Principles of Marketing

The New Dunkin Donuts District Manager Lani Camp MGT 330: Management for Organizations Professor Aylward November 5, 2014 Running head: THE NEW DUNKIN DO The New Dunkin Donuts District Manager As a newly promoted district manager, my goal is to share and expand my managerial experience by building successful teams for each of the five locations I will be responsible for. It is my promise to responsibly serve our guests, communities, franchisees, and employees with dedication. “Dunkin’ Brands offers a comprehensive series of award-winning training programs for crew members, managers and franchisees designed to foster deep connections to our brands’ heritage and improve the guest experience and business results at the restaurant level” (Dunkin Brands, 2014). My job is to foster Dunkin’ Brands core values into the organizational structure of each location. The purpose of this paper is to identify and explain how job design, organizational design, recruiting and selecting, training personnel and performance appraisals are key elements in creating successful establishments. Job Design In order to efficiently run a Dunkin’ Donuts restaurant, I must first outline the company’s organizational structure by designing the right job positions for all levels of the hierarchy. “Job design is what occurs when managers determine the tasks needed to be done, who will do them, and what selection criteria will be used to choose employees and place them on the job” (Reilly, 2011, p. 25). Job design involves three steps (job analysis, job description, and job specification) in carefully designing a structure that will allow employees to succeed at appropriate and manageable levels. As part of my analysis, I will use reflective planning to bring what structural skills I learned at my previous location to build teams at my new locations. I will also take the time to use comparison with other companies in order to analyze dependent variables of similar 2 Running head: THE NEW DUNKIN DO establishments in the community. Creating a job description is a very important element in job design. Job descriptions are publicly displayed by the company, which allows applicants and interested parties to review a clear and thorough formal task list. A job description I would give for future Dunkin’ Donuts crew members would include: food production duties, customer service, taking and filling orders, handling cash registers, cleanliness, and more. When an interested applicant is reviewing information about the job, there is also a list of required job specifications that they must meet to be considered for a position. Job specifications are any type of qualifications that may be needed in order to perform a job. Some examples that I will ask of interested applicants are: legal citizenship, high school diploma or equivalent (unless enrolled in high school), and positive personality characteristics. Once all jobs have been designed and staffed, I will be able to conduct ongoing job analysis to refine jobs and ensure continuous success. Organizational Design “Organizational design is the process by which managers make specific organizing choices that result in the particular kind of organizational structure they will use” (Reilly, 2011, p. 26). In this case, I will make organizational design choices that facilitate a departmentalization by geographic region structure. The franchisee that promoted me to district manager owns over twenty locations within the Midwest region; therefore the organizational design may vary compared to locations in a different region. One organizing choice I will incorporate into the locations under me is creating a strategy, a set of decision guidelines that will influence employees actions. “The strategy is derived from clear, concise statements of purpose, and vision, from the organization’s basic philosophy” (Autry, 1996). Another key element in organization design is 3

All courses in BUS

Popular Documents