Taylors principles gp

TAYLOR PRINCIPLES
IN McDonald’s
Prof & Lawyer. Puttu Guru Prof & Lawyer. Puttu Guru
PrasadPrasad
M.Com., M.B.A., L.L.B.,
M.Phil., PGDFTM.,
AP.SET., ICFAI CMF., (PhD) at
JNTUK.,
Senior Faculty for Management Sciences,
S&H Department, VVIT, Nambur,
My Blog Link: puttuguru.blogspot.in

• McDonald's Corporation is the world's
largest chain of hamburger
fast food restaurant
• Serving around 64 million customers daily
• Headquartered in the United States
• The business began in 1940, with a
restaurant opened by brothers Richard
and Maurice McDonald

The Principles of Scientific
Management
 Published by
Frederick Winslow Taylor in 1911.
 He is often called "The Father of
Scientific Management.“
 His approach is also often referred
to, as Taylor's Principles, or
Taylorism.

The Principles of
Scientific Management
1. Replace rule of thumb work methods with
methods based on a scientific study of the
tasks.
2. Scientifically select and then train, teach,
and develop the workman, whereas in the
past the employee (or workmen) chose his
own work and trained himself as best he
could.

The Principles of
Scientific Management
3. Provide "Detailed instruction and
supervision of each worker in the
performance of that worker's discrete
task“
4. Divide work nearly equally between
managers and workers, so that the
managers apply scientific management
principles to planning the work and the
workers actually perform the tasks.

Principles
 Science not rule of thumb
 Harmony not discord
 Cooperation not individualism
 Development of each and every
personnel to his or her greatest
efficiency.

Scientific management in
McDThe principles of scientific management
had also been applied by McDonald’s in it
business operations for the three
functions:-
1) Development of the workman and the
scientific education
2) The method of performing every job
3) and The system of rewarding
So that they can meet the goals

TRAINING
 The scientific training is considered to be one of
the important principles in the scientific
management.
 The company also has the strong tradition and
belief that the training have known for their
values as the bottom line for their business.
 There is also the proper structured of the
training that can help in retaining its staffs for
their demonstrations of their links amidst the
promotions and training.

 McDonald trains almost 55,000 employees each
year. Each year, it also dedicates over Â 10
million dollars to ongoing employee training,
providing people with valuable skills.
 Work experience at McDonald's is a foundation
for future employability.
 People from all walks of life credit a first job at
McDonald's with having equipped them with the
ingredients for success.
TRAINING

 McDonald's Staff Training Programme is an on-the-
job vocational experience that teaches skills
transferable to other industries.
 All employees-learn to operate state-of-the-art
foodservice equipment, gaining knowledge of
McDonald's operational
procedures.
 Step-by-Step manuals and video tapes cover every
detail, from how to
make a Big Mac, to how to deliver exceptional
service to customers.
TRAINING

 McDonald's business demands
Teamwork, Discipline and
Responsibility.
 McDonald's experience results in
enhanced communications skills
as well as greater self-confidence.
TRAINING

 Conducted at regional offices and corporate
training centers across the country
 McDonald's Management Development
Program (MDP) continues to develop the
potential leaders which the Crew Training
Programme has nurtured.
 The Management Training Centre runs three
courses that give the skills required by
different levels of management, from
restaurant shift Management to mid -
management.
TRAINING

Standard method
 From the theory of Taylor, the company
needs to have the standard method for
performing the job efficiently.
 The McDonald’s established the sequences
of strict and detailed working standards
that can ensure for every product must be
high quality in every chain restaurant.
 There are normative operational standards as
well as the regulations even if he is a cook,
cleaner, or the counter person.

 There are machines that control the amount of
the materials and the cook time that are given in
the numerical value.
 the company also established the computer
system in the operations which can transmits the
orders in the holding bins from the kitchen and for
the regulations of the temperature in keeping the
foods to be fresh and hot.
 the staffs of McDonald’s are all experts with the
various production procedures.
 The company had also been developed the
standard method with the efficient performance of
the employees and their jobs.
Standard method

 standard speech when asking for
drinks and items of foods as the” Is
that a large one” or “would you like
fries with that”, respectively.
 use of the manuals and operative
check lists for the working methods
that determined by the management.
Standard method

Development of personnel
 Development of each and every person to
his or her greatest efficiency.
 bonus systems for encouraging the
employees to have the better performance
and to meet its standards and objectives.
 This will support to the statement of
Taylor that the non-incentive system of
wages can only encourage the low
production if the employee is receiving the
similar payment regardless the produced
amount that they made.

 McDonalds is motivating employees for better
performance.
 Aside from the base payment, the company had
established the promotional programs and the
competitive wages, motivation, hard work,
dedication, and results that rewarded and
recognized by McDonalds.
 also established the incentive pay system that can
provide their employees for the earning the
opportunities in the competitive total compensation
when meeting or even exceeding the performance
goals.

 There are also bonuses that the
company is paying for the top
employees which are based on
the performance of the business
and the individual performance.

 In this manner, the objective is not
only for the establishment of the
bonus system but also for the
efficient and effective performance
of the company which instituting the
different kinds of systems in
increasing the monetary incentives

Fayol’s Principle of scalar chain
 Scalar Chain (Line of Authority)
 This principle refers to no. of levels in hierarchy, from ultimate
authority to lowest levels.
 The purpose of the scalar chain in administrative theory is to
maintain the idea of unity of command and authority but at the
same time provide employees with the opportunity to use their own
initiative and judgement
A basic diagram involving only 4 members

Scalar Chain Principle followed at McDonald
 There is a chain of command from top to
bottom.
 There are store owners, store managers,
assistant managers, and the employees.
 There are organizational goals that must be
met, and it is the responsibility of the managers
to make sure that it’s employees are performing
those tasks and following the rule that are
applied to all.

Division of work/labour:
Specialization allows the individual to
build up experience, and to continuously
improve his skills. Thereby he can be more
productive.
 The use of division of labour or
specialization has proved extremely useful
in boosting productivity.
Fayol’s Principle of Division of
work/labour

This principle is being used at Mc Donald and has
greatly helped in improving the services.
For example:-
 The method in which McDonalds for example create
their hamburger is a form of deskilling and division of
labour.
 They have simplified the job by firstly grilling the
burger, putting in lettuce and tomatoes, adding sauce
etc, putting onto rolls and then wrapping it up.
 We can see that this is a break down of the job and by
having individuals do each task it not only improves
efficiency but also creates specialised personnel.
Principle of Division of
work/labour followed at McDonalds

Puttu Guru Prasad
Blog: puttuguru.blogspot.in

Taylors principles gp

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