MGT330
The Case Study: Opening Your New Dunkin’ Donuts Locations
MGT330: Management for Organizations
Introduction
In any task it is imperative to remember the 5Ps; Proper Planning Prevents Poor Performance. As the new District Manager for 5 Dunkin Donuts franchises I have decided to open up a case study in which we look at the job description and operational design of the new
position. We will conduct a job analysis, as well as break down the job description and the job
specifications for this position to be make it known that we have a clear path forward. We will
also take a look at what it is going to take to staff this new endeavor. Once key elements are defined, we will identify an organizational structure that will be best for these for these 5 new franchises. Our goal will be to establish the best way forward for the company, as well as ensure that we have the most qualified people in right positions. Through demonstrating knowledge of the 5Ps, we will have conducted a case study that clearly outlines our objectives, as well as reinforced our owner’s confidence in us.
Job Design
Job design takes place when managers, normally working with the human resources department, determine the tasks that need to be completed, the people who will do them, and the selection criteria that will be used to choose employees and place them on the job (Baack, 2014, pg. 62). Working with human resources will allow us to properly place the right people in the right positions for this operation to be a success. In order to conduct our job analysis, we will do a comparison and look at what has worked for other companies in the past. A job analysis is useful in providing an overview of the fundamental requirements of any position (Heathfield,
2007). Using my connections and resources I will be able to identify the exact methods used for success.
Once we have a clear understanding of our job analysis, we will be able to breakdown our job descriptions. A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position (SHRM, 2019). This is part of the process where we can control exactly who we place in these positions to success conduct this operation.
By laying out crystal clear guidelines our applicants will develop a crystal clear understanding
as to what is going to be expected of them. This will also help our employees with job satisfaction as they won’t feel like they won’t feel surprised with workload. Also, when employees feel like they understand job descriptions they can do a self-check and make sure that they are the right person for the job.
Now that we have a clear understanding of our job descriptions, we can take a look at our job specifications. This is where we layout the requirements for our positions. Understanding that most of our positions will we require a strong work ethic and great attention to detail, we are going to look for people with a proven track record. Most positions make it mandatory for applicants to have an education. For us, we will accept either education or an equal amount of work experience. In my experience work experience is just as, if not more valuable. Reason being, the person has spent time in their field. When you look solely at education you run the risk of hiring someone who doesn’t have an applicable degree in their profession.
Staffing
The Case Study: Opening Your New Dunkin’ Donuts Locations
MGT330: Management for Organizations
Introduction
In any task it is imperative to remember the 5Ps; Proper Planning Prevents Poor Performance. As the new District Manager for 5 Dunkin Donuts franchises I have decided to open up a case study in which we look at the job description and operational design of the new
position. We will conduct a job analysis, as well as break down the job description and the job
specifications for this position to be make it known that we have a clear path forward. We will
also take a look at what it is going to take to staff this new endeavor. Once key elements are defined, we will identify an organizational structure that will be best for these for these 5 new franchises. Our goal will be to establish the best way forward for the company, as well as ensure that we have the most qualified people in right positions. Through demonstrating knowledge of the 5Ps, we will have conducted a case study that clearly outlines our objectives, as well as reinforced our owner’s confidence in us.
Job Design
Job design takes place when managers, normally working with the human resources department, determine the tasks that need to be completed, the people who will do them, and the selection criteria that will be used to choose employees and place them on the job (Baack, 2014, pg. 62). Working with human resources will allow us to properly place the right people in the right positions for this operation to be a success. In order to conduct our job analysis, we will do a comparison and look at what has worked for other companies in the past. A job analysis is useful in providing an overview of the fundamental requirements of any position (Heathfield,
2007). Using my connections and resources I will be able to identify the exact methods used for success.
Once we have a clear understanding of our job analysis, we will be able to breakdown our job descriptions. A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position (SHRM, 2019). This is part of the process where we can control exactly who we place in these positions to success conduct this operation.
By laying out crystal clear guidelines our applicants will develop a crystal clear understanding
as to what is going to be expected of them. This will also help our employees with job satisfaction as they won’t feel like they won’t feel surprised with workload. Also, when employees feel like they understand job descriptions they can do a self-check and make sure that they are the right person for the job.
Now that we have a clear understanding of our job descriptions, we can take a look at our job specifications. This is where we layout the requirements for our positions. Understanding that most of our positions will we require a strong work ethic and great attention to detail, we are going to look for people with a proven track record. Most positions make it mandatory for applicants to have an education. For us, we will accept either education or an equal amount of work experience. In my experience work experience is just as, if not more valuable. Reason being, the person has spent time in their field. When you look solely at education you run the risk of hiring someone who doesn’t have an applicable degree in their profession.
Staffing
