In Principles of Scientific Management,
The training for Eckerd was pretty basic. You had to “read a manual” and then just kind learn how to do it by watching other people and asking questions -- unlike how
For Eckerd cooperation was not a big deal. You kind of did your own thing and then sometimes the managers would talk to you about something not pertaining to work. When we switched to Rite Aid, we had to have a meeting every week and go over exactly what we needed to do to make our store better. We had little cards they gave out every week telling us how to make our store better. When a customer had a void or a return at Eckerd we could automatically do it ourselves. Now, the manager had to come back and put there secret numbers in. We needed full on cooperation all the time with the managers to make our new store work. Also, Eckerd never gave us any special deals or anything when we did a good job. Rite Aid, however, gave me a raise and for some random week gave us a thirty percent discount on the whole store. I think that giving us these bonuses is a incentive to work, just like Scientific Management tells us. If for instance I get a raise I would work harder for another one. For Eckerd we never got anything like that at all. They used scientific management to get us to do our job more efficiently.
Having equal division of all the work is a hard thing to do, especially in a drug store. At Eckerd, it was not really too equal. We had our responsibilities but it was not too many. The managers did paper work, counted drawers, talked on the phone. One thing that was different is now we had to count our own drawers at the end of the night. I have never had to do this before. I feel like this is more liability towards the manager because if we under or over we have to verify we agree. Corporate definitely made us more responsible for our decisions. This made the work equal with each of us having liability for our own decisions.
All in all,