Challenges and Organisational Development at Papa John's

HR

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Executive Summary
Every organisation seeks a way to improve them and for this they adopt different
methodology that gives them edge over the rivals. Organisational development plans are
usually made on the basis of challenges that are faced by the organisation in the market. This
report analyses the case of Papa John’s and the challenges they are facing in the market. For
this company needs to make objectives that helps them in providing strategic benefits and
develop in an appropriate manner. This report will provide 3 smart objectives for Papa
John’s. Apart from this, the report consists of application of Brown’s five stage model and
the way it can be applied at Papa John’s for strategic development. It is found that Papa
John’s requires leadership change. At the same time their business model is weaker than that
of their competitors. They need to build better relation with their clients. In diagnosis it was
found that taking the help of more advanced technologies and utilising better business model
can help them in giving success over the their rivals. Regular internal audit, Implementing
advanced technology, Digital marketing strategy, Low price strategy, Redesigning
organisational structure and Choosing right partners are some of the strategies that company
can use in order to make organisation development. The action plan for it has been provided
in the report.

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Contents
Chapter 1...............................................................................................................................................1
INTRODUCTION.............................................................................................................................1
3 smart objectives..............................................................................................................................2
Key Questions...................................................................................................................................2
Chapter 2...............................................................................................................................................3
Chapter 3...............................................................................................................................................6
Application of the Brown’s five stage model.....................................................................................6
Need for change.............................................................................................................................6
Performance gap............................................................................................................................7
Client/Practitioner relationship......................................................................................................8
Diagnostic stage.............................................................................................................................8
Action plan and strategies..............................................................................................................9
Monitoring, stabilising and self-renewal......................................................................................13
Conclusion...........................................................................................................................................14
REFLECTION.....................................................................................................................................15
INTRODUCTION...........................................................................................................................15
Main Body.......................................................................................................................................16
Conclusion.......................................................................................................................................18
References...........................................................................................................................................18
Appendix.............................................................................................................................................23

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Chapter 1
INTRODUCTION
Organisational development is the key to success in the modern days. This is because there is
continuous change in the external environment of the countries. In any organisation different
kinds of operations are being run and hence organisational development must in different
aspects. Organisational development is understood as study of successful organisational
performance and organisational change. OD is also concentrated towards aligning firms with
their fast changing and complex environment by the help of knowledge management,
organisational learning and change of organisational values and norms. The major concepts
of OD include organisational culture and organisational climate as well as organisational
strategies. Organisational development is done on various variables but the first most priority
is that company should define their priorities and find the challenges they are facing. Based
on this research, company needs to make strategic goals that allow them to bridge the gap
between the performance of the company and the objectives made by the company. Papa
John’s is an American pizza firm that operates in terms of restaurant franchise. It is operating
as the fourth largest pizza delivery restaurant chain in the United States. The major products
of Papa John’s include dessert, Pizza and Chicken wings. It is operating at around 5,200
locations. In 2017, company earned revenue of US$ 1.78 Billion. Total numbers of
employees that are working under the firm is around 20,700. From its establishment in 1984
till today this company has faced many challenges and still it has come out of these
challenges so as to remain competitive in the industry. In this process the role of
organisational development has been the highest. Development in different areas has helped
them in reaching at the position they are today. This company is worth researching because it
gives the proper idea about the organisation development and the way in which it is going to
develop in future. The pizza industry is touching new heights hence analysing the
organisational development these players can be beneficial for the researchers. It will give the
idea about how the developing companies plan their organisational development.
3 smart objectives
 To increase market share of Papa John’s by 10% in next one year.
 To enhance the financial efficiency of Papa John’s by 20% in next 12 months.
 To improve the technological practices of Papa John’s by twice in the next three
years.

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Key Questions
 What do you mean by organisational development?
 What are the challenges faced by Papa John’s in organisational development?
 Which are the strategies used by Papa John’s to bridge the performance gap?
 What are the methods to eliminate the challenges of Papa John’s in organisational
development?
This report will analyse the challenges that are faced by the Papa John’s in the organisational
development. It will also analyse the way in which Brown’s 5 stages of OD will be applied in
Papa John’s. This report also presents the action plan and strategy made by the cited firm
including structural, technological and behavioural aspects of change so as to make
successful organisational development and at the same the approaches for evaluating and
monitoring of changes will be done.
Chapter 2
5 stages of OD model
Most of the researchers identifies that there are five stages of organisational development.
Brown’s five stage models is a framework that helps in understanding the way in which an
organisation can change them so as to achieve success. This is crucial for effective change.
The five stage organisational development model is as follows:
Anticipate the requirement for change
This is the first stage of the model that suggests where first an organisation must understand
or anticipate why the change is needed. In this stage, managers understand their organisations
performance to be poor and hence require improvement. These improvements are required
due to both negative and positive growth or also due to fast changes in the competitive
market, introduction of technology or the innovation that is going in the company or industry
(Burnard and Bhamra, 2011). The changes in both internal and external environment play a
major role in the organisational development. There are different factors in the environment
that has impact on the growth of the firm and hence compelling them to make necessary
changes so as to ensure long term growth. As early an organisation is able to anticipate the
requirement for change, more is the chance that they can gain success in the market.
Developing the practitioner-client relationship

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Second stage of this model suggests creating practitioner-clients relationship in which
companies gives an OD program where higher success depends on the clients and
practitioners system relationship. The beginning of the interpersonal relation relies of the
good first impression. Companies change their model so as to improve this relation as it has a
major role in ensuring that marketing remains successful. A psychological contract needs to
be made by working as per the expectation of the customers and also by analysing the
obligation that it must fulfil in the market.
The Diagnostic phase
In this stage of organisational development, both firm and their customers start gathering the
data regarding the system. It gives a better knowledge about client system issues. It is crucial
that an appropriate, powerful and without default diagnosis is attained so as to prevent an
ineffective and costly change. This is a crucial phase where the problems due to which
changes are required is analysed. It must be a thorough process where different aspects of the
system and client’s requirement are found out. Based on this analysis only, organisational
development process can be carried out and hence selecting best strategies that can give them
competitive advantage over the others (Lalonde, 2011). Strength of diagnosing through
technology is that it increases the reach of the company so as to communicate with large
numbers of customers and the weakness with of this data gathering technique is that it might
give vague data that might not be necessary for dong the research.
Plans, Actions, techniques and strategies
This is the fourth stage of the organisational development model where programs, activities
and interventions for change will be decided. This is totally done on the basis of diagnosis
that is done in the above phase of the organisation development model (Lloret, 2016). The
programs will apply OD techniques that are relevant and helps them in making required
changes. All the efforts are made according to the goals and strategies made for the process
of organisational development. The actions that will be taken gets planned in this part of the
model where it is found that which actions will give maximum benefit and which will not.
These activities or actions are decided according to the demand of change and the
requirements they have for implementing this change.
Monitor, Stabilize and Self-Renewal