Job Design To Effectively Run A Dunkin Donut Restaurant

The local franchisee has decided to expand its business by adding an additional five more locations and has promoted me as its District Manger. As the newly promoted District Manger of these five Dunkin Donuts locations, my goal is to share and grow my managerial experience by building successful, profitable teams in the five stores. It is imperative to create and maintain solid operational practices to ensure success. It is my promise to provide our customers, community, and all employees with sincere dedication . “We aim to be recognized as a company that responsibly serves our guests, franchisees, employees, communities, business partners and the interests of our planet (Dunkin’ franchising). My job is to ensure we foster Dunkin’ Donuts core values and beliefs into each one of the five locations. The purpose of this paper is to identify and explain job design, organizational

“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” (Reilly, 2001, p. 25). 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 (2012). By creating job descriptions, an organization is creating the profile of the type of skills the employees applying for that position should