'How McDonalds use motivational theories Essay\r'

'To what extent do McDonalds usance indigenceal theories to enhance the per habitusance of their employees and hence increase capacity/productivity? Are these methods effective?\r\nIntroduction\r\nMcDonalds is a large multinational company that supplies millions of people with agile food. It is important for them to interpret that the sprainforce they employ is working to their estimable potential. McDonalds atomic number 18 very(prenominal) node/ mart orientated. They depend on a re prescribeation for customer service. If employees be non incited accordingly this ordain suffer. If workers ben’t proceedd be rise. E.g. train costs increase in proportion to supply swage.\r\nâ€Å"When an employee is attached a task to do and it is non carried give away satiscomponentily, this failure may healthful be payable to a pretermit of motif, rather than a lack of ability”. With this in mind McDonalds must ensure that their workforce is propeld.\r\nMot ivation mint be tie in to a number of featureors such as pay, working hours, working environment etc. ( chaffer accessory p1 for full list). As well as these the corporate burnish and management styles potentiometer play a articulation influencing the pauperization of the employees.\r\nWell- motivated employees achieve more(prenominal). They are more committed, industrious and productive. Over the years various strategies for motivating employees take in been developed. These are known as motivational theories. legion(predicate) divers(prenominal) and often contrasting theories bring been put forward by a number of different theorists (see extension p1, p2). I am going to style into the extent that McDonalds, Hertford, use these.\r\nHypothesis/theories\r\nEmployees who are sickly motivated often score badly on at least one of the factors influencing motivation: an light work, unpleasant working\r\nconditions and low pay. (see adjunct p1)\r\nA lack of motivation- either limited to one field of operation or department, or spread throughout the firm- arouse employee dissatisfaction. This results in a higher tire out perturbation leading to a waste of m and coin (see adjunct p2) increased incidents of absenteeism and/ or sickness, poor timekeeping, and more disputes between both counterfeital and informal assemblages within the firm.\r\nMotivational problems are not easily overcome. usu eithery if one person in a upstanding workforce is unmotivated they give proceed moaning to the different employees. This can then subject the problems to spread as those that sop up heard the moaning may also start to moan (low motivation and moaning become contagious). The problems become very hard to stop dead.\r\nI feel that an establishment such as McDonalds will try to stop them arising in the first place. Also accord to V.H inhabit the greater the motivation of an employee the greater the chance of them acting a set task providing t hey have the ability. He put this into an comparison:\r\nPerformance = Ability x Motivation (people need the ability to do a task but they also need the motivation to do it)\r\nThis equation leads me to think that McDonalds will use a lot of motivational theories as the equation shows that motivation is a very important factor influencing a person’s performance so McDonalds will try to increase it in as many ways as they possible can.\r\nmethod acting\r\nPrimary explore\r\nTo find the information that I needed I constructed a questionnaire sidestep that gave me a lot of information in as picayune-minded a time as possible. unity table told me what McDonalds were doing to motivate the staff and which of these motivation techniques they found effective. (See appendix for method on the questionnaire and data collection)\r\nSecondary research\r\nI used data hive away by the primaeval skills stem in my year. They constructed a questionnaire to pupils in year twelve to fin d out â€Å"what factors motivate them in their compensable work and how this information could be useful to employers”. Then I took particular questions from this for my work and they gave me the results for these. The questions that I used were 5,6 and 7. (See appendix for copy of this questionnaire Pages 6,7). This was germane(predicate) to me as some of the question lead to answers that could be related to motivational theories and motivation in general.\r\ndepth psychology\r\nThe results collected showed that McDonalds used a lot of factors to motivate their workforce and the results showed that the factors the employees found the most important in motivating them were the ones that McDonalds had satisfied well. (The results table in the appendix p4,p5 shows this where the two columns both have the number trinity in them)\r\nIt seems that rather than use one angiotensin converting enzyme motivational possible action McDonalds have taken all of them and tried to comb ine as shown on the stool of the back page in the appendix where I have linked factors from my questionnaire table to specific theories. (See appendix p5 for evidence)\r\nMcDonalds has a participatory leadership style and a task culture (see appendix for definitions/explanations p1) both of which are associated with McGregors theory Y worker (see McGregor in the appendix p1). This increases motivation according to the work that was carried out by the key skill group. (See appendix p8 for results proving this)\r\nThere is group working associated with Elton Mayo yet there is a performance related pay scheme that would be linked to F.W Taylor. They have even taken into grade the work done by Fredrick Hertzberg which says that an employees needs can be put broadly into two categories of motivators and hygiene factors (see appendix p1 Hertzberg). He says that although hygiene factors should be present- motivation falls if they are ignored- they themselves do not motivate employees. His theory suggests that managers must provide motivators in the form of telephone circuit enrichment and job rotary motion schemes. As you can see from the table of results (appendix p5) McDonalds staff have express that this is important to them and have said that job rotation schemes have been used and used well.\r\nThe Questionnaire that the key skills group constructed showed that most of the students were given training in their job and that the vast majority thought that they should have been trained. It is suggested that if right-hand(a) training were given it would motivate the employees. However I feel that whether an employee is given training or not is better linked to Hertzberg’s motivators and hygiene factors because he says that a hygiene factor alone will not motivate a person just if the factor is neglected then it will cause a lack of motivation. This seems to be the case with training as shown by Question 6 of the key skill questionnaire.\r\nEvaluatio n\r\nMy prediction that McDonalds would use a lot of motivational theories seems to be wane, as they do not just use one of the theories they have integrated all of them And they have a democratic leadership style. However despite all this they hush have quite a lot of cut into turnover. â€Å"We do everything we can to ensure that the staff are motivated. We give them proper training and a 4 week trial period yet myself and my colleagues good-tempered find ourselves short due to employees not staying with us for that long” said the store manager when I was conducting my research.\r\nOne catch (a) could that this could be down to the fact that most of the employees are young and still at school, college or university. Therefore they may quit the job when they have to start revising for exams, when they go al-Qaida from their universities or when they finish school and go in search of a permanent higher paid job or career. All of this leads to higher recruitment and tra ining costs. Showing that although the staff they have utter they are motivated they are still losing employees and then showing that they are not cosmos as efficient as they would like. They are making their employees more productive and efficient but are not creation efficient in keeping them. (See problems of labour turnover in the appendix p2). Another view (b) could be that staff do not see McDonalds offering a long term career.\r\n ersatz jobs are available to the staff and the pay is near the same (Evidence from results of Q5 in the key skills survey). This indicates that their staff holding problems are more likely down to the factors depict in view (a) above.\r\nConclusion\r\nFrom the data collected I can reason out that McDonalds in Hertford uses motivational theories to a very large extent. My research showed that they have tried to take all of the theories, put unneurotic by all of the theorists, and combine them as well as adopting a democratic leadership to e ngender sure that they benefit from a hard working, motivated and therefore productive workforce.\r\nThe company appears to have the correct type of management as the results of the key skills survey question 7 (See appendix p8) suggests that the workers are McGregors theory Y workers (appendix McGregor p1)\r\nI feel that the company is being effective in motivating the employees and my research proves this. This shows that they are using all of the motivational theories to their advantage shown in the appendix where the motivational factors are linked to theory.\r\nOne of the reasons for motivating the workforce was to increase productivity and I think that they have done this as my questionnaire showed that the employees were motivated. This motivation will increase their productivity and performance according to the manager and V.H Rooms equation. (See\r\nappendix p2)\r\nI conclude that McDonalds have increased their efficiency to a small extent just by increasing staff productiv ity because if each worker is producing faster then they are cutting costs in the form of time. However my research showed that McDonalds, Hertford, are not being as efficient as possible as they are still suffering from labour turnover but this may be nothing to do with lack of motivation but simply that the preponderantly young staff do not go through it as long term employment survival of the fittest although they do tend to be employed for 1 to 2 years as part time staff.\r\n'