MGT 330 Opening Your New Dunkin’ Donuts Locations paper.

MGT 330 Opening Your New Dunkin’ Donuts Locations paper. Introduction As the newly promoted district manager, I am beyond pleased to take on this new job title. With my current managerial experience, I will lead my teams to success. I will help select the staff for the new buildings, so that we can have a very successful business. Our customers and guest will know and understand our mission: “Everything we do is about you. From chefs who create exciting new flavors to crew members who know exactly how you want your drink— we prioritize what you need to get you on your way. We strive to keep you at your best, and we remain loyal to you, your tastes, and your time. That’s what America runs on.” (“From Coffee Beans to Jelly Filling”) Job design For me to successfully run this organization, I will have to figure out the job design for this company. “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. The standard approach to job design involves three steps: job analysis, job description, and job specification.” (P. 4.2) It is important for me to work with human resources so that we can pick the right people for the company. By selecting these workers, we are helping build the organization’s structure. Also, by selecting these workers for certain jobs, they will be fully aware of what they are and are not supposed to. When we list these specific job descriptions, we will pick the perfect person for the job. Part of the job analysis process is comparing my company with similar companies. By doing this, you can learn how other successful companies organize their jobs and the people for the company. The next part of the process is the experimentation process. With this process, I will test out different methods and find out what This study source was downloaded by from CourseH on :35:28 GMT -05:00 will work when it comes to performing a job. This process allows managers to evaluate workload to aid the organization of workflow. “For instance, if employees cannot keep up with their job responsibilities, some tasks can be removed; if an employee is bored, additional tasks may be assigned.” (p. 4.2) The next step in the process will be creating a job description. A job description will be used as part of the hiring process. It will allow applicants to see what they will be doing. Once the job description process has been created the final step in the job design process is creating job specifications. With the job specifications, I will create a list of requirements that an applicant must have to be considered for a certain job. That way we can see how each potential employee can impact the company. Organizational Design With the organizational Design, I will delegate authority to managers. This will permit them to run the stores while I am not there. Also, they will be held accountable to complete these tasks, and they will report to supervisors. The employee will be expected to follow directions correctly. The employee will also be expected to follow directions completely. My stores will be centralized. I want the managers of each store to know all their employees by their names. The managers will be aware of all the activities that are going on in the stores, so they will be able to make executive decisions. I am fully aware that one manager can not direct everything so there will be enough supervision throughout the store, so all the pressure is not on one manager. The stores will have formalization because they will operate on rules and procedures. There will be a few computers in the store to take the orders on and for the kitchen to see what needs to be completed for the customers.