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Dunkin Donuts

In: Business and Management

Submitted By craigmorgan211
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Introduction

Over the last two years I have managing a successful Dunkin’ donuts store in the Midwest for an owner that owns 20 Dunkin’ donuts stores. . The owner has taken note of my managing skills and because of this I have recently been promoted to district manager. As a new district manager of five new locations. It will be my job to operate, structure, and staff these new locations. I will also look for potential ways to grow the Dunkin’ donuts brand, be a valuable member in the surrounding communities, provide excellent service to our customers, and provide a great place for our employees to work. It will also be my responsibility to live up to the mission statement that the founder William Rosenberg put into place when he opened his first Dunkin’ donuts store. That mission statement is, “We strive to be recognized as a company that responsibly serves our guests, franchisees, employees, communities, business partners and the interests of our planet”. (http://www.dunkinbrands.com/responsibility).

The purpose of this paper in to show how I will setup the new five locations. It will show how important the job design, Organizational Design, Recruiting, Selection, Training and Performance Appraisals are to creating and running a successful business.

Job Design

To be able to run an efficient Dunkin’s donuts store, I will first will need to design the Organizational structure. This will allow me to put the right people and their skills into positions that suit them best. Job design is a major aspect of creating a company's organizational structure.

I will need to figure out what jobs I need to create so that I will be able to fill all of the company objectives. “Carefully designed jobs allow workers to succeed by being responsible for appropriate and manageable levels of work. Also, precise job descriptions provide workers with clarity regarding which tasks they are and are not assigned to do.
Well-written job specifications enhance the odds that the proper person will be hired to complete the assigned tasks.” (Baack, Reilly, & Minnick, 2014). This will also create a stable work environment. Which in turn will lead to more productive employees.

Organizational Design

During the creation of the organization’s structure it will determine what structural design we will employ, centralization/decentralization, mechanistic/organic organizational. (Baack, Reilly, & Minnick, 2014).
Creating the organization's structure will help the draw the lines of authority and responsibility. This is a key function in creating a successful business. I will be using the organic/ decentralization approach for all five new stores. This structure is more flexible and less informal. This will allow all the employees to have a better line of communication. This structure will also allow the five new locations to quickly adapt to any changing circumstances.

Employees need to know who is in charge of what job at each store. They also need to know their responsibilities and the responsibilities of their coworkers. This way there is no confusion between the coworkers and work will not go undone. Having job clarity is important for employees. It creates a less stress environment and promotes a sense of security for all employees.

Recruiting and Selection
Recruiting
The employees that are selected during this recruiting process must fit in Dunkin’s donuts mission statement. Our employees will be a valuable asset to our overall business. I will be using a variety of different technics to find the best employees for my five new Dunkin’ donuts location. “Because an organization’s talent influences its capabilities, strategic execution, and competitive advantage, recruiting is a foundation of organizational performance.” (Phillips, J. M., & Gully, S. M. 2014)
The recruiting technics I plan on using will be internal and external technics. I will have current employees talking to their friends and family about putting in applications. I will also use all different types of social media, (i.e. twitter, Facebook, YouTube) just to name a few. The recruitment process will be a continuous year around event. I will always be on the lookout for the best employees for the company.

Selection process
The process of selecting the new employees will comply with the organizational policies and state labor laws. Some of things I will be looking for in the new employees will be, level of experience, education, personality characteristics, and any special skills they may have. There are several ways that I will be able to identify these traits. One will be through the initial screening of applications. After that I will conduct the first series of interviews, which I will then narrow down the applicants to the best qualified, best fit for the company. I will then conduct a second interview to make sure that I am bringing the best employees for the company. After this interview I will make my selection.

Training and Performance
Training
The training process will start with company Orientation. I will have every new employee go through a company orientation process. The orientation process will include having the new employee’s getting familiar with all the company’s history, company’s polices, benefits, and the expectations of all employees.
This will also be a time for them to fill out all the necessary paperwork. Having the new employees familiar with all these things gives them a good foundation to start their new career. This will take place on their first two days of work. During this time I will also pair them with employees that have experience and that have shown and desire to grow within the company. I believe this will create a good impression of the company, ease the stress of the new employee, and make for a better employee over all.

Performance
I will setup a performance assessment form that all store managers must use. I want all store managers to assess their employees the same way. I believe this will help in decreasing the possibility of any bias that may happen. This will be done on a quarterly basis.
In the performance assessment I will be looking for the number of customer’s complaints, employees’ attitudes & initiatives, and their desire to grow within the company. Assessing the employees’ in important for the growth and future of the company. Good employees make for a better business.

Conclusion
As the new district manager of five new Dunkin’ donut stores. I believe by putting all these things into place, job design, Organizational Design, Recruiting, Selection, Training and Performance Appraisals. I will be able to create a successful business for the owner and it will allow for future growth of the company.
It will also allow me to live up to Dunkin’ Donuts mission statement, “We strive to be recognized as a company that responsibly serves our guests, franchisees, employees, communities, business partners and the interests of our planet”. (http://www.dunkinbrands.com/responsibility).

References
Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here? Journal of Management, 41(5), 1416-1445. doi:10.1177/0149206315582248
Baack, D., Reilly, M., & Minnick, C. (2014). The Five Functions of Effective Management, San Diego, CA: Bridgepoint Education, Inc.
Retrieved from: http://www.dunkinbrands.com/responsibility

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