This Dunkin’ Donuts case study is focused on the US-based multinational company whose business is concerned with selling coffee and doughnuts and providing quick restaurant services.
First, the paper will analyze Dunkin’ Donuts’ job design to understand how it can boost employee motivation. Further, the case study will explore the organizational structure of Dunkin’ Donuts to see how it can contribute to organizational growth. In this section, Dunkin’ Donuts’ manager job description will be briefly reviewed. Finally, the company’s recruitment and selection processes will be studied, along with Dunkin’ Donuts’ employee training program and performance appraisals. Read on if you’re curious about this organization.
Dunkin Donuts Case Study: Introduction
The success of a business depends on proper job design, organizational structure, effective recruitment and selection process, and training and performance appraisal. Job design can motivate or demotivate employees. Organizations must adopt a job design that facilitates employee growth and does not overwhelm workers with the workload. Organizational design determines efficiency in decision-making. A good corporate design should promote efficient decision-making and cooperation between departments. The recruitment and selection process assists the business to hire the right employees, thus guaranteeing organizational growth and reducing turnover. A poor recruitment and selection process may be costly to the organization. This paper will analyze the best job design, organizational structure, recruitment and selection method, and training and performance appraisal strategy that can facilitate the success of new Dunkin Donuts’ outlets.
Dunkin’ Donuts Job Design
According to Shantz, Alfes, Truss, and Soane (2013), job design contributes to employee motivation. The majority of employees prefer challenging tasks. Thus, employers ought to introduce workers to challenging assignments as they continue gaining experience. In the case of Dunkin Donuts’ new establishment, the most appropriate design is job enrichment. Shantz et al. (2013) argue that job enrichment helps to establish an inspiring working environment. Models such as job rotation and expansion dehumanize the occupation by making employees’ job routines monotonous and less challenging. Therefore, organizations that use such designs do not exploit the full potential of their labor force. Dunkin Donuts’ new establishments will adopt job enrichment as the design helps to utilize the capabilities of the employees and minimize frustration. Organizations ought to use job designs that do not alienate employees from their work. Job enrichment entails introducing inspiring factors to an occupation.
Shantz et al. (2013) maintain, “Job enrichment is a vertical expansion of a profession by adding more responsibilities and freedom to do them” (p. 2614). The job design will not only give Dunkin Donuts employees more responsibilities but also growth opportunities. The success of a business depends on the degree of employee involvement in decision-making processes. Job enrichment will go a long way towards ensuring that employees have control over their areas of specialization. It will not only help to boost employee productivity but also satisfaction and commitment. Job enrichment will enable Dunkin Donuts to introduce new tasks to employees without having to hire more workers. The job design will facilitate growth and development, which are vital for employee motivation and retention.
Dunkin’ Donuts Organizational Structure
According to Lunenburg (2012), organizational structure determines how a business operates, thus its efficiency. It influences cooperation amid departments as well as resource allocation. Enterprises ought to adopt an organizational structure that facilitates efficient resource allocation and collaboration. It would help to boost organizational efficiency and productivity. The most appropriate organizational structure for Dunkin Donuts is divisional. It entails splitting corporate functions into divisions. Individual units within the structure represent either geographies or products of the enterprise. The organization will ensure that individual units have the essential resources and functions to facilitate their operations. Product departmentalization will characterize the new establishments. A single manager will control the different activities associated with the production of Dunkin Donuts’ products. Each facility will comprise a general manager, who will be responsible for overseeing operations. One of the benefits of adopting the divisional structure is flexibility. It will help to boost organizational elasticity and productivity. The failure of one division will not affect the others as each establishment will operate independently.
Lunenburg (2012) holds, “Communication in organizations with divisional structures is effective due to flexible operations and low degree of formalization” (p. 4). Thus, the adoption of the divisional structure will facilitate efficient decision-making processes and elasticity. The divisional structure is not bureaucratic. Hence, operational departments are answerable to one another, therefore promoting horizontal cooperation amid the units. Unrestricted ideas of business goals and innovation characterize the divisional structure. Thus, adopting the organizational structure will enable Dunkin Donuts to enhance employee motivation and innovativeness, which will boost its competitive advantages. As the establishments grow, new functional units will emerge, resulting in demand for increased autonomy in the departments. Adopting the divisional structure will enable the leadership of Dunkin Donuts to control all the units efficiently.
Dunkin’ Donuts Recruiting and Selection
According to Neeraj and Ruchi (2013), “recruitment refers to searching and obtaining a pool of potential candidates with the desired knowledge, skills, and experience to allow an organization selects the most appropriate people to fill job vacancies against defined positions and specifications” (p. 247). The objective of recruitment is to ensure that an organization reaches as many potential applicants as possible to increase its chances of hiring the best employees. Selection entails sorting applicants to identify the most suitable for the current vacancies. Organizations use reference checking, interviews, and testing to select candidates. The primary goal of selection is to make sure that an organization hires qualified employees, thus saving it from high turnover. Effective recruitment and selection strategy is vital to businesses as it guarantees their success.
Dunkin Donuts will rely on referrals as its primary recruitment method. Neeraj and Ruchi (2013) cite referrals as the most efficient and cheapest way of recruiting experienced workers. Dunkin Donuts will promote referrals as a company-wide program. Neeraj and Ruchi (2013) allege, “Using the referral network of an entire company instead of just that of the hiring team will seriously boost the results” (p. 249). Employees will be encouraged to refer potential applicants to the company. The company will reward employees who reach a particular number of referrals. Dunkin Donuts will make the program a time-bound and theme-based undertaking to guarantee the success of the initiative. It will run a well-organized and supported campaign to ensure that it achieves the intended purposes. The company’s executives and human resource managers will lead the program.
The selection process will begin by identifying the skills that the company requires to run its operations. Once the management determines the core competencies, the selection process will commence. The company will conduct a preliminary interview to eliminate applicants who do not satisfy the basic recruitment standards. The candidates who pass the initial interview will be required to fill application forms, which will divulge more information about them. The management will review the forms and conduct aptitude tests to evaluate the abilities of the candidates in line with organizational needs. The company will later do a selection interview to choose the best candidates from those that will pass the aptitude test. All unanswered questions will be settled during the selection meeting. The interview panel will weigh candidates’ resumes against their test results and make a final judgment. The qualified applicants will be notified through a phone call.
Dunkin’ Donuts Job Training & Performance Appraisals
Proper employee training helps to boost organizational efficiency. Dunkin Donuts will use seminars and orientations to introduce recruits to the company’s procedures, policies, and structure. Elnaga and Imran (2013) argue that training should be a continuous process. Dunkin Donuts will hold regular coaching programs to update workers on performance, deal with deficiencies, and support their capabilities. The company will use on-the-job training to equip employees with essential skills. The recruits will work under the leadership of experienced staff. It will enable them to acquire firsthand experience and knowledge as they will operate under real working conditions. Dunkin Donuts will conduct performance appraisal every six months. Individual employees will get a mid-year evaluation and annual assessment. The performance appraisal will enable employees to determine if they are working towards the realization of organizational goals. Moreover, it will allow them to gauge their results with the established corporate standards (Elnaga & Imran, 2013). The company will ensure that the appraisal criteria are objective and do not encourage biases.
Conclusion
Job design, organizational structure, employee training, and performance appraisal, and recruitment and selection processes determine the success of a company. Dunkin Donuts will adopt job enrichment design as it facilitates employee motivation and growth and development that are vital in curbing turnover. The company will use a divisional structure to enhance flexibility and efficient resource allocation. It will use referrals to hiring employees for the new establishments. The management will encourage the current employees to refer their friends to the company. Dunkin Donuts’ management will use interviews and aptitude tests to select the best employees. The aptitude test will assess the abilities of the applicants relative to the required skills. The hired employees will go through on-the-job training to familiarize themselves with organizational policies and procedures. The company will conduct performance appraisal after every six months and assist employees to boost their skills.
References
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-144.
Lunenburg, F. (2012). Organizational structure: Mintzberg’s framework. International Journal of Scholarly, Academic, Intellectual Diversity, 14(1), 1-7.
Neeraj, K., & Ruchi, M. (2013). A study of the recruitment and selection process: SMC global. International Journal of Multidisciplinary Research, 3(2), 244-254.
Shantz, A., Alfes, K., Truss, C., & Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviors. The International Journal of Human Resource Management, 24(13), 2608-2627.