As a newly promoted District Manager of Dunkin Donuts, it is my job to develop a team of employees who can help to deliver quality service and assist in making each individual store profitable. In this paper we will be discussing organization structure and other strategies to consider the building of a successful team. Each individual store in the district will employ a small group of people and customer communication will be frequent, so a formal structure is not necessary. While large companies with many employees working together should have a formal structure, each individual restaurant in this model is small so the job design, organization design, staffing process and appraisals will be a simple structure.
Job Design.
It is a critical element to create and develop the job design for my district. As a manager, I am very dependent on the subordinates who work for the stores I am to run because they are the ones doing the actual work. According to Reilly, Minnick and Baack (2011), "Job design involves three steps: job analysis, job description and job specification. " .
Job analysis is the process of assigning tasks to jobs " which are required in order to perform the job" (Reilly, M., et. al., 2011. Pg. 4.2). One way to create a good job analysis of various positions is to research other companies in the same type of industry and collect information about their positions (Reilly, M., et. al., 2011. Pg. 4.2). A second way of creating a job analysis is to experiment with tasks in current positions (Reilly, M., et. al., 2011. Pg. 4.2). After researching what positions other Dunkin Donuts stores are hiring for, these five store-based positions are the positions to analyze further: crew member, shift leader, baker, assistant manager and manager (People Answers, n.d.). A job description is a list of the tasks the employee will be expected to do, if hired. Reilly, Minnick and Baack (2011) also state that job descriptions are often added to the organization's website or handbook so that it can be referred to.