Job Design for Dunkin Donuts Term Paper

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Opening New Dunkin’ Donuts Locations

Introduction

As the new district manager for Dunkin’ Donuts, my responsibility is to oversee every aspect of the new stores opening 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 organization to facilitate that process. This paper will focus on explaining the job design, organizational design, recruiting strategy and methods, and training and performance appraisal process that are to be employed by me as the new district manager for Dunkin’ Donuts.

Job Design

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 that is out there and how that pool can best be utilized. As Mirowky 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 pool of talent does consist of many older people and designing jobs that both play into their strengths and are conscious of their weaknesses will ensure that the talent brought in is a 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 description of skills needed, tasks to be accomplished, significance of the work, level of autonomy required, and job feedback.

Job Analysis

Job analysis helps the manager to make sure the right person is selected for the right job. It also allows the manager to see what additional training is required for workers and to evaluate the job over a period of time. The job analysis would show that on average 5 workers are required throughout the day with duties consisting of baking, cleaning, managing and selling.

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Tasks will have to be balanced out depending on the business of locations and times of day.

Job Description and Specification

Jobs should be described as being oriented around preparing food, greeting and waiting on customers, handling the cash register, opening and closing, and cleaning. Job specifications will provide the minimum requirements of skill and labor required for each position that has a job description.

Organizational Design

The organizational design of the branches will relate to the functions of the workplace that are required and the type of structure the branches should have. As the branches want to appeal to people in the Digital Era, autonomous ordering and online ordering are both to be incorporated into the organizational design, with kiosks available for patrons to use instead of having to wait in line. Workers will be able to fill orders both directly from the counter and from the kiosk which delivers the order to the rear where the donuts can be retrieved immediately upon payment approved at the kiosk. The interior of the branches must also have appeal in terms of attracting customers, as Ivanaj, Shrivastava and Ivanaj (2018) point out: the better looking the interior, the more attractive and appealing it is to customers. The organizational design should thus facilitate the work required of a 21st century Dunkin’ Donuts branch….....

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"Job Design For Dunkin Donuts" (2018, June 25) Retrieved June 4, 2026, from
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