It doesn’t have to be this way

After reading hearing about the walk out planned by fastfood workers  I am saddened there is not more understanding with this problem.  If employers for the fast food companies, McDonalds, Wendy’s, Burger King and all others would learn how to pay appropriately then there would not be this problem.  Sadly the wisdom to make this happen is not available to many people.  If everyone understood pay for performance there would not be the problems there are today.  Sadly the employers try to cheat the workers, and the workers in-turn try to cheat the owners.  It’s a vicious cycle that produces low wages and lazy workers.

The way to turn this around is to pay the employees based on how well the restaurant does.  If an fast food company makes $6000 for the day.  Their over head costs may be $2000.  If they average 8 people on staff for 12 hours at $7.50 an hour its really /$60 an hour So that is $720 in labor.  What if 6 people could do the job of eight?  Divide the $720 by 6 and you get $9.00 an hour.  That is an extra $1.50 for everyone per hour.  Believe me it will make a difference to the poor people that are working at those job.  I have seen people figure out how to be even more productive when more money is available.  I’ve even felt that motivation myself and was able to work my but off and produce a lot of stuff.

I will keep trying to evangelize my methods and system.  I will find a way to make a difference for these people.

2 Comments Add yours

  1. Tony Anderson says:

    I used to think the same way until I watched Daniel Pink’s Ted Talk on motivation. Hard to argue with scientific evidence.

    1. Dee Gardner says:

      Tony, I really appreciate the comment. I have seen the Daniel Pink video. It even motivated me to buy his Book Drive. I believe his premise backs up my theories. Money as a carrot and stick are what Pink calls in his book “Motivation 2.0.” Money as a motivator will only get people and companies so far. I totally agree with that. The fast food has a great opportunity to use Motivation 2.0 to better their position. But Once companies start looking for a way to motivate , especially when money is not an issue, motivation 2.0 will fail and many times becomes a dis-incentive. Companies need to do a bit more homework to become effective with their motivation strategies. They need to study needs theory like Maslow’s Hierarchy of Needs, Ask their employees what they want, and most important, they need to find the activities that are going to provide the value to the customer. Then figure out motivation 3.0 ways to trade with their employees to create that value. When the value to the customer is great enough they will spend the money necessary to sustain the business.
      Part of the problem with Daniel Pink is that he doesn’t have any personal experience implementing these types of motivational systems. He does a great job of saying this is where we need to be, and can show examples of companies that are there. But he doesn’t give any type of road map to get there. I have the road map.

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