Day 302 - 18 Nov 96 - Page 43


     
     1        own figures, which they are relying on, 23 percent of their
     2        turnover is in some way attributable to the student factor
     3        and basically....  I am trying to find where he refers to
     4        it.  (Pause)
     5
     6        Then he says on page 30, line 18, if you can strip out the
     7        youth factor, I think that is the going back to college and
     8        going back to school, then arguably from this table there
     9        are many other reasons to do with the satisfaction issue
    10        which also seemed to be relevant to the high labour
    11        turnover.
    12
    13        So he hones in on the element of that chart which he could
    14        be sure of as what it was referring to and his conclusion
    15        is that dissatisfaction is relevant to the high labour
    16        turnover at McDonald's, by McDonald's own admission.
    17
    18        He says, at the top of page 31, the exit survey, the
    19        results of which are in the table, suggest considerable
    20        dissatisfaction with the job among a substantial number of
    21        employees as recorded in the categories 12 to 19 on the
    22        table.
    23
    24        Then he says, at line 47:  In my opinion, there is a
    25        substantial problem of dissatisfaction contributing to high
    26        turnover.  He says that about four times.
    27
    28        Then, I mean, of course, you know, some of it is down to
    29        interpretation.  On top of that, you have the people who
    30        leave without notice.  People who leave without notice
    31        could be arguably a substantial proportion, probably the
    32        majority may be dissatisfied, because if they leave without
    33        notice, they do not get whatever is accruing to them or
    34        whatever and they may lose an opportunity to come back at
    35        some stage.
    36
    37        I will not go into the obviously people may not want to
    38        indicate dissatisfaction, because they may want to leave
    39        their options open at a later date.  So on top of the
    40        definite guaranteed dissatisfaction recorded, which he
    41        calls a substantial problem, he says that it must be
    42        worrying for any store manager to record or to be
    43        associated with high levels of dissatisfaction amongst the
    44        staff.  I would prefer to see an outside body conducting an
    45        independent exist assessment amongst the workforce.
    46
    47        And what he means by that, presumably and obviously, is
    48        that managers are going to under-record the
    49        dissatisfaction, because it is certainly not in their
    50        interests to be seen to be having a large substantial
    51        turnover problem due to dissatisfaction with their
    52        management or with the job.  It reflects badly on them,
    53        their management techniques, their recruiting priorities,
    54        everything.  So this must be seen as a conservative minimum
    55        position based, as it is, on the subjective notation of the
    56        managers.
    57
    58        Then finally on page 32, lines 41, he explains that one in
    59        three school leavers would find their first job in
    60        catering, showing how McDonald's is not so different from

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