Team Development Action Plan in Dominos - DBN507 Report

This report outlines a team development action plan for Domino's, focusing on training for managerial roles in the Sales and Marketing Department. It leverages Bruce Tuckman's team management model (Forming, Storming, Norming, Performing, Adjourning) and Abraham Maslow's Hierarchy of Needs to enhance team efficiency and motivation. The plan emphasizes the importance of employee training, clear role definitions, and strategic awareness within the sales and marketing teams. The report concludes that effective performance appraisal and training programs are crucial for employee development and maintaining a competitive edge, while also acknowledging potential drawbacks like contrast error. References to relevant academic sources are included to support the analysis and recommendations.

Team Development
Action Plan in
Dominos
NAME OF THE STUDENT
NAME OF THE UNIVERSITY
AUTHOR NOTE :

Table of Content
 Background of Dominos
 Team Development Action Plan
 Team management model by Bruce Tuckman
 Team management model by Bruce Tuckman (contd)
 Team management model by Bruce Tuckman (contd)
 Team management model by Bruce Tuckman (contd)
 Hierarchy of Needs Theory by Abraham Maslow
 Hierarchy of Needs Theory by Abraham Maslow(Contd)
 Conclusion
 References

Background of Dominos
 In the year 1960, Domino’s Pizza was
founded by two brothers who are from
Michigan, United States.
 Domino’s vision is to become the leading
organization in the fast food industry.
 Mission of Domino’s is to sell more pizza
and have more fun.

Team Development Action Plan
 Training for Managerial post in Sales
and Marketing Department at
Dominos.
 Employee training can bring huge
number of benefits to the employees
of Dominos.
 To increase the overall efficiency of
both team members and managers.

Team management model by
Bruce Tuckman
Bruce Tuckman has come up with
five stages of group development
like
 Forming
 Storming
 Norming
 Performing
 Adjourning

Team management model by
Bruce Tuckman in sales and marketing
department
 In the first stage of this model, higher dependencies on
leader are required for direction and guidance.
 It is the duty of the leader to come up with lots of
question for team purpose, objectives and external
leadership
 In the second stage, team members at Dominos need to
be positioned properly for establishing relationship.
 As per this model, the team members at Dominos need
to focus on their goals so they are avoided from being
distracted.

Team management model by
Bruce Tuckman
 In the third stage of the model, proper agreement
needs to be formed among the team members at
Dominos.
 Roles and responsibilities of employees needs to be
clear and accepted in a proper way.
 Small decision needs to taken up with team members
within the group.

Team management model by
Bruce Tuckman
 In the final stage of this model, team
needs to be more aware in strategical
way.
 Sales and marketing team at Dominos
needs to be more aware of their goals.
 Disagreement can occur between the
team members which needs to be
resolved in positive way.

Hierarchy of Needs Theory by Abraham
Maslow
 Maslow hierarchy model comprises of five
stages which is explained with a help of pyramid
structure.
 As per this model, employees at Dominos needs
to be motivate so that a positive workplace can
be created.

Hierarchy of Needs Theory by Abraham
Maslow in Dominos
It mainly comprises of fives stages like
 Physiological needs
 Security needs
 Social needs
 Esteem needs
 Self authorization needs.

Conclusion
 From the above slides, the fact can be easily taken into
account that this report is all about performance
appraisal in Dominos.
 Performance appraisal in Dominos can bring huge
number of advantages like employee development. It
can cause certain number of disadvantages like
contrast error.
 Proposed training programme and evaluation in
Dominos can cause huge number of benefits like
staying ahead of competitors.

References
 Donaldson, W. V., & Vacha-Haase, T. (2016). Exploring staff clinical knowledge and
practice with LGBT residents in long-term care: A grounded theory of cultural
competency and training needs. Clinical gerontologist, 39(5), 389-409.
 Hastings, R. P., Gillespie, D., Flynn, S., McNamara, R., Taylor, Z., Knight, R., ... &
Przybylak, P. (2018). Who's challenging who training for staff empathy towards adults
with challenging behaviour: cluster randomised controlled trial. Journal of intellectual
disability research, 62(9), 798-813.
 Hediger, K., & Hund-Georgiadis, M. (2017). Animal-assisted therapy in the view of
staff members before and after implementation in a rehabilitation clinic. Human-
Animal Interaction Bulletin, 5(2), 61-73.
 Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.