The first article I wish to summarize, “Behind the Counter at McDonald’s”, concerns Robin Leidner’s research conducted about the employees’ alienation due to the routinization of work.
The author did a participant observation at McDonald’s as a model of formal rationality and standardized rules.
The observation has shown that the routinization of work at McDonald’s leads to the alienation of employees. It often causes the deviation from corporate standards, has a negative impact on workers, and decreases employee productivity in all aspects. Employees working in monotonous conditions are subject to constant stress. Moreover, routinization excludes the possibility of moving up the career ladder since it does not imply the manifestation of any extraordinary qualities and actions (Leidner, n.d.). Workers often lack motivation and opportunities for further professional development.
Communication and employee engagement are the most important for maintaining business efficiency. However, despite a carefully built corporate rules and social control, McDonald’s managers failed to follow the guidelines. For example, at the analyzed restaurant, managers did not always provide employees with the necessary support (Leidner, n.d.). This made people alienated since they were not involved in the company’s processes. If the employees are engaged, they are motivated and effective, which is important both for the business and for themselves. However, the company’s strict standardization and fixed functions has made the work at McDonald’s monotonous and tedious (Leidner, n.d.). Thus, the social activity of the workers is repeatable and characterized by motivational detachment and lack of involvement. That is why improving communication, as well as combating routinization and workers’ alienation can significantly improve labor efficiency and generate economic gains at McDonald’s.
Reference
Leidner, R. (n.d). Behind the Counter at McDonald’s. Sociology 101, 1-11. Web.