Dunkin’ Donuts: Organizational Structure, Recruiting, Training, & More

Table of Contents

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 b