Organizational Behavior Analysis Report: Domino's Teams and Culture

This report provides an analysis of organizational behavior principles as applied to Domino's. It begins by examining factors influencing group effectiveness and different selection methods for team members. The report then delves into organizational culture, leadership styles, and the importance of...Read More

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author’s Note

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
organizational behavior, the HR managers have to consider many things such as the
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

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
closing the cultural gap by building good relationship among the culturally diversified
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

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. For this reason, the managers of Domino’s are needed to follow the provided
recommendation to eliminate organizational conflict and stress.

8ORGANIZATIONAL BEHAVIOR
References
Al-Asfour, A. and Lettau, L., 2014. Strategies for leadership styles for multi-generational
workforce. Journal of Leadership, Accountability and Ethics, 11(2), p.58.
Chuang, S.F., 2013. Essential skills for leadership effectiveness in diverse workplace
development.
Jones, G.R. and Jones, G.R., 2013. Organizational theory, design, and change. Upper Saddle
River, NJ: Pearson.
Karatepe, O.M., 2013. The effects of work overload and work-family conflict on job
embeddedness and job performance: The mediation of emotional exhaustion. International
Journal of Contemporary Hospitality Management, 25(4), pp.614-634.
Kausel, E.E. and Slaughter, J.E., 2013. Employee selection decisions. In Judgment and Decision
Making at Work (pp. 77-99). Routledge.
Kumari, N. and Malhotra, R., 2013. A Study of the Recruitment and Selection process: SMC
Global. ZENITH International Journal of Multidisciplinary Research, 3(2), pp.244-254.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An EvidenceBased
Approach. IAP.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An EvidenceBased
Approach. IAP.
Manojlovich, M. and Ketefian, S., 2016. The effects of organizational culture on nursing
professionalism: Implications for health resource planning. Canadian Journal of Nursing
Research Archive, 33(4).
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.

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. Selection and appraisal: reconstituting. New Perspectives on Human
Resource Management (Routledge Revivals), 92.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.