Group Organisational Behaviour

1 3 Factors influencing group effectiveness 3 List of team-member selection criteria 4 Answer no. An effective team embraces the cultural diversity between team members and it takes groups conflicts as a positive option to increase the quality of the team (Klotz & Neubaum 2016). The case study highlighted that the organisation wanted to hire employees through its centralised recruitment website which can be used by both franchisees and corporate stores. Three selection methods which can be used by Dominos will be discussed in the report along with different

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Organisational Behaviour

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Table of Contents
Introduction...............................................................................................................................2
Answer no. 1..............................................................................................................................3
Factors influencing group effectiveness................................................................................3
List of team-member selection criteria..................................................................................4
Answer no. 2..............................................................................................................................4
Selection method for team members....................................................................................4
Answer no. 3..............................................................................................................................5
Leadership styles which embrace diversity...........................................................................5
Answer no. 4..............................................................................................................................6
Impact of group conflicts.......................................................................................................6
Answer no. 5..............................................................................................................................7
Recommendations.................................................................................................................7
Conclusion..................................................................................................................................9
Reference List...........................................................................................................................10

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Introduction
The importance of managing an effective team has increased between corporations because
it enables them to achieve their targets. An effective team embraces the cultural diversity
between team members and it takes groups conflicts as a positive option to increase the
quality of the team (Klotz & Neubaum 2016). Dominos has creates a loyal fan base due to its
efficient services and quality food which have been achieved due to effectiveness of its
employees. The corporation has announced that it is hiring more employees to increase the
number of stores in Australia and New Zealand and it is also increasing the salary packages
for employees. The case study highlighted that the organisation wanted to hire employees
through its centralised recruitment website which can be used by both franchisees and
corporate stores. The company wanted to use its positive market reputation to hire
employees for its new stores. This report will evaluate key factors that influence group
effectiveness to create a list of selection criteria for team members of Dominos. Three
selection methods which can be used by Dominos will be discussed in the report along with
different leadership styles which ensure cultural appropriate by embracing diversity among
employees. How group conflicts influence the performance of employees and the
corporation will be evaluated in the report and recommendations will be made for Dominos
to address these issues.

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Answer no. 1
Factors influencing group effectiveness
An effective team works together to achieve common organisational goals. The team
members continuously strive for achieving these targets, and they achieve them by working
collaboratively. Following are various key elements which can assist a team in becoming
more efficient and effectiveness which is important for the corporation.
Trust
All the team members must have trust in each other, and they must believe on other
members. A team without trust could not work properly because, in many situations, the
team members have to rely on each other for support which is not possible if the members
did not trust each other (De Jong, Dirks & Gillespie 2016).
Cohesive
An effective team is cohesive, and all its members perform their operations with
collaboration. The team members have a comfortable relationship with each other based on
which they are able to work collaboratively.
Division of work
An effective team properly divide work between its members after evaluating their
strengths and weaknesses. The division of work should not put pressure on a single
member; an appropriate balance should be maintained between the works so that every
member can work as per their strengths.
Disputes
It is common for team members to have dispute due to difference in opinions, however, an
effective team avoids escalation of these disputes and resolve them before they hinder the
relationship of team members (Dakin et al. 2015). The disputes between team members
should be resolved within reasonable time, and they should not affect the relationship
between team members.

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List of team-member selection criteria
Following are various characteristics which should be identified by Dominos while hiring
new employees.
a. Truthfulness
b. Positive behaviour
c. Ability to handle pressure at work
d. Strong work ethics
e. Self-motivated
f. Dependable
Dominoids must have these traits to ensure that they are able to build a team which is
highly effective. These factors will ensure that the new employees are able to trust each
other, and they are able to work cohesively. They must have the ability to handle the
dispute without taking it personally.
Answer no. 2
Selection method for team members
Centralised recruitment website
Dominos has introduced a centralised recruitment website which can be used by the
company along with its franchisees and corporate stores. This website can be accessed by
job candidates who wanted to join Dominos. This website can be accessed by job applicants
who want to join the company. Moreover, the franchisees and the corporate stores can also
recommend the website to those who wanted to join the organisation. Due to its positive
market reputation, the corporation will be able to attract qualified candidates for its jobs
which will enable them to build an effective team (Melanthiou, Pavlou & Constantinou
2015).
Interviews
The corporation can also rely on traditional methods and decide to interview candidates
who walk in the corporation for the job. Firstly, the corporation should specific criteria for

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the candidates who can apply for the interview before setting up the interviews. By
conducting one-on-one interview, the human resource managers will be able to identify
whether the job candidate is suitable for the job and whether he/she will assist the
company in building an effective team.
Social media campaign
Dominos can rely on its positive online image to attract new candidate for its job. The
corporation has a large number of online fans who wanted to work for the company. The
corporation can advertise on websites such as Facebook and Twitter to engage with a large
number of people (Gates & Podder 2015). The corporation can also accept their job
applications directly from the social media sites which will enable them to evaluate the
applications of candidates before inviting them for the interview to avoid wasting time. This
is a relatively cheaper option as well for recruitment of candidates.
Answer no. 3
Leadership styles which embrace diversity
There are various leadership styles which can be adopted by the leaders of Dominos to
ensure cultural appropriateness while managing a culturally diverse workforce which
enables them to achieve organisational effectiveness.
 Servant: This leadership approach is different than compared to traditional methods
of managing employees. As per this approach, the leaders primarily focus on the
needs of employees before other stakeholders requirements (Spears & Lawrence
2016). They take business decisions to serve them based on which they also embrace
the difference between their cultures. Leaders that adopt this leadership approach
are more likely to implement policies to cater to the cultural needs of employees
which embrace workplace diversity and build a strong relationship between the
members and employees.
 Strategic leadership: These leaders focus on building strategic policies to address the
issues relating to the employees, and they are good at handling a wide audience
(Covin & Slevin 2017). In order to promote diversity, these leaders implementing
strategic policies to evaluate the issues faced by employees from different cultures

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and implement policies to embrace diversity by eliminating discrimination from the
workplace.
 Transformational: These leaders have a particular vision for the organisation, and
they inspire other members. These leaders set an example of how to treat
employees who are from different cultural backgrounds to ensure that they are not
left out, or they did not feel like outsiders (Tepper et al. 2018). These leaders
transform as per the changes in different cultures to avoid offending employees and
building a strong bond with them.
 Authentic: This is a popular leadership approach which is selected by leaders across
the globe when they wanted to embrace diversity policies. These leaders are
authentic, and they focus on providing appropriate values to employees so that they
can build strong relationships with them (Leroy et al. 2015). This leadership system
can assist Dominos in managing its culturally diverse workforce.
Answer no. 4
Impact of group conflicts
Group conflicts are key factors which negatively affect the performance of individual and
teams which resulted in reducing the profitability of the entire corporation. The nature of
group conflicts is negative, and it is a major factor in workplace stress. Following are
different ways in which groups conflicts resulted in increasing workplace stress and
adversely affecting the performance of individuals, teams and the organisation.
Decrease in productivity
Workplace conflicts did not only affect the members who are involved in those conflicts,
instead, it creates a hostile working environment for everyone. It becomes difficult for
employees to perform with high productivity, and they are more likely to focus on conflicts
rather than achieving their targets. Employees who belong to similar group form a cult
against other members due to which the performance of each member hinders (Hauser et
al. 2017). It decreases the performance of an entire team even if a conflict arises between
two or more team members.
Mental pressure

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The conflicts which arise between employees due to difference in diversity issues resulted in
creating mental pressure on employees. They feel like they are psychologically trapped, and
they did not have any other options. They feel tremendous pressure on a psychological level
which adversely affects their performance, and it could lead to suicidal tendencies among
employees, overweight, increase use of alcohol and others.
Violence
Many times, disputes raised based on cultural factors escalates due to the lack of mediation
which resulted in violence between employees. Many times employees use violence to
resolve their issues which makes the workplace an unsafe place where no one wanted to
work (Hsiao, Auld & Ma 2015). It results in breaking a team as well because no one wanted
to work with employees who use violence.
Employee turnover
The productivity of the organisation suffers due to conflicts between employees; however,
employee turnover is another factor which resulted in increasing challenges for
corporations due to cultural disputes. The attrition rate of employee increases which lead to
high employee turnover which is negative for both the organisation and its teams.
Answer no. 5
Recommendations
In order to address diversity relating issues and embracing cultural differences, Dominos can
comply with the following suggestions.
Communication strategy
One of the key issues of group conflicts in organisation based on cultural factors is lack of
communication channels between the employees and the management. The employees
have the option to disclose their issues to the management, and they should listen to their
challenges as well (Trittin & Schoeneborn 2017). Employees must have encouraged by the
management to disclose the issues which they faced in the company. It will assist the

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management to implement policies for addressing the issues faced by employees to avoid
them in the future and build strong relationship between workers.
Implementing diversity policies
Dominos deal with a diverse workforce; therefore, it should implement diversity policies in
the corporation to handle issues of difference between cultures of employees. These
diversity policies should provide guidelines for how employees should act in the workplace
to embrace workplace. Appropriate provisions for punishing those employees who violate
these policies should be included in the diversity policies as well.
Training sessions
The corporation should increase information regarding different cultures in the workplace
by conducting training sessions on diversity management. In these sessions, the employees
and the managers should be taught how to become more culturally appropriate to ensure
that the employees did not face challenges due to difference in their cultural backgrounds.
Culture awareness
The leaders of Dominos should raise awareness regarding difference between the cultural
backgrounds of employees in the workplace. This strategy will assist the employees and
managers to avoid stereotyping, and they will learn about factors about the cultural factors
of employees. It will enable them to avoid conflicts by mistakenly offending employees due
to their cultural differences.

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Conclusion
Conclusively, in order to successfully expand its operations in Australia and New Zealand;
Dominos should focus on effectively managing its teams. The company should carefully hire
employees to ensure that they have the abilities and knowledge to work with high
productivity which will assist the company in increasing its productivity. The corporation can
choose different selection methods such as centralised recruitment system, interviews and
social media campaign. Different leadership approaches can be adopted by Dominos to
manage diversity such as servant, strategic leadership, transformational and authentic.
Conflicts which arise due to cultural factors result in decreasing the productivity of
employees which leads to decrease in productivity, mental pressure, increased employee
turnover and violence. To address these issues, the corporation can implement diversity
policies, raise cultural awareness, implement communication strategy and establish training
sessions for employees. These suggestions will result in assisting Dominos in effectively
managing its diverse workforce while increasing their productivity.

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Reference List
Covin, JG & Slevin, DP, 2017, ‘The entrepreneurial imperatives of strategic
leadership’, Strategic entrepreneurship: Creating a new mindset, pp. 307-327.
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Klotz, AC & Neubaum, DO, 2016, ‘Article Commentary: Research on the Dark Side of
Personality Traits in Entrepreneurship: Observations from an Organizational Behavior
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Leroy, H, Anseel, F, Gardner, WL & Sels, L, 2015, ‘Authentic leadership, authentic
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Melanthiou, Y, Pavlou, F & Constantinou, E, 2015, ‘The use of social network sites as an e-
recruitment tool’, Journal of Transnational Management, vol. 20, no. 1, pp. 31-49.
Spears, LC & Lawrence, M, 2016, Practicing servant-leadership: Succeeding through trust,
bravery, and forgiveness, John Wiley & Sons, New Jersey.

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Tepper, BJ, Dimotakis, N, Lambert, LS, Koopman, J, Matta, FK, Man Park, H & Goo, W, 2018,
‘Examining Follower Responses to Transformational Leadership from a Dynamic, Person–
Environment Fit Perspective’, Academy of Management Journal, vol. 61, no. 4, pp. 1343-
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Trittin, H & Schoeneborn, D, 2017, ‘Diversity as polyphony: Reconceptualizing diversity
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