Case Study: Opening Your New Dunkin Donuts Locations (Essay Sample)

Dunkin Donuts
Name:
Institution:
Introduction
As a district manager, many responsibilities come with the job. This is especially so when the premises that is being managed is a start-up in a new area. They are responsible for virtually all the operations in the company with respect to the company goals that have been set out in the company plan. As such, activities related to the allocation of resources, hiring, training and managing the teams on the job are part of the district manager responsibilities. Where the staffs or the clients have concerns, the district manager also solves their problems in accordance with the objectives of the company. Where the staffs need to be evaluated and promoted accordingly, the district manager oversees these processes. During the budget preparation, they oversee the process or do it themselves to ensure conformation to the company objectives and more importantly the standards. Starting new Dunkin Donuts shops at new locations is no different, and the managers have to diligently -ensure a smooth start off from the selection of the location, job design, organization design, hiring the staffs, training and the performance appraisals among other functions of the shops (DunkinDonuts.com, 2014).
Job Design
This refers to the arrangement at the place of work that are implemented to ensure that the staffs are not dissatisfied with their routines work and become unmotivated in achieving the corporate goals (Encarnación, n.d.). As such, the process assists the manager to ensure that the staffs are productive, while gaining in nonmonetary aspects such as satisfaction. In the new Dunkin Donuts, the job design will be pegged to two main aspects of the objectives of the company namely; performance and quality (DunkinDonuts.com, 2014). As such, the company will be looking to improve and maintain high quality of the products, which has become a custom of the company and one that led to many loyal customers across the region. At the same time because the stores are new and most of the customers in the area renew to the products, it will be crucial to maintain low operational costs. After hiring some new staffs, the turnover rate will also be maintained at the minimum, by ensuring job satisfaction and growth among the staffs. This is a crucial design for the Dunkin Donuts as a new company in the areas before it gains roots among the main competitors (Encarnación, n.d.). Quality of the products and the optimal performance by the staffs will be the best pillars to catapult the company into the desired heights (DunkinDonuts.com, 2014).
Organizational Design 
The organization design simply refers to the strategies that go into aligning the organizational structure with the objectives and mission of the company in question, in this case the Dunkin Donuts (DunkinDonuts.com, 2014). At the heart of the Dunkin Donuts organization design will be the element of proper communications among the different departments. The company has developed over the years from customer satisfaction, which means that all departments will have to make sure that they communicate, even though they are separate entities, especially with regard to customers’ feedback. To ensure that the costs are kept to the bare minimum, the stores will have to adopt a rigid structure in the organization (Mindtools.com, 2014). This way there will be tight controls on the level of performance, quality and the costs involved.
Given that these are small stores, there will be limited specialization as most of the staffs will be working on a rotational basis. This way the staffs will learn the basic of the company process and the requirements of each of the department. As such, it will also be much easier for them to understand the various demands with reference to attaining the set out objectives and the mission of the company (Mindtools.com, 2014). This will also cut down on the training costs, as staffs will learn on the job as they change from department to the next. At the same time, the level of satisfaction is set to rise among the staffs as there is reduced monotony caused by routine works. Given the level of unpredictability in the fast food industry, the company will adapt a flexible organization design that allows for various maneuvers relative to the customers preferences changes, suppliers and the government policies and regulations with close reference to achieving the company objectives (Encarnación, n.d.). The main section heads will maintain their positions as this are sensitive positions that require higher specialization and accuracy (Mindtools.com, 2014).
Recruiting and Selection
Most of the managerial level positions will be hired from within the organization, as a way of creating job development among the staffs that are outstanding in their duties. This will also ensure high maintenance of the company culture and retention of the high performing staffs in the company. At the same time, it will create staffs loyalty as they realize that their objectives that relate to career growth are aligned with those of the company. This way the staffs feel as if their aspirations are important, as is part of the company culture (Saez, 2014).
The rest of the positions will be hired through the services of a human resources hiring firm. This will ensure that the company does not spend a lot of time in search of highly qualified staffs. At the same time, the company is assured of high quality and guarantee in the staffs hat are brought to them from the hiring firm. Hiring firms carry out the interview process before the potential candidates are brought to the company for a more specialized interview. Through the series of online interviews and the onsite interviews, the company is guaranteed to get the very best in the industry without compromising on skills, while maintaining low costs of hiring the staffs.
Training and Performance Appraisals
Given that most of the high performing staffs will be absorbed into the managerial position, they will also play a great role in the training of the new hires at the company. This means that job shadowing is going to be one of the main strategies in maintaining training session among the staffs. As the staffs in the lower ranks will constantly be moving from one department to the next, the same strategy where the new hires and rotational staffs are put under more experienced ones is going to play a great role. Over time, the various sectional heads will also be encouraged to undertake refresher and skill development trainings to sharpen their skills and ability to lead the rest of the staffs, within their ...