Opening New Dunkin' Donuts Locations: District Manager Plan

Introduction

As the new district manager for Dunkin' Donuts, my responsibility is to oversee every aspect of the new store openings so that they can deliver the expected returns for the investor. Successful returns will depend upon making the right staffing choices, and that will in turn depend upon designing the right jobs and organizational structure to facilitate that process. This paper explains the job design, organizational design, recruiting strategy and methods, and training and performance appraisal processes to be employed in this role as the new district manager for Dunkin' Donuts.

Job Design and Analysis

Job design is the process of engineering jobs that allow the applicable tasks and responsibilities to be achieved for the organization by people empowered to execute them. This process involves identifying the type of worker and the type of output expected, the goals of the organization, and the needs that must be met. The job design for Dunkin' Donuts is to recognize the pool of talent available and how that pool can best be utilized. As Mirowsky and Ross (2007) point out, it is important that health issues be taken into consideration when thinking about people and work. For this particular district, the talent pool does consist of many older workers, and designing jobs that play into their strengths while remaining conscious of their limitations will ensure that the talent brought in is the right match. Job design will be structured around the essential components of each branch and what each branch requires to be fully functioning, and will include descriptions of skills needed, tasks to be accomplished, the significance of the work, the level of autonomy required, and mechanisms for job feedback.

Job analysis helps the manager ensure that the right person is selected for the right job. It also allows the manager to identify what additional training workers require and to evaluate positions over time. The job analysis for these branches shows that, on average, five workers are required throughout the day, with duties consisting of baking, cleaning, managing, and selling. Tasks will need to be balanced depending on the business volume at each location and the time of day.

Job Description and Specification

Jobs should be described as oriented around preparing food, greeting and waiting on customers, handling the cash register, opening and closing the store, and cleaning. Job specifications will provide the minimum requirements of skill and labor required for each position that has a job description, ensuring that candidates are properly matched to the roles for which they are hired.

Conclusion

Designing the jobs and the organizational structure of the new branch locations for Dunkin' Donuts will depend upon the type of communities in which these locations are based. Recruiting and selecting the right workers for the right jobs will be a process that relies on online social media platform networks. Training and appraising worker performance will be standardized across all branches so that every worker in every position understands the duties expected of them, what they need to achieve each shift, and the goals they must meet each quarter.

References

Ivanaj, V., Shrivastava, P., & Ivanaj, S. (2018). The value of beauty for organizations. Journal of Cleaner Production, 189, 864–877.

Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327–345.

Mirowsky, J., & Ross, C. E. (2007). Creative work and health. Journal of Health and Social Behavior, 48(4), 385–403.