Opening Your New Dunkin Donuts Location
Amber C. Walsh
MGT330
Dr. L. Gray
August 10, 2015

Opening Your New Dunkin Donuts Location

Introduction
What an incredible honor to be chosen to be the new Dunkin Donuts District Manager for my geographic area including five new locations. In this paper I will discuss what I believe are four major components that will make this new promotion a successful one. First of all there is job design. Next I will discuss Organizational Design. Then I will speak on how I will go about recruiting for the new branches as well as how I will select who to hire. Finally I will discuss the importance of proper training as well as my preferred method of performance appraisals.

Job Design
Opening a franchise from scratch will be significantly different from what I’ve done up to this point. I will need to use the experimenting method. This will allow me to evaluate and best decide how to organize the workload. For instance someone who is not as adept at using the computer system is best not put on the drive through window. The drive through position is a position where speed and accuracy will be pivotal in everyone keeping up with orders in a timely manner. This method will not only be best for the company’s work flow but also for the individual. This method will keep employees in a department that best suits them, makes them feel accomplished, and encourages productivity. While I prefer to keep employees at a work station where they have a proven track record and excel in, job rotation is something to be considered periodically. Job rotation is just that,

Opening Your New Dunkin Donuts Location

rotating an employee from one work station such as barista to cashier. While it may seem counterproductive to take a good cashier and stick them baking donuts it is actually quite smart.

A bored employee will start making mistakes, slowing in productivity, and may start calling in more often. Job rotation is a good way to keep things fresh and to take a break from an otherwise monotonous job. This will have to be evaluated on a case by case basis by the individual store front’s shift manager.

Organizational Design Organization design can be defined narrowly, as the process of reshaping organization structure and roles, or it can more effectively be defined as the alignment of structure, process, rewards, metrics and talent with the strategy of the business. When it comes to organizational design, organic structure with a little complexity makes the most sense. I think a simple structure for this type of business is the preferred method. I rarely have as many as 10 employees working at a time. As such a small business having everyone work as a, relatively speaking, large team with everyone reporting to a single shift manager and shift manager reports to their store front’s manager. Too much separation with a manager for the fry cooks and a manager for the bakers and so forth would ultimately paralyze our organization.

Opening Your New Dunkin Donuts Location

Recruiting and Selection
When it comes to recruiting I favor external sources. A simple “Now Hiring” sign at the entranced doors and the drive through window are tried and true means of getting applications in. I also am a big fan of the electronic world of free and cheap advertising. My current city has a Facebook page “Midwest Now Hiring” in which businesses such mine advertise for open positions and get bombarded with applicants within the week. I also see the potential in using internal recruiting sources such as encouraging currently employees’ friends and relatives to apply. The upside to this method is employees already getting along. The downside is employees not getting along. Family and friend drama from outside the workplace could definitely have a negative effect on the workplace productivity. They could get along too well during work hours and be focused more on talking and less on doing their job.
All of this is why the hiring selection process is so important. Anyone that is going to work a cash register and take orders needs to have a good grasp on their basic math skills and a good handle on the native language. Those that work on food preparation need to be trustworthy, have great personal hygiene, and be able to memorize if not all then the most popular food recipes for optimal speed. Just because I am in desperate need of help does not mean I will ever hire the first person that applies if they are not a qualified fit.

Training and Performance Appraisals
For this line of work there is mandatory food handling course that the Food and Drug Administration mandates. This will be a film and/or classroom course that while may not be the
Opening Your New Dunkin Donuts Location most titillating, is immensely important. There is also mandatory vestibule training in the form of a company handbook that will go over several key things each employee of Dunkin Donuts needs to know about their parent organization. However the predominant training most of my employees will undergo will be on the job demonstration. This is where they will shadow someone for a given period of time depending on both the job at hand as well as the new hire’s ability to pick up their new skills.
When it comes to performance appraisals for Dunkin Donut employees, I believe Behavioral Appraisals that incorporate both subjective and objective appraisals are the best fit. Our shift managers will evaluate employees on aspects of their performance such as punctuality and percentage of orders correctly and incorrectly made to order. We will stay away from words like “always” or “frequently” that leave lots of room for interpretation. Instead we will use specific numbers such as, “at least twice a week Suzy Q. is 15 minutes later for their shift” with the exact dates of tardiness available for review.

Conclusion
My hope is that this paper gave you a better idea of how I will success as Dunkin Donuts new District Manager. I have a very thought out plan for job design that incorporates both the experimenting method and job rotation. Simple organizational structure is what I believe to be best for a small business like each store front ultimately is. While I believe in using both internal and external recruiting methods, I favor external means. My employees will have a small amount of film and classroom training as well as smidgen of vestibule training. However my employees will predominately go through on the job demonstration training to prepare them to
Opening Your New Dunkin Donuts Location work for Dunkin Donuts. Lastly my shift managers will use behavior appraisals to evaluate employee’s performances.

References
Baack, D., Reilly, M., & Minnick, C., & (2014). The Five Functions of Effective Management (2nd ed.). San Diego, CA: Bridgepoint Education, Inc. http://toolkit.smallbiz.nsw.gov.au/part/8/40/193 Adapted from Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.

http://www.mindtools.com/pages/article/newPPM_95.htm

http://smallbusiness.chron.com/fda-regulations-fast-food-64834.html