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.

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