Introduction
The success of any business is influenced by many factors, including employees and organizational design or structure. Dunkin’ Donuts is one of the businesses that have enjoyed long-term and sustainable success because of highly skilled and motivated employees as well as the implementation of effective strategies. Therefore, as a newly promoted business manager of Dunkin’ Donuts, I will ensure that the business maintains its success by implementing effective strategies. Both the job analysis and job design methods or approaches should be aimed at motivating employees and enhancing productivity. Besides, the company should use effective recruitment and training strategies to improve the performance of its workforce. Job enrichment, decentralized organizational design, and employing highly skilled and experienced employees will improve the success of Dunkin’ Donuts as it expands to new locations in the region.
Job Design
Job design is one of the strategies that many organizations are using to achieve workplace motivation and encourage positive behaviors among employees. Job design is also important because it helps the organization in achieving performance maximization. According to Zareen, Razzaq, and Mujtaba (2013), an effective job design motivates employees towards achieving the set goals and objectives, and it makes them loyal to the organization. The chosen job design should be in line with the goals and strategies of Dunkin’ Donuts, especially as it expands to new areas. Thus, the selected job design is job enrichment, which mainly involves the addition of motivating factors on the job. Excessive job specification makes workers’ job a routine and sometimes boring, which may end up affecting the productivity of employees in a workplace ( Zareen, Razzaq & Mujtaba, 2013) . As a result, job enrichment is essential because it helps in expanding jobs by increasing more responsibility and freedom to employees. Besides, it involves giving employees more challenging and complex work, including the opportunity for growth to improve their performance in the workplace. Job enrichment is aimed at reducing the routine and boredom that are common in many workplaces.
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One of the main reasons why job enrichment is suitable for Dunkin’ Donuts is that it results in employee motivation. Job enrichment is one of the most effective job designs that can be used to enhance employee’s motivation and organizational growth ( Choudhary, 2016) . Job enrichment motivates employees by giving them more freedom, encouraging participation, and expanding the freedom of employees. As a result, job enrichment can be used to satisfy the needs of modern employees who are motivated by other factors other than financial benefits. The job design will give Dunkin’ Donuts the opportunity to create a favorable working environment in the workplace.
Besides, appropriate job analysis will enhance the success of Dunkin’ Donuts because it helps in formulating a job description that can be attractive highly skilled personnel in the labor market. The appropriate job analysis should help Dunkin’ Donuts in the determination of duties, responsibilities, and specification of a given job. Therefore, both interview and questionnaire job analysis method will be used as Dunkin’ Donuts expands to new locations. The structured interview technique will be used to increase the validity and reliability of the information gathered. The structured interview will assist in getting in-depth information about a particular job ( Choudhary, 2016) . Besides, questionnaires will be used to ensure that information is collected from a large number of employees and experts without incurring a lot of financial costs. Questionnaires and interview methods will be used to complement one another.
Also, an appropriate job description is necessary to attract relevant and skilled job applicants. It can also help the organization to streamline the selection process and get suitable potential employees. Therefore, the job description for Dunkin’ Donuts will include relevant information such as a list of roles and duties, educational requirements, knowledge, and skills required, professional experience needed, and employment conditions. The job description will be used to attract the best job applicants for available vacancies in the organization. Job specification, on the other hand, will be prepared based on job description. Specifically, job description helps in stating and explaining job characteristics that are expected of employees ( Zareen, Razzaq & Mujtaba, 2013) . Job specification, therefore, will be used to describe job holders in Dunkin’ Donuts comprehensively. Both job description and specification will play a critical role in the selection and recruitment process.
Organizational Design
Like job design, organization design is essential in determining the performance and behavior of employees in an organization ( Bashir, 2015) . As a result, it is essential to come up with an appropriate organizational design that is aligned with the goals and objectives of an organization. One of the main objectives of Dunkin’ Donuts is to have highly motivated employees who contribute significantly to the success of the business. Therefore, the business should have decentralized organizational design, which is associated with many benefits compared to centralized design. Many successful companies such as Toyota are using decentralized organizational design to gain a competitive advantage in the market.
Dunkin’ Donuts should embrace decentralized organizational skills because it promotes effectiveness and efficiency in the workplace, especially due to quick decision-making. The decentralized design gives employees the opportunity to contribute significantly to decision-making ( Bashir, 2015) . At the same time, the design gives both staff and managers the opportunity to share their ideas and thoughts, leading to increased creativity and innovation in the workplace ( Bashir, 2015) . Employees feel motivated when they are involved in the key decision-making process, leading to increased productivity and performance in the organization. Hence, the decentralized organizational design will be useful to both employees and Dunkin’ Donuts.
Recruitment Strategies and Methods
To attract diverse and highly skilled employees, Dunkin’ Donuts needs to use different recruitment strategies and methods. Both online and print media will be used to advertise available vacancies. Online job advertisement will be aimed at attracting and getting millennials who are techno-savvy and mainly use the internet to search for employment opportunities. Print media will be used to target older potential employees. Besides, to motivate employees, Dunkin’ Donuts will rely on internal recommendation, especially in the case of a job promotion. Both young and older employees should be employed to enhance diversity in the workplace ( Ramar et al ., 2016) . Employees will mainly be recruited through the physical interview.
Training and Appraisal Process
Employee training is important in boosting the skills and knowledge of workers. Employees will mainly be trained through hands-on training techniques. Hands-on training is beneficial, especially when employees are trained in new procedures and techniques ( Ramar et al ., 2016) . At the same time, it can easily be tailored to meet the needs of individual employees while it is also cost-effective. Dunkin’ Donuts mainly needs hands-on training. Besides, the appraisal process will be based on will be based on the management by the objective approach. Management by objective is not only cost-effective, but it is also less time-consuming.
Conclusion
The success of Dunkin’ Donuts can be enhanced when the management is using appropriate job design and organizational design strategies. A highly motivated workforce improves the long-term and sustainable success of any business. Besides, it is essential to have effective recruitment and appraisal strategies that are aligned with the set goals and objectives. Dunkin’ Donuts will succeed when it has skilled and motivated employees who are productive.
References
Bashir, S. (2015). Impact of Decentralized Decision Making on Firm’s Performance. Arabian Journal of Business and Management Review , 5 (4), 1-5.
Choudhary, D. S. (2016). Job enrichment: A Tool for employee motivation. International Journal of Applied Research , 2 (5), 1020-1024.
Ramar, K., De Moraes, A. G., Selim, B., Holets, S., & Oeckler, R. (2016). The effectiveness of hands-on tutoring and guided self-directed learning versus self-directed learning alone to educate critical care fellows on mechanical ventilation–a pilot project. Medical Education Online , 21 (1).
Zareen, M., Razzaq, K., & Mujtaba, B. G. (2013). Job design and employee performance: The moderating role of employee psychological perception. European Journal of Business and management , 5 (5), 46-55.
