps to retain staff and help their staff to perform more efficiently and professionally.
A company should develop a standard method of performing each job efficiently. In the Scientific Management Theory, Taylor stated that there should be only one method of work that can maximize efficiency. And to discover and develop this one best method, a through scientific study and analysis should be conducted. Taylor's prime focus was on efficiency and he suggested that people had to follow what his theory said. McDonald's has established a series of detailed and strict working standards which ensures that each product from any chain restaurant is of high quality. Each type of job has its normative operational standards and written regulations regardless whether the person is a cook, counter crew or a cleaner. The cooking time for every dish and the amounts of materials are prescribed with accurate numerical value and controlled by machines. In some franchises, they use a computer system that transmits orders to the kitchen and there are holding bins which will maintain the temperature to keep the food hot and fresh. All Mc Donald’s staff are specialized in different production procedure, some of the staffs play a role in the burger production and some in the production of French fries. The crew at the counter will take orders and typically uses a suggestive sell up to add a missing item such as dessert. Then they will use the register display to confirm, assemble and check the order. The order is assembled by collecting food from the appropriate machines. McDonald’s has developed a standard method of performing each job and the employees can perform efficiently.
In conclusion, the Scientific Management Theory became a powerful force as it contributes to increased efficiency in industrial establishments. McDonald’s shows the evidence of applying the principles of Scientific Management theory. They train every new crew member scientifically rather than leaving them to train themselves to ensure efficiency among workers. They also implement bonus and extra incentive systems to give encouragement to the employees to perform well to meet their targets. It aims to bring everyone’s production efficiency into full play to accomplish optimum profit. Moreover, they cooperate with the workers to ensure that the scientifically developed methods are being followed and it will be eligible to improve the production efficiency. Across the globe, this theory has also made an important contribution to the business world we see today and improvised many areas of management. Taylor's ideology still plays an important role in the current management systems and this has increased and improved production efficiency. Much of the core of Scientific Management remains with us today, where it has been modified, updated and given a human face. Mc Donald's has achieved huge success and has spread worldwide almost in every major city as it has successfully applied the scientific management theory in its business philosophy to reap enormous benefits. Therefore, it is important for organizations which want to be as successful to focus on its resources such as labour, environment and the theories of management.
Company 2 : Tesco
Introduction
Tesco began in 1919 with one man, Jack Cohen a market stallholder groceries in London. Tesco was formed out of a merger with T.E. Stockwell from whom he purchased tea for sale on the stall. The first store opened in 1929. Since then tesco has expanded around the globe. It now has over 2,200 stores including hypermarkets and Tesco Express outlets to meet different customer needs. Tesco has become the largest british retailer and one of the world's leading retail outlets on three continents. Tesco's growth has resulted in a worldwide workforce of 468,000 employees. To support its growth, Tesco needs staff that are motivated, flexible and well trained and who will recognize customer needs. Tesco recognizes that employee motivation is important for the continuous growth of the company.
Elton Mayo's Human Relations Theory applied by Tesco
Elton Mayo ( 1890 – 1949 ) who introduced Human Relations theory or also known as Hawthorne's theory suggested that motivation at work was promoted by factors such as:
• good teamwork such as working in group or teams
• greater communication skills between managers and workers
• involving others in decision making especially by treating workers as members of a group or discussion
• showing interest in others because workers will feel important and this will increase the work quality
• ensuring work is interesting and non-repetitive so that workers wont get bored easily
• ensuring the wellbeing of others by understanding the needs and problems of employees
A person can change or develop their actions by motivation of internal and external factors. For example, an internal factor may be the desire to learn a new skill and this would reward the individual. External factors might be such as sales targets and incentives. Mayo based his assumptions on research undertaken with workers at the Hawthorne plant of the Western Electric Company in Chicago by conducting a series of experiments on two different groups of workers. His work resulted in the Hawthorne theory. From this he concluded that boredom and repetitiveness of tasks can lead to reduced motivation. He believed that motivation was improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social needs.
At Tesco the Elton Mayo's theory is seen to be operating throughout the company. In motivating the employees, communication is an extremely important factor. This may be through private discussions with managers by conducting one to one discussions, through the company intranet or newsletters or through more formal structures such as appraisals. Daily team meetings are conducted by line managers to update staff on the happenings of the day. Tesco also gives out awards called Value Awards to any member of staff as a way of saying thank you and celebrating achievements among their staff. Many training and development opportunities promotes motivation among Tesco workers because everyone has access not just to the training they need to do their job well but also to leadership training to be able to grow within the company. In helping the staff to achieve the extraordinary, Tesco offers strategic career planning.
In 2009, Tesco appointed 3,000 managers which was 80% from internally. They also conduct an annual career discussion with each employee because the company also emphasizes on the development of each employee and has implemented a system of feedback. Feedback is provided from a selection of people with whom the employee works and is a personal development tool. This helps employees to understand their behaviour, strengths and weaknesses within the workplace as others see them. The idea of the programme is to improve individuals and get things done efficiently. All Tesco employees have a Personal Development Plan which they build through their 360 degree feedback and other tools. To help provide oppurtunities for continuous personal development, this enables Tesco managers to offer meaningful feedback to employees. This personal approach helps employees to reach their full potential by encouraging self assessment and providing advancement through ongoing training. It also enables individuals to take responsibility for their development. By building a two way relationship, it will ensure that the employee is committed to the values of the company and that the employee works in partnership with others and helps improve the business for customers.
REFERENCES
1) Mightystudents.com 2010, Using Frederick Taylor – Scientific Management, viewed on 20 March 2011, < http://www.mightystudents.com/essay/Using.Frederick.Taylor.58798 >.
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5) Mbaknol.com 2011, Tesco's Steering Wheel, viewed on 20 March 2011, <http://www.mbaknol.com/management-case-studies/tesco%E2%80%99s-%E2%80%98steering-wheel%E2%80%99-a-tool-for-strategic-value-creation-and-business-transformation/>.
CONTENTS
Assignment Question
Pick any two companies and investigate whether the companies use Frederick Taylor's management theory or Elton Mayo's theory on human relations in carrying out their day to day business.
