Who says you can not? Mc Donald's and Human Resources Management
In these times of open or disguised segregation and
discrimination by people who are looking for a job and who are apparently
"disabled or disabled" because they are over 40 years of age, because
they do not show some more diplomas such as a Master's degree or other
requirements that in lastly, are not determinants of job performance, what
happened at a Mc Donald's location in Northmead, west of Sydney, Australia is
an exemplary lesson in respect for people and intelligent management of human
resources. (Darvall, 2016)
A McDonald's worker with Down syndrome has been delighting
customers over the past 30 years. Russell O'Grady, 48, first put on the fast
food restaurant uniform in 1986 when he was only 18 years old.
Russell made good impression on his co-workers and clients
and was soon promoted. His father, Geoff O'Grady, says he is "extremely
proud" of his son, though he never thought the community would accept him
so well.
In a sample of how people change, when treated as such in a
company, let's look at Russell's vision of life.
"Someone said," Are you handicapped? "Russell
responded that" it used to be when I went to school, but now I work at
McDonald's ” . Can anyone create this degree of identification and pride in
their employees?
Russell celebrated in the company of his father, Geoff
O'Grady, the 30th anniversary of work at Mc Donald's. Shop assistant Katie
Chlyder told the Daily Mail Australia newspaper that Russell made the
restaurant a brighter place because of its charm, naturalness and service.
When there is an opportunity, the person who wants it even
when there are supposed limitations, can achieve results that are within the
expectations of the company. This story serves to show that constraints are
creations of those who choose a person for the job, specially the recruiters of
human resources.
It is true that there are real limitations, really limiting
incompetencies that justify segregation in some cases, but the negative
qualification and segregation should not be extended to all.
In any case, it is worse and more dangerous for an
organization the moral, ethical and human incapacity of people who do not have
the physical, technical or academic limitations, but who at the same time are
those who perceive ideals, honesty, morality with the same meaning and place in
life as shown in the drawing of Quino. A healthy, "normal" person
with many hard skills but without values, without morals, without honesty is
much more dangerous than a "disabled" or a worker with Down syndrome.
These people exist and are not few. In them is the origin of
the destruction or deterioration of the organizations.
References
Darvall
Kate (2016) McDonald-s-worker-syndrome-Russell-O-Grady-celebrates-30-years-job
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