Conflict Management at the Happy Meal Restaurant

Conflict Management at the Happy Meal Restaurant

Introduction

The success of a company depends on its level of productivity and customer satisfaction. However, the two factors depend significantly on employee satisfaction at the workplace. Most Firms try to consult the workers first in case of a problem because they are the heart of the business. Likewise, a significant number of top-ranking organizations have established policies that address the concerns of all staff. Conversely, employee dissatisfaction is one of the leading reasons that lead to the downfall of an enterprise. As a result, managers should formulate plans that identify and solve any issue that affects the performance of the workforce.

This paper focuses on the reasons that led to a strike at a small restaurant called the Happy Meal. Consequently, the eatery had to shut down for three consecutive days because none of the one hundred and ten employees came. Instead, they gathered outside the manager’s office with placards that showed several demands that led to the strike. Likewise, they arranged themselves according to gender because each group had different grievances. Indeed, each of the fifty males and sixty females wanted the manager’s attention before they resume work. Therefore, the research focuses on the main issues that led to the strike and the best solutions in three sections namely, findings, conclusions, and recommendations.

Findings

Figure 1: Employees’ Responses

 

Employees filled up a questionnaire with three main questions that addressed the pressing issues at work. Firstly, forty male employees believe that the manager mistreats them most of the time, which represents 80% of them (Jeong, 2017). On the other hand, fifty-four female workers, which are about 90% of them, claim that the manager is unfair towards them at the restaurant (Jit, Sharma, & Kawatra, 2016; Singer, 2018). Moreover, both groups assert that the manager favors the opposite gender when allocating duties (Cheng, He, Wu, & Zhang, 2016). The results, in this case, are significant because more than 75% of both groups of employees believe that the manager is unfair towards them.

Secondly, the personnel at the eatery want the supervisor to distr

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