Day 134 - 13 Jun 95 - Page 32
1 areas which the Managers may feel uncomfortable about
2 commenting upon. But it is by use of the opinion surveys
3 and the rap sessions which is what we currently have for
4 our communication vehicle that we also look at such reasons
5 and try to make comparison. So, because we accept that
6 this is not final, this is one indicator.
7
8 Q. It is a lot easier for a Manager to put someone in the
9 "personal" category or even a "mutually agreed" category
10 than to identify exactly what the dissatisfaction, and then
11 put that down and face some kind of criticism from
12 Supervisors at a later date, is it not? It is a lot easier
13 to people down in the "personal" category, whatever the
14 situation was?
15 A. I am not sure about easier, but it certainly -- it is
16 not to do with so much the Supervisor, and whatever words
17 you used, but it is also because sometimes it is true that
18 individuals may not want to discuss that.
19
20 MR. JUSTICE BELL: That is what you said. I think it has been
21 put to you it could be for two reasons. If, for instance,
22 someone is dissatisfied with their training, they might not
23 want to say that so they might either say it is for
24 personal reasons or they might just go without notice, in
25 which case they would appear under "personal" or "without
26 notice".
27
28 It has been suggested to you that they might say: "Well,
29 you know, you are just not training properly; I am off"
30 without giving any proper notice, but the Manager might be
31 tempted to put down the "without notice" code rather than
32 the "dissatisfied with training" code. That is what is
33 being put to you.
34 A. Yes, that is possible. That is the reason why we have
35 said that the reasons are -- how can I put it -- there are
36 certain ones that you can rely upon like the school and
37 college and the dismissals. There are others which may
38 cover over areas, may overlap. The overriding thing is,
39 really, looking at the turnover overall which then covers
40 other things and also by virtue of looking at the opinion
41 surveys where you get an indication of people's
42 satisfaction.
43
44 MR. MORRIS: Even returning to school or college could quite
45 easily be people who are dissatisfied, because certainly if
46 they are returning to school there is no reason why they
47 cannot be available to work evenings or Saturdays?
48
49 MR. JUSTICE BELL: I do not know. That is not one of your best
50 points. You have made the point about they might well not
51 give a reason even if they were dissatisfied or they might
52 say: "Oh, it is personal reasons" when it was not.
53
54 MR. MORRIS: The reality is, is it not, Ms. Mead, that the
55 majority of people leave McDonald's because they are
56 dissatisfied with the pay and conditions?
57 A. No, I do not accept that as the reality, no, certainly
58 not. That is why people do come back to work for us.
59 There are people who do not like working at McDonald's but
60 there are lots of other people who do.
