Organizational Behavior (OB) Assignment
Added on 2020-05-04
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Running head: ORGANIZATIONAL BEHAVIOROrganizational BehaviorName of the StudentName of the UniversityAuthor note
1ORGANIZATIONAL BEHAVIORIntroductionThis case study report is a study of organizational behavior (OB) andhow it can help in the management of contemporary organizations and pushthem towards reaching their strategic goals with the help of their people bymeans of understanding the way of explaining, predicting and influencingthe behavior of individuals and teams. The case study deals with Australian-based Domino’s Pizza Enterprises and their upcoming recruitment drive. Theorganization has decided on upsizing the workforce and their remunerationpackages. The organization is going to use their centralized recruitmentwebsite for bringing in the new workers, along with word-of-mouth and thelocal connections. Their already strong brand reputation helped in reducingthe recruitment time for team members. The main areas that this reportwould be covering are team effectiveness and recruitment, organizationalculture and leadership, and conflict and stress in teams. Factors affectinggroup effectiveness, selection methods, leadership styles/behaviors, types ofgroup conflict and their impact would be discussed in details, with the help ofacademic literature and proper analysis, while addressing the main areas inthe report. Recommendations of effective techniques would be provided forthe proper management of teams, related challenges and conflicts,recruitment and communication challenges. DiscussionTeams and RecruitmentThe most important factors that impact group effectiveness forcreating a list of team-member selection criteria for selecting a Dominoid forDomino’s are discussed as follows:Cohesiveness: The first important factor for consideration is the waymembers are cohesive with one another. A cohesive team pushes themembers towards willingness and commitment for striving for excellence.Team cohesion influences the extent to which members get along with eachother, like one another, and respects and trusts one’s opinions and abilities(Ohland et al. 2012).Communication: Effective communication mechanisms are vital for thedevelopment of effective teams. For understanding the scope of a goal andagreeing upon a path for reaching that goals, it is necessary for teams todevelop an effective communication method (Nelson et al. 2012). Groupthink: Groupthink is the inclination in decision-making teams forsuppressing contending viewpoints for preserving group harmony. This canoccur as individual team members possess an overwhelming wish of beingaccepted and teams wish to reduce conflicts. Homogeneity: Homogeneity is the degree by which team members aresimilar or dissimilar. At the time of evaluating team homogeneity, managerscan consider similarities and dissimilarities in individual characteristics, skills,
2ORGANIZATIONAL BEHAVIOReducation, capabilities, cultural background, generational backgrounds andincome levels. Homogenous teams have an inclination of being highlycohesive and can effortlessly develop effective communication approachesthat help in reducing conflict. However, excessive homogeneity leads in thedirection of greater examples of groupthink (Levi 2015).Role Identity: Role identity is the degree to which the members of a grouphave the capability of assuming different roles all across the team structure,therefore diversifying exertions and developing subject matter experts. Thediverse range of knowledge and skills that each of the members bring to theteam offer a large range of capabilities required for achieving goals.Stability: The extent of stability amongst members and leaders largelyimpacts team performance. Managers get the option of evaluating the extentto which members are securely autonomous with one another that comeswith steady and trusting relationships.Team Size: By assessing team’s size, managers have the capability ofmaximizing productivity for ensuring high levels of team performance. Forevaluating whether a team is extremely large or small, managers need toconsider the effectiveness and harmony by which the team members worktogether and if the necessary tasks are getting effectively accomplished byevery member of the team (Mueller 2012).Selection or sourcing methods that can be used for selecting teammembers, making sure of validity and acceptability are as follows:Internal sourcing: Internal sourcing the method of promoting a fresh orlately vacated position inside an organization for existing employees. Thissituation arises when the employees who are presently working in anorganization are departed to another department or promoted to a higherposition. If the performance of the employees is good and up to the markthey are provided with the opportunity of occupying a higher level from theircurrent position. If additional skills are necessary, at times the organizationsare prepared for providing training. It is one of the easiest way of selectingapplicants as their performance is already under the notice of the seniormanagement. Some methods of internal recruitment are promotions, internaladvertisements, contract to temporary, temporary to permanent, and so on(Brunswicker and Vanhaverbeke 2015).External sourcing: The external sourcing method of recruitment is the wayof conducting employee candidate searching with the help of externalrecruitment tools, like newspaper advertisements, job boards and tradepublication announcements. External employees always feel fresh,innovative and young for their new job, more motivated and active enoughfor finding any business issues and then fixing it. Even though recruitingexternal applicants might become difficult for the organization, however,that has more positive influence on the business in comparison with the
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