Organizational Behaviour: Case study of Australian-based Domino’s Pizza Enterprises

This report discusses the importance of organizational behaviour by analyzing the case study of Australian-based Domino’s Pizza Enterprises. It covers topics such as team effectiveness, selection methods for team members, optimal mix of leadership styles, and techniques for managing conflict and stress.

Organizational Behaviour
Case study of Australian-based Domino’s Pizza Enterprises

Contents
Introduction.................................................................................................................................................3
Part A Teams and recruitment.....................................................................................................................3
Factors that influence group effectiveness...............................................................................................3
Three selection methods for team members.............................................................................................4
Part B Culture and leadership......................................................................................................................5
Optimal mix of leadership styles.............................................................................................................5
Part C Conflict and stress............................................................................................................................7
The nature of group conflict in organizations..........................................................................................7
Recommend to Dominos effective techniques for managing conflict......................................................9
Conclusion.................................................................................................................................................11
References.................................................................................................................................................12

Introduction
The main focus of this report is to elaborate on the importance of the organizational behaviour by
considering the case study of the Australian-based Domino’s Pizza Enterprises. This case study
is elaborated fewer than three parts in which first will entail the teams and recruitment, culture
and leadership and conflict and stress.
Background of the case study
Australian-based Domino’s Pizza Enterprises is made to increase its employees and
compensation packages with announcements of both a major employment drive and frightening
pay amplify. The food restaurant has opened a number of stores and for this, they need a high
scale of employees for which they are looking out for recruitment. This company is the opening
number of stores in Australia and New Zealand and for this, they need to recruit more staff all
the time and this new hiring strategy will entail the drivers and in-store managers.
Part A Teams and recruitment
Factors that influence group effectiveness
The team or group can be elaborated as a number of people who work together for the purpose of
attaining the same goal within the time period. The group can be good due to its member and it
can be bad if the group has a bad number of members as they can harm each member of the
group. The role of the group effectiveness can be determined as the capability of the team which
has to attain the objectives of the company (Mayer, Kuenzi, Greenbaum, Bardes and Salvador,

2009). There are various factors which should be considered in group effectiveness and these are
mentioned below:
Individual: individuals are made the team in an effective way if they are having good skills and
drive to work together to attain the common goal.
Group size: the role of the group size influence the effectiveness of the whole group as the
group size increases the complexity within the group in making decisions.
Group norms: group norms are considered as the informal guidelines of acting in a good
manner within the group which influences the effectiveness of the group.
Leadership: the leader is playing a huge role in the group as it directs all members of the group
on the same pitch that is why the leader should be knowledgeable and have sufficient knowledge.
Synergy: the meaning of synergy refers to two plus two equal to five and this can be done due to
an effective team member in the team.
Three selection methods for team members
The function of validity and the acceptability refers the accuracy of the response in developing
the provided criterion that is shows to the extent of the statistical bonding between the test score
and the performance of the employee. Performance is explained in such concepts is that it
includes everything that handles from the bonding between the job and the employee. There are
three selection methods which for team members are mentioned below in the context of the
hiring procedure of Dominos.
Interview

The interview is an effective strategy of the selection that is formed by the recognition of the
major requirements of the job and the list of the questions is drawn up. It has been found that the
panel of interviewers going through each set of the questions with every candidate and scores
(Park and Choi, 2009). The best candidate is being selected by the interviewer after evaluating
the test. In the context of the case study, it can be said that it is the appropriate method for the
Dominos in selecting the candidate as the company is required an in-store manager, drivers and
franchisee.
Personality profiling
It is another process of the selection method that would be helpful for the dominos to select a
candidate for the further development of the Dominos before Christmas. The personality of the
individual can influence the entire work job that is why it is needed by the interviewers to
analyze the personality of the person for the role of the manager.
Group exercises
It is another selection method which can be taken by the Dominos to hire employees for the
company. With the help of this method, company would be able to determine the specific
attributes awards for an individual. The coordination between employees can be recognized
through this strategy.
Part B Culture and leadership
Optimal mix of leadership styles
The role of the optimal mix of leadership can impact the values of the organization like as
respect, tolerance, ethics and respect by elaborating the attitude in the workplace, creating a

vision among the employees, strengthening accountability, encouraging employees, creating the
plan for the vision for the values and the culture. Dominos has a culturally diverse workforce in
Australia. The organizational effectives can be amplified with an effective support of the optimal
mix of the leadership. There are various kinds of leadership style such as visionary, affiliative,
commanding, pacesetting and democratic which enhance the ability to complete the vision and
mission of the organization by keeping all employees at the same pitch. It is vital for the leaders
of the Dominos to manage the team with an effective manner in order to bring the best people
within the environment. it has been found that the diverse team can be firmly managed and
supported by the leaders by focusing the leader-member exchange theory. The nature of this
theory is entirely different from another kind of leadership theories, as it has been assumed by
the different authors of other leadership theory that leadership style is supposed to be alike for all
employees (Wright, 2011). It is necessary for the leaders of Dominos to keep the focus on the
transformational leadership style and democratic leadership style.
Democratic leadership style
Democratic leadership style can be applied in the organization when a leader has an experienced
team. It has been found that when problems arise, the member of teams provide the knowledge,
skills and expertise needed to fulfill the task. There should be setting in the vision in Dominos
otherwise lack of these settings can lead the business into an adverse situation. This leadership
style will be helpful for the Dominos to maintain the effectiveness of the group by managing the
diverse workforce. The ability of this leadership style is that it entails a good communication
style and allows subordinates in making a decision (Cummings, et. al., 2010). This kind of
attitude helps out to retain the employees for the long run and increasing co-ordination among
employees.

Transformational leadership style
The transformational leadership style motivates and encourages their employees by elaborating
the amendments advantages the company before its transitions begin. The sense of urgency
facilitates organization to attain the strategic goals. At the time of the disruptive change, like
market conditions, new technology and effective transformational leader can moderate fears and
overlay the process for the successful company transition (Madlock, 2008).
In the context of the mix leadership, it can be said that the combination of the democratic and
transformational leadership helps Dominos to maintain the diverse workforce in the organization
in order to create the group effectiveness. The training program can be implemented within the
organization for the purpose of increasing awareness regarding the importance of giving
outstanding services to the customer.
Part C Conflict and stress
Cultural differences in the team can lead to conflicts and cause stress for employees at Dominos.
The nature of group conflict in organizations
The effectual management of workplace conflict needs a better understanding of the feature and
the source of the concerns in the workplace. The main reason behind conflicts is the difference in
interests between participants. In the context of the Dominos, there are various factors of group
conflict in organisations which can increase the work stress. Along with that the ppotential
impact of them on the organization are mentioned below:
These are mentioned below:

Individual
Individual conflict is major form of conflict for workplace participants as it amplifies the stress
among employees. It is not hard to focus on the outcomes of gossip, office politics and rumors.
With respect to an individual, language and personality styles become major reason of conflicts
in the workplace and this kind of conflict can lead to a charge of harassment and biases (Foa,
Keane, Friedman and Cohen, 2008).
This kind of conflicts put negative affect over the individual as one can feel apart from others
due to culture and language difference. A group is the set of many members and each member
keep huge importance in the group to attain the common goal of the company.
Organizational
There are a plenty of sources of organizational conflicts which are linked with the hierarchy and
the incapability to handle conflict situations are enough principal in the dominos workplace
(Donias, 2006). There can be an issue related to the communication difference which can raise
the conflicts regarding the organization. The main reason behind conflict situation can be the
differences in the supervisory styles (Stecker and Stecker, 2014).
The potential impact over the organization will be adverse due to conflicts. The conflicts can
increase the over resource allocation, workload and advantages, workload conflicts and pay
equity conflicts.
External factors
The role of the external factors is also huge for increasing the conflict in the workplace. These
are economic pressure, changing markets, effects of free trade between countries and foreign as

well as domestic competition (Shen, Chanda, D'netto and Monga, 2009). Dominos work
internationally and there are so many factors which can affect the business of Dominos
adversely.
The potential impact of external factors on team can out negative impact over the performance of
them which can decrease the positive output of the company as well. External factors can affect
the individual and organization as well.
Recommend to Dominos effective techniques for managing conflict
It is necessary for the top authority of the Dominos to focus on the solution of such conflicts as
these are the major part of lowering the profits of the company. there are some recommended
techniques which should be accepted by the company in order to bring changes within the
workplace. These are mentioned below:
Cross-Cultural Training
It is the training that helps employees and managers of the organization to adopt other cultures in
order to make coordination. The main feature of cross cultural training is to make people ready
to do work towards another culture (Syed and Kramar, 2009). There are two kinds of strategy of
this training which are training to diverse group of employees exclusively for entry-level skill
and another approach is offering the training to manager for the aim of making people culturally
diverse.
Set the standards for communication
It is the technique which should be adopted by the company to increase the collaboration among
employees for which the company can set the standards to communicate in clear manner

(Richardson and Rothstein, 2008). Everyone of the team should have the right to speak up
against any issue and there should be proper rules and regulations which should be pursued by
every employee of the Dominos. This kind of attitude would be helpful for the company to attain
the common target by keeping everyone on the same pitch.
Set owns diversity strategy
However, benchmarking is the strategy which is adopted by a number of organizations to attain
the target but this will not be able to hold the managing cultural diversity (Podsiadlowski, et. al.,
2013). There should be proper guidelines and effective set of standards where manager, as well
as the employee of the organization, can understand the significance of understanding the
importance of adopting first the owns culture and then execute a diversity strategy on the basis of
the adapted culture (Kogan, 2018).

Conclusion
In the limelight of the above discussion, it has been concluded that Dominos need to put a lot of
efforts to recruit massive staff for the new branches in the short span of time. This report has
made by keeping consideration of the factors that impact group effectiveness, culture and
leadership and conflict, and stress. The selection method has been described under this report in
order to recruit drivers, in-store managers and franchisees. The importance of the mix of
leadership style has been mentioned under this research for the purpose of bringing better
understanding regarding the management of culture diverse workforce.

References
Cummings, G.G., MacGregor, T., Davey, M., Lee, H., Wong, C.A., Lo, E., Muise, M. and
Stafford, E., 2010. Leadership styles and outcome patterns for the nursing workforce and work
environment: a systematic review. International journal of nursing studies, 47(3), pp.363-385.
Donias, B. 2006. What Are the Sources of Workplace Conflict? Available [online]
https://www.mediate.com/articles/donaisB2.cfm. Accessed on 2 Nov 2018.
Foa, E.B., Keane, T.M., Friedman, M.J. and Cohen, J.A. eds., 2008. Effective treatments for
PTSD: practice guidelines from the International Society for Traumatic Stress Studies. Guilford
Press.
Kogan, E. B. 2018. 3 effective strategies to manage workplace conflict. Available [online]
https://www.extension.harvard.edu/professional-development/blog/3-effective-strategies-
manage-workplace-conflict. Accessed on 2 Nov 2018.
Madlock, P.E., 2008. The link between leadership style, communicator competence, and
employee satisfaction. The Journal of Business Communication (1973), 45(1), pp.61-78.
Mayer, D.M., Kuenzi, M., Greenbaum, R., Bardes, M. and Salvador, R.B., 2009. How low does
ethical leadership flow? Test of a trickle-down model. Organizational behavior and human
decision processes, 108(1), pp.1-13.
Park, J.H. and Choi, H.J., 2009. Factors influencing adult learners' decision to drop out or persist
in online learning. Journal of Educational Technology & Society, 12(4).

Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013.
Managing a culturally diverse workforce: Diversity perspectives in organizations. International
Journal of Intercultural Relations, 37(2), pp.159-175.
Richardson, K.M. and Rothstein, H.R., 2008. Effects of occupational stress management
intervention programs: a meta-analysis. Journal of occupational health psychology, 13(1), p.69.
Shen, J., Chanda, A., D'netto, B. and Monga, M., 2009. Managing diversity through human
resource management: An international perspective and conceptual framework. The
International Journal of Human Resource Management, 20(2), pp.235-251.
Stecker, M. and Stecker, M.M., 2014. Disruptive staff interactions: a serious source of inter-
provider conflict and stress in health care settings. Issues in mental health nursing, 35(7),
pp.533-541.
Syed, J. and Kramar, R., 2009. What is the Australian model for managing cultural
diversity?. Personnel Review, 39(1), pp.96-115.
Wright, K.B., 2011. A communication competence approach to healthcare worker conflict, job
stress, job burnout, and job satisfaction. Journal for Healthcare Quality, 33(2), pp.7-14.