The McDonaldization of Society by George Ritzer

873 Words4 Pages
Although still relevant in some of today's workplace, Taylorism has fallen behind in terms of a managerial method; theories that empower workers, promote workplace initiative and teamwork have seen to be more effective rather than empowering the manager. Evidently Taylorism is not that strong of a management system anymore and whilst still used in some workplaces, it has passed its used by date, team based theories which give power to the worker is seen to benefit quality and efficiency.

Taylorism still exists in some forms in today's society, it continues to work, although to some degree is has been reshaped and redesigned. McDonalds fast-food franchises encompass some of what Taylor theorised, a sociologist from New York, George Ritzer developed a theory by the name of 'McDonaldization' which connected the processes McDonalds to that of scientific management, both Taylorism and McDonaldization are dependent on three elements: efficiency, speed and productivity. In his book titled 'The McDonaldization of Society' Ritzer (similarly to Taylor) defined his theory to four main principles, those principles consisted of: efficiency, control, predictability and calculability. Efficiency in McDonalds exists the same as efficiency in Taylorism, "Workers in McDonaldized systems function efficiently by following the steps in a predesigned process" (Ritzer, G. 1993) at McDonalds they also encompass "the optimum method for getting from one point to another" (Ritzer, George. 1993) just as Taylor did in his principles.
Taylorism uses managers to find the most effective process and then design optimal methods of procedure for workers to follow step by step, exactly how it is now done at McDonalds. The control principle of Ritzer's theory al...

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... to disadvantage workers, a new emphasis was put on 'human resources'. At the present time H.R has a vital place in companies and businesses all over the world, the human resources department is mostly in charge of employee wellbeing, they exist for reasons such as: getting workers fair wages, helping workers along their career path and overseeing the treatment and responsibilities of workers. Joan E. Pynes discusses this in her educational book 'Human Resources Management for Public and Non-profit Organizations', she defines human resource management as "The design of formal systems in an organization to ensure the effective use of employees' knowledge, skills, abilities to accomplish organizational goals" (Pynes, Joan E. 2013). A system such as this is put in place for worker empowerment, employees know that they have someone fighting for them and this results in

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