Read “Application Case 13-1: Dunkin’ Donuts and Domino’s Pizza: Training for Quality and Hustle” and answer the following questions. 1. What are the strengths and shortcomings of a decentralized approach to training managers and hourly employees? Discuss. 2. Develop a plan for determining the training needs of the hourly paid staff of a Domino’s pizza franchise. 3. In your opinion, why was the turnover rate among management trainees in Dunkin’ Donuts’ centralized program so high?

A decentralized approach to training managers and hourly employees of Dunkin Donuts and Domino Pizza has various strengths and weaknesses. Some of the strengths of decentralized training to training managers are that decentralized training program provide the managers with both theoretical and important practical skills. The managers are able to put into practice what is required by corporate through on the job training. They are also bale to develop interpersonal skills by working effectively with others during their training and evaluating are things are done and run and how decisions are made. Similarly as they are often trained by experienced store managers or franchise owners they get to have an ongoing experience of how a store operates and how to deal with employees they will be managing (Ivancevich, 2010). For Dunkin Donuts, a decentralized approach to training proved efficient and less costly by dropping training costs from $418,000 to $172,000 (Case study, n.d.). It also creates realistic job expectations by putting in view what the role of the manger trainee will be in the business.

Drawbacks to a decentralized approach to training of managers include: Inconsistency, costly, quality of instructor and important regulatory component in training. Decentralization of training often result to inconsistency in training as different regions though use the