Case Study: Opening Your New Dunkin Donuts Locations

Assumption and Context: You have been the manager of a Dunkin Donuts store in the Midwest for the past two years. The store is owned by a Dunkin Donuts franchisee who owns 20 other Dunkin Donuts locations. Your employer took an employee inventory and examined all current employees. It has been noted by the owner that you have a highly successful track record. You have been recognized for doing an exceptional job staffing, leading, training, coaching, and managing people. You have been recognized for successfully managing all key components of your store and have successfully managed key business drivers such as cash, profits, growth, asset utilization and people. In regards to the metrics that are used to measure their stores for sales, quality, and customer service, your store is the top performing store in their system. 

Congratulations! You have just been promoted to District Manager! The Dunkin Donuts franchisee sees your growth potential and the growth potential in your geographic area. The owner now has committed significant capital and plans to open five new locations over the next two years. You will be given complete autonomy, authority, and responsibility to structure, staff, and operate these five new locations. You will be playing a key role in this expansion for growth.   

Assignment: Prepare a five-page paper (excluding the title and reference pages), including at least three scholarly sources, in addition to the textbook, formatted according to APA style guidelines as outlined in the Ashford Writing Center.  Times Roman Font (3) In your paper, explain your chosen job design, organizational design, your recruiting strategy and methods, and your training and performance appraisal process as the new District Manager for Dunkin Donuts. 
You must organize your paper using the following section headings and include additional section headings as needed: 

1. Introduction 
2. Job Design 
3. Organizational Design 
4. Recruiting and Selection
5. Training and Performance Appraisals
6. Conclusion