1ORGANIZATIONAL BEHAVIOR Table of Contents Introduction.....................................................................................................................................2 Part A: Teams and Recruitments.....................................................................................................2 1. Factors Influencing Group Effectiveness.................................................................................2 2. Three Selection Method..........................................................................................................3 Part B: Culture and Leadership........................................................................................................4 3. Optimal Mix of Leadership......................................................................................................4 Part C: Conflict and Stress................................................................................................................5 4. Nature of Group Conflict and Effects.......................................................................................5 5. Recommendations for Effective Techniques to Manage Conflict and Stress..........................6 Conclusion........................................................................................................................................7 References.......................................................................................................................................8
2ORGANIZATIONAL BEHAVIOR Introduction Organizational Behavior is concerned with the understanding of the behavior of the organizational people within the organization. In other worlds, it helps the Human Resource (HR) managers of the companies to study the complex human nature with the help of the identification of the causes as well as effects of those behaviors. Under the aspect of organizationalbehavior,theHRmanagershavetoconsidermanythingssuchasthe development and recruitment of teams, organizational culture and leadership and conflict as well as stress (Miner 2015). With analyzing these factors, the HR managers can get the solution of different organizational issues within the organizations. The main aim of this report is the analysis and evaluation of different aspects of organizational behavior in Domino’s. Different parts of the report consider the analysis of some of the organizational aspects of Domino’s like teams, recruitment, organizational conflict and others. Part A: Teams and Recruitments 1. Factors Influencing Group Effectiveness The presence of some factors can be seen that have influence over the effectiveness of the groups in order to create the selection criteria for the team members and there is not any exception of this fact in case of Domino’s. They are discussed below: Skills:The HR managers of Domino’s needs to consider the required skill set as a major selection criteria for the selection of team members. The HR manager of Domino’s would always want the new employees to have the required skill sets to perform the organizational works. The required skills can be driving skills, skills to manage a store and others (Wagner III and Hollenbeck 2014). Educational Qualification and Required Knowledge:The employees and staffs of any company must have a minimum educational qualification and knowledge to know the functioning of the organizations. For this reason, the HR manager of Domino’s should set a minimum qualification
3ORGANIZATIONAL BEHAVIOR as a criterion for selection. This minimum qualification may vary based on the position the candidates are applying. Communication:The employees and staffs of the companies must have the ability of clearly communicate the goals, strategies and other needs. For this reason, the HR managers of Domino’s can consider this as a selection criterion for the new group members. The HR managers can test the fluency of communication, the ability of the employees to communicate in critical situation and others (Luthans, Luthans and Luthans 2015). Team Working Ability:The HR managers of Domino’s can consider the ability of the candidates to work in a team as a major selection criterion. In the present business environment, the employees must able to work under a team to meet the organizational targets. Positive Attitude:The employees must have a positive attitude and mentality in order to face the work related difficulties and stress. For this reason, it can be considered as a major selection criteria (Luthans, Luthans and Luthans 2015). 2. Three Selection Method The presence of many methods of section can be seen for the team members for both validity and acceptability for the organizations and the applicants; and this is also applicable for Domino’s. The following discussion shows three methods of selection in Domino’s: Application Forms:Vast use of application form can be seen as a basis for employment decision in most of the companies and Domino’s have the option of adopt this selection method for their group members. The HR manager of Domino’s can consider the application forms of the applicants as a major preliminary tool for employment interviews and decisions as these forms will help the manager to present more relevant information about the candidate and to arrange this information in the standard manner. This will make it easier for the manager to sort the application for a better interview (Kumari and Malhotra 2013). Self-Assessment and Pre-Assessment:In the recent years, increasing interest in this process can be seen in order to provide the applicants with more information about the job. Under this method, the HR manager of Domino’s can use the video, informal discussion with the
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4ORGANIZATIONAL BEHAVIOR applicants about the job and others so that the applicant can gain the required information about the job. In this manner, the employees will receive a more realistic preview of the job that increases their chances of being selected as they become able in assessing their own suitability in the organization (Townley 2014). Telephonic Interview:The HR manager of Domino’s has the option to adopt the strategy of Telephonic interview for the selection of ne group members. As per the case study, Domino’s has taken the initiative to recruit large number of employees in a short time span. In this situation, this method can be considered as an optimal method as it takes short time along with less resource for recruiting large number of employees. Under this particular selection method, it become possible to concentrate on the content of the job rather than the person. For this reason, it can be regarded as an effective method (Kausel and Slaughter 2013). Part B: Culture and Leadership 3. Optimal Mix of Leadership According to the details of the case study of Domino’s, it can be seen that they have a culturally diverse workplace in Australia. For this reason, the managers of Domino’s must have certain leadership skills, values and attitudes for managing this culturally diversified workforce of Domino’s. The managers or leaders of Domino’s need to involve in mutual respect, acceptance as well as acknowledge the fact that the individuals are unique from each other and different. The leaders of Domino’s will face an extremely complex and multicultural workforce that needs appreciation to the uniqueness of the individuals (Chuang 2013). Thus, the managers of Domino’s should acquire understanding about each employee’s demographics so that they can appreciate their culturally diverse inputs in the workplace. After that, the aim of the leaders of Domino’s should be closing the cultural gap by taking into consideration the similarities. Focusing on the individual differences would not work for Domino’s. Thus, for the purpose of effective communication, the leaders of Domino’s should identify the similarities in the team members and employees for the purpose of communication as it is majorly helpful in
5ORGANIZATIONAL BEHAVIOR closingtheculturalgapbybuildinggoodrelationshipamongtheculturallydiversified employees (Al-Asfour and Lettau 2014). At the same time, the managers of Domino’s need to understand the local cultures of the employees so that they can stand in the employees’ shows in order to be open minded to differences. The leaders of Domino’s will be able in eliminating personal bias by understanding the cultural stereotypes. It is required for the leaders of Domino’s to be objective while leading the organization without making any assumption. Domino’s will have increased chance to be successful in their business in the presence of cultural awareness and sensitivity (Saxena 2014). Employees with different cultural background like to be treated as per their own values and cultural background. For this reason, the managers of Domino’s should respect the regional and cultural backgrounds with the aim to diminish cultural stereotypes. This action is majorly helpful in unleashing the full potential of the employees under a diverse workplace. After that, it is on the managers of Domino’s to develop an atmosphere where employees from culturally diverse background can share their views and perspectives for the cause of the team. In this way, they will feel integral part of the team as well as organization. Most importantly, the managers of Domino’s must have the skill to communicate with a diverse workplace with their preferable style of communication (Russette, Scully and Preziosi 2013). All these aspects of the management of Domino’s will help them in achieving organizational effectiveness. Part C: Conflict and Stress 4. Nature of Group Conflict and Effects Organizational conflict can be considered as a state of disorder within the organizations caused by actual or perceived opposition of needs, values and interests. Many attempts have been taken with the aim to discuss about the nature of organizational conflict. In this content, nature of conflict can be considered as the form of conflict (Rahim 2017). The nature of organizational conflict can be divided into three aspects; they are relationship conflict, task conflict and process conflict. The existence of relationship of conflict can be seen there is the presence of interpersonal incompatibilities among the members of the team. This type of
6ORGANIZATIONAL BEHAVIOR conflict has negative impact on the companies (Jones and Jones 2013). The existence of task conflict can be seen when there are disagreements on the contents of the tasks along with the goals and objective of the team like resource distribution, procedures, facts interpretation and others. After that, the existence of process conflict can be seen in the organizations when there are disagreements on how a task needs to be done, responsibilities of individuals, authority and delegation. All these conflicts have the ability to cause stress to the employees (Luthans, Luthans and Luthans 2015). Now, it needs to be mentioned that organizational conflict has impact on individuals, teams and organizations. Relationship conflict can lead to the generation of individual emotions like stress, depression, anxiety, resentment, tension and the fear of being rejected (Manojlovich and Ketefian 2016). Process conflict can lead to lower morale of the employees along with the decrease in the productivity of the teams. For this reason, the teams become unable to deliver achieve the set target. The failure of the teams reflects in the performance of the whole organization as the whole organization become unable to achieve the set objectives and goals (Karatepe 2013). 5. Recommendations for Effective Techniques to Manage Conflict and Stress The managers of Domino’s are required to adopt certain techniques with the aim to manage conflict and stress. The recommendations for managing organizational conflict and stress are discussed below: In order to manage conflict and stress related to communication challenge of a culturally diverse workforce, the managers of Domino’s are needed to communicate with the culturally diverse employees in their own ways in order to make them comfortable to express their perspectives and views. This will release the stress from the diversified employees. At the appearance of any conflict related to the communication of diverse workplace, the managers of Domino’s should follow all the steps of conflict resolution process. This process includes the identification of the root of the conflict, identification of the
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7ORGANIZATIONAL BEHAVIOR aspects at stake due to the conflict for both the parties and the assessment of the whole situation with the aim to manage the conflict. It is recommended to the managers of Domino’s to identify and develop any unique communication channel that will help all the members of the team including the culturally diverse workforce in communicating for the purpose of the team. The management of Domino’s should develop an environment for the resolution of the conflicts and stress within the organization causing from miscommunication with the culturally diverse workforce. In this process, all the employees need to be helpful towards each others. This process will eliminate the chance of developing organizational conflicts and stress due to miscommunication with the culturally diverse workforce. Conclusion The above discussion indicates towards the fact that the companies are needed to select and develop certain criteria for the purpose of selecting the employees like skills, knowledge, positive attitude for the selection of Domino’s. In addition, the companies can adopt certain selection method of the employees like telephonic interview, application form and others. It can also be observed from the above discussion that the managers of the companies must have certain characteristics, skills and traits in a culturally diverse workplace like to understand the cultural background of the employees, respect the employees from different cultural background and others. As per the above discussion, three natures of conflict can be seen in the companies like relationship conflict, task conflict and process conflict. It also needs to be mentioned that the presence of organizational conflict have negative effects on the company, team and individuals as it affects the production from individual level to company level.Forthisreason,themanagersofDomino’sareneededtofollowtheprovided recommendation to eliminate organizational conflict and stress.
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9ORGANIZATIONAL BEHAVIOR Russette, J.W., Scully, R.E. and Preziosi, R., 2013. Leadership across cultures: A comparative study.Electronic Business,12(4). Saxena, A., 2014. Workforce diversity: A key to improve productivity.Procedia Economics and Finance,11, pp.76-85. Townley,B.,2014.Selectionandappraisal:reconstituting.NewPerspectivesonHuman Resource Management (Routledge Revivals),92. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.