Performance Analysis Report: Domino's Pizza Enterprises Ltd (MBA401)

This report provides a comprehensive analysis of Domino's Pizza Enterprises Ltd's performance, focusing on key initiatives that contribute to its success. The study delves into performance-related strategies, emphasizing the significance of employee engagement, organizational culture, and contemporary leadership. It examines Domino's Pizza's approach to rewarding and recognizing employees, highlighting the use of both intrinsic and extrinsic motivators to enhance productivity. The report also explores the company's culture-related initiatives, including its commitment to diversity and the creation of a positive work environment. Furthermore, it investigates Domino's Pizza's engagement-related activities, such as employee involvement in decision-making and on-the-job training programs. The analysis concludes by emphasizing the importance of these factors in achieving long-term success and maintaining a competitive edge in the market.

DOMINO’S PIZZA ENTERPRISES LTD PERFORMANCE RELATED ANALYSIS
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Contents
Introduction......................................................................................................................................3
Performance associated Initiatives..................................................................................................3
Culture Related Initiatives...............................................................................................................5
Engagement Related Initiatives.......................................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................8
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Introduction
The three main aspects that have assisted several organizational settings in this competitive
market include their people, their culture and contemporary leadership. Regardless to mention, in
the current scenario, Australia's food market has managed to become one of the finest
competitive industries. Domino's Pizza has successfully espoused people as well their culture
and contemporary leadership to control its possession in the market. Domino’s Pizza uses
organic materials and arranges delicious food items maintaining its quality. It is one of the
leading pizza chains around the entire world and especially in the Australian market. The
company in recent years have listed in the ASX. The organization provides freshly baked pizzas
with varied toppings and flavors that appeal to the taste buds of the Australian customers. The
sole purpose of the company is to serve fresh foods that are cooked without adding any chemical
preservatives. In this case study, the productivity, performance undertaken for its employees by
Domino’s Pizza will be discussed thoroughly.
Performance associated Initiatives
A dynamic business requires a suitable staff who will work according to productivity guidelines
and enhance the revenue as well as brand visibility. Hence, the firms have to undertake many
performance initiatives programs just to improve the workforce, which will result in better
performance of their executives (Bode, Singh, and Rogan, 2015, p 1710). These programs
involve healthcare advantages (including the family member), incentive or remunerations, and
many more. Domino’s undertakes various performance related measures for enhancing
productivity of its employees. Moreover, one of the most vital HRM policies of the company
includes the strategy of recognition and reward. All these strategies improve the employees’
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performance, which consequently assembles the firm’s competitive benefits. These master
policies develop a smooth relationship between the firms and the workforce, which makes the
workforce perform in a better manner. Domino’s undertake various intrinsic as well as extrinsic
motivators for enhancing performance of its employees (Domino.com, 2020). Hence, it can be
assuredly estimated that remunerations and recognition have enabled Domino’s Pizza Australia
to establish grand success.
In this regard, it should be highlighted that Domino's Pizza Australia has served its employees
with excellent remunerations and feverish rewards. Moreover, the food company allows the
workforce to cherish both short and long-term monetary targets (Wihler et al, 2017, p 1410). The
remuneration plan that the company offers to its employees includes payment of the phone bill,
'packaged motor vehicle', and other additional superannuation. This enables employees to work
in a comfortable manner with the company and serve its customers well. There are also other
performance related benefits given to employees, such as weekly bonuses for highest target
achiever and so on. These performance related motives allow employees to work harder and
attain goals of the organization.
In the case of the plan for long-term incentives, the firm has undertaken the program of
gratifying the workforce so as to increase retention for longer time periods. It refers to the fact
that if an employee works for the organization beyond a negligible period, he/she will see a
positive impact on his/her annual pay scale (Lam, O'Donnell, and Robertson, 2015, p 2). On the
other hand, for the short-term incentive plan, Domino’s Pizza Australia has taken on the project
of preparing a prearranged scorecard for 12 months. In the time being, the employee will show
the best efforts will be rewarded based on his/her contribution. The firm in fact has kept
restricting the reward plans in order to improve the performance of the workforce.
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Culture Related Initiatives
The organizational setting undertakes to establish a culture that is responsible for reforming an
employee's actions both in the internal and external ambiance of the firm. Therefore, the culture
of Domino's Pizza Australia engages essential rules, norms, values and vision while structuring
the culture-related initiatives (Maitland, Hills, and Rhind, 2015, p 510). However, it is to highly
consider that the leadership of a firm forms the culture of the workplace which in term assists the
company to achieve its desired target. Moreover, a healthy atmosphere inside the workplace
ensures further success.
Keeping this in mind, Domino’s Pizza Australia has recognized a passion for cultural interest
within the workplace. This is why the leader or the head of Domino’s Pizza Australia does not
appreciate those employees who lack the exact cultural passion and also the principles of the
organization (Anitha, 2016, p 2). The company enjoys a strong coherent culture that is focused
on extensive employee engagement. As the revenue of the company is grounded on the cultural
passion, it serves its employees with favorable gratitude relying upon attaining sustainable
growth on both a long- and short-term basis. In fact, the company has even given equal rights to
both male and female counterparts (Gamayuni, 2018, p 179). Besides, in this regard, Domino’s
Pizza Australia has constructed a strategy known as ‘Diversity Policy’, which has allowed the
women employees to cherish equality inside the workplace. For marinating a soothing and
peaceful ambiance, the firm has incorporated an industrious working environment along with
mutual respect (Kalaiarasi, and Sethuram, 2017, p 10). Hence, it can be estimated that the culture
of a company is chiefly grounded on the development and behavior of the management towards
the workforce.
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Engagement Related Initiatives
The firm relishes a strong advantage through its employee engagement activities. Following this,
several organizational settings often chalk out individual engagement activities just to boost the
self-confidence of the workforce (Albrecht et al, 2015, p 1). Moreover, if those plans are
successfully executed, the outcome will be amazing; it will increase both the profit and the
productivity of the company. The employee engagement related program involves more than one
trait including the involvement in decision making, delegating of the responsibilities, employee
recognition and much more (Mone, London, and Mone, 2018). Employees are engaged while
undertaking crucial decisions for the company. This policy for employee engagement makes
employees feel important and stay committed to the organization.
In order to maintain this, Domino’s Pizza Australia concentrates on enhancing the work
experience via diverse reward measures and recognitions. The firm allows the employees to put
forward their questions, doubts, suggestions or any other issues in front of the CEO of the
organization either directly or through mails (Hanif, Naqvi, and Hussain, 2015, p 210).
Moreover, the firm engages its employees in a number of on the job training. Such training is
developed while taking feedback from employees. These training programs are conducted by
senior leaders from the management who share their valuable experiences with the junior staffs
and keep them motivated. Such trainings have allowed Domino’s to keep to its time of delivery
and quality related commitments.
The firm arranges several initiative programs and activities on its premises to develop required
skills and within the workforce. Domino’s Pizza have some transformational leaders appointed
who motivate their employees in a considerable manner to enhance their productivity. These
leaders have capably engaged in employee motivational strategies for increasing their
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productivity at the organization. The company takes on the step of discussing the goals, the
remuneration strategies and achievements among the employees, which in term increases their
loyalty and efficiency towards it (Singh et al, 2016, p 2). Moreover, the firm itself encourages
each and every employee to achieve both the short-term and long-term reward plan. The
company focuses on the leadership group. It also fulfills the requirements of the employees,
which engages the flexibility in work-life so that the workforce could balance both their personal
life and work-life perfectly especially for the women (Kumar, and Pansari, 2015, p 67). While
talking about group leadership, it is important to highlight the fact, the employees are allowed to
engage in making decisions. It also creates a solution for both the employee and customer
grievances.
Conclusion
Thus, to conclude, it is important to say for obtaining long term success, the companies need to
stress the principal attributes including the organizational culture, workforce and also employee
engagement. All these things work in enhancing the performance of the personnel. At the same
time, it also maintains the cultural passion of the organizational settings. In this case study, the
performance, engagement initiatives and culture taken by Domino’s Pizza Australia have been
minutely analyzed. The company keeps its chief focus on work efficiency. Therefore,
remunerations and gratitude are developed, increasing the self-esteem of the employees. Besides,
the organizational culture is enough diversified serving women employees with equal
opportunities. Therefore, if the company chooses to widen the employee initiative program, it
can leave an effective impact on the business.
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Reference
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