The Theory Of Mcdonaldization Commerce Essay Example

in a specific region tend to have the same stores and layout as other malls in that region.

Control is the final principle of McDonaldized organizations, and it primarily involves the use of nonhuman technologies to control people. These technologies, such as barcode scanners and computers, eliminate human variability and enhance predictability (Ritzer, 2008).

• What different perspectives can we use to analyze McDonaldization?

In the book "Reframing Organizations," the authors Lee G. Bolman and Terrence E. present the following perspectives:

• Artistry,
• Choice, and
• Leadership.

Deal proposes using frames to analyze the impact of sociological phenomenons, like McDonaldization, on society. Frames are different perspectives that individuals can use to interpret situations, form opinions, and evaluate organizations, etc. Deal suggests four frames: the structural frame, human resource frame, symbolic frame, and political frame.

In analyzing McDonaldization, I believe the structural, human resource, and symbolic frames are helpful. The structural frame is highly focused on goals and follows a systematic approach. It emphasizes tasks, facts, and logic. This is the most commonly used frame by leaders like Ray Kroc and those in other McDonaldized establishments.

The four foundations of McDonaldization - efficiency, predictability, calculability, and control - are a significant result of the organization's strict structural position. In fact, organizations under the structural frame are often compared to machines or mills. It can be argued that the qualities valued in machines or mills are the same qualities that lead to the four foundations of McDonaldization. Additionally, the structural position is heavily focused on regulations, policies, and engineering, which aligns with McDonaldization's use of strict regulations and processes, as well as reliance on nonhuman engineering for predictability and efficiency (Bolman

; Deal, 2008). Another similarity between McDonaldization and leaders in McDonaldized organizations is their tendency to approach organizations from a structural frame perspective and use numbers and calculations in their analysis.

According to Leavitt (2007), McDonaldized organizations fail to prioritize the human aspect. From my perspective, these organizations view both employees and customers as mere orderers and further foster this mentality. Employees are treated in a manner that aligns with theory X, emphasizing strict processes and standardization. Similarly, customers are herded in, processed, and quickly served, resembling the treatment of cattle in a slaughterhouse.

In this passage, I would like to briefly discuss the use of the term McDonaldization to explain this social phenomenon. It should be noted that McDonaldization is simply a term used to describe the widespread adoption of certain characteristics valued by modern organizations. I acknowledge that it is a creative term, but it is important to recognize that McDonald's was not the first organization to implement this highly structured system focused on efficiency, calculability, predictability, and control. Earlier figures such as Fredrick Taylor and Henry Ford had already incorporated these features long before Ray Kroc and McDonald's. Perhaps the term Ritzer's central concept should have been Taylorization or Fordization instead. The human resource perspective suggests that organizations exist to meet the human needs of both consumers and employees.

The human resource frame in McDonaldized organizations is underrepresented and its implementation is superficial. According to Bolman and Deal (2008), this perspective views organizations as a extended family that focuses on individuals, relationships, achievements, and authority. However, these aspects conflict with the principles of efficiency, predictability, control, and calculability, leading to their exclusion. This explains why

McDonald's tends to hire young, uneducated individuals who are more easily controlled and willing to perform monotonous tasks. If McDonald's truly cared about its employees, their treatment would be different.

There is a strong criticism of the X theory approach to management in McDonaldized organizations. The rules of McDonaldized organizations make them susceptible to this criticism. I do not believe that the problem lies in their ultimate goals, which I would argue are efficiency and predictability. I think the problem lies in their methods of achieving these goals, which are calculability and control. Because McDonalds treats their employees in an X theory manner, they must rely on calculability and control to achieve their goals (Bolman & Deal, 2008). It is important for McDonaldized organizations to reframe their approach in order to restore some humanity to the workplace. One suggestion I would make to help reframe these organizations is to abandon the X theory approach and switch to a Y theory approach to management (Bolman & Deal, 2008).

By granting employees authorization, cultivating their achievements, and utilizing positive motivational methods, organizations can achieve their goals without relying heavily on control and predictability. Reducing control and predictability would allow for more freedom in the workplace and increased humanization. The symbolic frame examines the significance of symbols, patterns, rituals, and customs within a particular organization. McDonaldized organizations have started embracing the symbolic frame to convince society that they are truly compassionate organizations.

The text highlights various cultural senders associated with McDonald's, such as the Ronald McDonald House charity, Happy Meal toys, the Happy Meals themselves, Playgrounds, the "I'm loving it" motto, Ronald McDonald (and other characters), and the golden arches. These

senders are designed to convey the implicit significance and values that McDonald's wants the public to believe it embraces. For example, the playgrounds and Ronald McDonald House charity aim to portray McDonald's as a caring organization that prioritizes the health of families and the communities they operate in. The author suggests that McDonald's development of the symbolic frame can be traced back to their weak implementation of the human resource frame.

Due to the significant difference between the ideals of the human resource frame and the principles of McDonaldized organizations, the latter must employ alternative means to create an atmosphere of care and compassion. Therefore, they invest a considerable amount of time in developing cultural ambassadors and utilizing the symbolic frame. However, this raises a profound ethical issue as portraying values and beliefs that are not truly upheld by the organization is deceptive and dishonest.

According to Bolman and Deal (2008), the use of the terminal in an organization can have more negative consequences than positive ones. It is worth mentioning that McDonaldized organizations are now being criticized for presenting false images and receiving bad publicity. To counteract this, they have started employing political tactics to form alliances and gain support from society. Additionally, McDonaldized organizations perceive the marketplace as a competitive environment where they must fight for limited resources or money (Bolman & Deal, 2008).

Advantages and Disadvantages of McDonaldization

The existing literature on McDonaldization often focuses only on the negative aspects of this phenomenon without adequately distinguishing between employees and consumers within McDonaldized systems.

The text discusses various negative aspects of McDonaldization, such as the negative effects on the environment and the mind-numbing nature of jobs

in McDonaldized systems. It also mentions the struggles of attending a McDonaldized educational institution. However, the author acknowledges that there must be advantages to McDonaldization as well, but argues that Ritzer and others have not done a good job of clearly identifying these advantages for consumers. The author does not claim that there are no disadvantages to McDonaldization or that the advantages outweigh the disadvantages, but believes that a comprehensive analysis requires considering both the pros and cons from all perspectives. Two main advantages of McDonaldization are convenience and affordability.

The fast-paced and convenience-driven nature of modern US society is evident in my own behavior. When I go to Wal-Mart, my goal is simply to purchase the specific item I need and leave promptly. I do not anticipate forming personal bonds with the individuals who prepare my meals or scan my groceries. The multitude of personal connections I already have with colleagues, classmates, supervisors, professors, family members, friends, and my significant other can be overwhelming at times. Being able to efficiently and swiftly complete everyday tasks gives me additional time to dedicate to matters that hold importance for me.

The convenience of McDonaldization enables me to access my own bank account or check my email in the middle of the night. Without some level of McDonaldization, this would probably not be possible. Additionally, McDonaldization has made luxuries affordable for average, middle-class individuals that were once unimaginable even for the wealthiest individuals many years ago. Recently, while sitting in the Coffee Bean, I observed a homeless man using the internet and playing a DVD on his laptop thanks to McDonaldized systems.

The impact of McDonaldization on society is significant

in developed countries. Previously exclusive goods and services are now accessible to almost everyone. This is due to the abundance of information on the internet and the increasing availability of products and services. However, we must address the challenges posed by McDonaldization.

• How can we tackle these challenges?

While some view McDonaldization as a cage that represents a rationalization system encompassing society (Ritzer, 2003), I disagree with this metaphor. Although there may be similarities, it is not an iron cage because individuals still have the choice to escape if they wish (Ritzer, 2003).

'McDonaldization only has power over our lives if we let it. I use McDonaldization to benefit from the advantages discussed in this paper, and it does not exploit me. Therefore, I believe the idea of portraying McDonaldization as a negative force is misleading and inaccurate. However, there are several straightforward actions that individuals who do not prefer McDonaldized systems can take in response to McDonaldization. Consumers in particular have a significant amount of freedom in how they navigate McDonaldization. Ultimately, the choice is theirs.'

If someone strongly dislikes McDonaldized organizations, they can simply choose not to support them. In my opinion, the most crucial step is to prevent McDonaldization from infiltrating one's personal life. In my own family, we have taken measures to avoid McDonaldized meals and outings. I believe this has enabled us to foster strong and healthy relationships in our personal lives. Conversely, employees working within McDonaldized systems have very limited freedom when it comes to dealing with McDonaldization.

Those in managerial positions have the ability to subtly resist by implementing strategies such as applying Maslow's hierarchy

of needs and a theory Y leadership approach (Bolman & Deal, 2008). However, the success of this resistance depends on the extent to which their superiors allow it. Unfortunately, lower-level employees have only one option for coping with McDonaldization (although it is likely the most effective option): education. McDonaldized organizations, with their monotonous and unstimulating jobs, are here to stay. For many individuals, education serves as the final means of defense.

I am personally traveling to school for this specific reason. Unfortunately, those working in McDonaldized occupations rely on only their creativity and critical thinking skills to survive in the meantime.

Decision

McDonaldization refers to the processes in which the principles of the fast food industry - efficiency, predictability, calculability, and control - have come to dominate a growing number of organizations in modern society ( Ritzer, 2008 ). McDonaldization can result in various disadvantages, such as dehumanized jobs and services, but also has several advantages, including convenience and affordability.

The advantages and disadvantages of McDonaldized organizations are primarily spread through a meticulous application of Bolman and Deal's (2008) structural frame and the use of the orderer position (Leavitt, 2007). McDonaldized organizations employ the symbolic frame to create the perception that they value their employees, communities, and customers; however, this is largely superficial. To create the illusion of genuine concern for people, McDonald's utilizes symbols such as the Ronald McDonald House charity, playgrounds, and friendly characters like Ronald McDonald. If they truly cared about people, they would implement the human resource frame more effectively within their organization. One potential solution to this issue would be for them to adopt a theory Y approach in order to achieve their goals

of efficiency and predictability while reducing their reliance on calculability and control (Bolman & Deal, 2008). Individuals who are not fond of McDonaldization can simply minimize their support for McDonaldized organizations.

On one hand, employees of McDonaldized organizations will likely rely on education to help them acquire better, less McDonalized jobs. It is anticipated that McDonaldized organization will remain prevalent for a significant period of time. McDonaldization has permeated nearly every aspect of society. Interestingly, George Ritzer's book, The McDonaldization of Society 5, which criticizes the drawbacks of McDonaldization, is also subjected to McDonaldization. It is characterized by a high level of structure, repetition, and occasional predictability.

Including a teacher's Cadmium ROM with suggested essay inquiries for pedagogues, he aids in McDonaldizing the educational procedure, highlighting that individuals need to stop opposing McDonaldization and instead learn to utilize it. Ultimately, McDonaldization can only exert control over our lives to the extent that we permit it. As a busy college student, I believe that Mcdonaldization is advantageous, provided one uses it cautiously.

College students often find themselves pressed for time, given the numerous commitments they have. Thanks to the development of technologies such as online classes, Internet databases, and collaborative platforms like Google Docs, the college experience has become more accessible and manageable. Instead of letting McDonaldization control us, we should use it to our benefit.