Although still relevant in some workplaces today, Taylorism has fallen behind in terms of management method; theories that empower workers, promote workplace initiative and teamwork have been found to be more effective than empowering the manager. Evidently Taylorism is no longer such a strong management system, and although it is still used in some workplaces, it is past its sell-by date, team-based theories that empower the worker are seen to benefit quality and efficiency. Taylorism still exists in some forms in today's society continues to function, although to some extent it has been reshaped and redesigned. McDonalds fast food franchises embody part of what Taylor theorized, a New York sociologist, George Ritzer, developed a theory called "McDonaldization" which linked McDonalds processes to those of scientific management, both Taylorism and McDonaldization depend from three elements: efficiency, speed and productivity. In his book entitled "The McDonaldization of Society" Ritzer (similarly to Taylor) defined his theory in four fundamental principles, these principles consisted of: efficiency, control, predictability and calculability. Efficiency in McDonalds exists in the same way as efficiency in Taylorism: “Workers in McDonaldized systems function efficiently by following the steps of a pre-designed process” (Ritzer, G. 1993). In McDonalds they also include "the optimal method of getting from one point to another". ” (Ritzer, George. 1993) just as Taylor did in his principles. Taylorism uses managers to find the most effective process and then design optimal procedure methods that workers can follow step by step, exactly as is done now at McDonalds .The control principle of Ritzer's theory to...... middle of the paper... to disadvantage workers, a new emphasis has been placed on "human resources" At present, human resources occupy a vital place in companies and in businesses around the world, the human resources department is primarily responsible for the well-being of employees, it exists for reasons such as: obtaining fair wages from workers, helping workers in their career path, and overseeing the treatment and responsibilities of workers. Joan E. Pynes talks about this in her educational book “Human Resource Management for Public and Nonprofit Organizations.” She defines human resource management as “The design of formal systems in an organization to ensure the effective use of knowledge , skills, ability to achieve organizational objectives" (Pynes, Joan E. 2013). A system like this is put in place for worker empowerment, employees know they have someone fighting for them and this translates into