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Group and Organization

Student’s Name

Institutional Affiliation
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Group and Organization

George Ritzer, an American sociologist, developed the concept McDonaldization, which

refers to particular kinds of rationalization of work, production, and consumption.

McDonaldization occurs when culture possesses fast-food restaurant characteristics. The

reconceptualization of rationalization is where it moves from traditional to rational modes of

scientific management, and thought. Groups and organizations employing McDonaldization is

prevalent because it brings victory on their operations. The characteristics of McJob are

calculability, efficiency, predictability, standardization, and control (Ritzer, 2010). The

adaptation of McDonaldization has ripple effects through all societal aspects as businesses and

other similar organizations are able to control their workers and customers.

In McDonaldization, efficiency refers to every organizational aspect geared towards time

minimization as it is an optimal method for accomplishing tasks. It is through McDonaldization

processes that particular tasks can be broken into small tasks producing better outcomes. After

tasks are broken, they are rationalized to find the best single efficient approach of completing

tasks. Universal adoption of suitable approaches is vital as McDonaldization’s fundamental aim

produces efficient approaches and logical sequence that can be reproduced every time yielding

similar outcomes (Ritzer, 2010). From the method, restaurant outcome must be predictable as

they can be controlled easily.

Calculability is the second characteristic referring to fast-food chains quantifiable

objectives. The notion developed by McDonaldization is that quantity equals quality (Ritzer,

2010). As such, short delivery of large product amounts to the customer is similar as high quality

products. In the process, people are in a position to quantify how much they are getting versus
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the amount they are paying. In these organizations, workers are judged by how fast tasks are

accomplished rather than the quality of work done. In relation, the idea of availability versus

variety is raised.

Predictability is the fourth characteristic of McJobs where no matter where a customer

goes, they receive the same service and product every time they interact with organizations

employing McDonaldization. The same applies to organizational workers as their tasks are

highly routine, repetitive, and predictable. Lastly, control is where employees become

standardized and non-human technologies replaces them. Therefore, management ensure

workers act and appear the same on a daily and moment-to-moment basis (Ritzer, 2010).

McJob’s primary characteristics are a representation of work and organization principles

in modern society as Ritzer sees fast-food restaurants as a representation of contemporary

paradigm. McDonaldization is an updated version of Weber’s classical theory that showed how

scientific rationality produced bureaucracy (Ritzer, 2010). This is the central organizing force of

modern societies as the bureaucracy was defined by knowledge and roles compartmentalization,

hierarchical roles, perceived system that is merit-based of advancement and employment, and the

rule of authority law lies on legal-rationality. As such, the McJobs characteristics are observable

throughout many societal aspects globally as it affects our goals, values, preferences, and

worldviews, our social relationships, and identities.

In today’s society, it is evident that fast-food restaurants play symbolic roles in the

movies and on television programs. It is also present in other organizations because McDonald’s

model appeals to people in many ways by ensuring that it tailors to a variety of audiences. The

change is in chains that introduces new foods, new product tie-ins, and new contests. Therefore,

McDonald’s model is embedded into people’s consciousness. In trade schools and high schools,
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the fast-food restaurants have been implemented and today, they are a way of life for many

people in society.

The adoption of McDonaldization affected the replacement of values, traditions, and

emotions as behavioral motivators in society with calculated rationales. An organization’s

workflow needs to change into one based on a set of rules published by an organization.

Furthermore, the aim of all this is increase efficiency by using existing possibilities and practical

knowledge application to achieve desired end.

My part-time job as a data entry personnel was not without its share of challenges, but the

experience was to my advantage. The nights I spent late in the office were as a result of the

alienation I received from my fellow colleagues. The many times that I wanted support from my

fellow workers is not a question as this meant there was no job sharing, rotation, and times out

because I was a part-time fellow. The burnout I experienced led me to lack the motivation to go

to work on a daily basis. Nonetheless, the situation may become much better if the nature of the

job changes. By having a change, I will be more placed to give the organization the best by

committing to their goals, mission, vision, and objectives.

Nature of work and organization today are in terms of “Disneyization” and

“Starkbuckization” as training of personnel entailing inculcating norms and values that results in

the provision of quality life and sustained development in society. The training provided is noth

formal and informal, thus “employees and customers can be relied on to do what they are

supposed to and what they are expected with either little or no supervision” (Ritzer, p. 127). The

nature of work and organization encompass routinized communication and interaction that

facilitate the smooth running of operations. The bringing of customers is into labor processes
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meaning that products and services produced have in mind the tastes and preferences of their

clientele.

“Disneyization” and “Starkbuckization” has managed to erode the existing distinction

between customer and employer and this is what drew the fine line between the two individuals.

In the end, customers are said to do more work, which is why there is a contemporary paradigm

shift in the modern society. Indeed, the nature of work and organization has changed drastically

in the modern society to “Disneyization” and “Starkbuckization” and yes, we have moved

beyond McDonaldization.

Today, companies respond to a crisis by following three rules: being fast, factual, and

flexible. As a result, these companies are passionate about providing excellent customer service,

delivering of high quality, and ensuring every experience with company brands exceeds the

expectations of their customers’. All this is what the nature of work and organization entails in

today’s society as it trickles down to making both the customer and organization happy with the

operations, products and services produced.

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Reference

Ritzer, G. (2010). McJobs: McDonaldization and the workplace. In J. Macionis & N.

Benokraitis.