Ricky Bland采访(3/4)

In the long term, the company gains financially, because it creates a source of potential managers. But still, working in a fast-food establishment is much worse than in an expensive restaurant, isn't it? In both cases, the work can resemble a production line, with the pressure limiting the chances of job satisfaction. But expensive restaurants depend on the reputation of one or two individuals. The rest have little chance to move from low to high-skilled work. In some fast-food chains, almost half the managers have worked their way up from the kitchens. And while the type of service varies, I've seen good and bad quality in expensive restaurants and fast-food places, and that depends on training. Where will the pressure for improved training come from? In fact, it's internal. Although customers are affected by the end result of training, they also tend to be sensitive to prices. So, in fact, it's mostly people who have already worked their way up to managerial levels who want to help others in the same way.

从长远来看,公司获得收益,是由于它创造了潜在经理来源。 然而,在一个快餐机构工作仍然比在一家高级餐馆低等,不是吗? 在这两种情况下,工作可以看作是生产线,压力限制人们对工作满意的机会。但昂贵的餐厅依赖一个或两个人的名声，其余的人很少有机会从低调动到高技能的工作。在一些快餐连锁店,几乎一半的经理是从厨房工作一步步往上升的。不同类型的服务,我认为质量的好坏取决于培训。 改进培训的动力从何而来? 实际上,它是内在的。虽然客户是受最终培训结果的影响,他们也对价格很敏感。因此,事实上,大部分都是那些已经有工作管理水平的人去用同样的方式去帮助那些需要帮助的人。