Subject learning outcomes
The aim of this report is to analyse the case study of Dominos and the business strategy of the company to upsize its workforce. The corporation has announced a major recruitment drive in which the company will hire 2,500 employees and increase the remuneration packages of employees as well. The company will hire additional 1,000 workers in its new stores before Christmas, and the objective of the company is to hire appropriate staff members for its Australia and New Zealand stores (Bolza 2016). The company wanted to attract these employees through its online website along with word-of-mouth and local connections which the franchises and store managers of the company have with local TAFEs. Various factors that influence group effectiveness will be discussed along with selection methods which can be used by Dominos. This report will assess key leadership theories that manage diversity in the organisation along with the nature of group conflicts and how they influence performance of employees and the corporation. Suggestions will be made to Dominos for managing diversity in the organisation.
While managing operations in a team, there are various factors which influence the effectiveness of the team. Dominos should consider these factors to build a strong team which assists it in successful opening new stores in Australia and New Zealand.
- Focus on goals
A successful team is driven by a common goal. In order to have a successful team, Dominos has to provide a common goal in advance which is understood by team members. The goal should be put in written for everyone to see, and they have understood the path to achieve such goal (Maynard et al. 2012).
- Remove Compensation Obstacles
A team works effectively when all of its members are appropriately compensated for their work. Dominos has announced that it is increasing the remuneration of its employees which is a good sign. If team members know how much they will be paid for their extra affords, then they are more likely to work with passion for achieving targets.
- Communication is Key
Communication is the key when it comes to establishing an effective team in organisations. There are two types of communications which include communication between team members and communication between management and the team. Appropriate channels should be available for both types of communications. The management should engage open communication to promote collaborative learning between team members (Ziek & Smulowitz 2014).
- Encourage positive attitudes
All team members should have positive attitude at the workplace. Members should know each other, and they must get along. The management should encourage them to conduct regular meetings, lunches, dinners, and parties to promote collaboration between them.
- Deal with Conflict
Part A
Appropriate procedure for dealing with conflicts should be established by the company for team members. Conflicts arise in every team, but, effective conflict management results in addressing those conflicts and increasing bonding between team members.
List of selection criteria
Dominoids should have following characteristics:
- Honesty
- Better communication skills
- Positive attitude
- Skills and knowledge
- Interpersonal skills
Based on these skills, Dominoids will be able to deliver effective services to customers which lead to brand loyalty between customers. These characteristics ensure that the team members are able to focus on organisational objectives and achieve them (Mahembe & Engelbrecht 2013). As per these skills, the employees will be able to positively deal with customers and build strong relationship with them which is crucial for their job.
Dominos can adopt below-mentioned selection methods which will enable the organisation in getting validity and acceptability for the organisation and the applicant.
Dominos can rely on online recruitment services to hire new employees for its stores. The company can welcome candidates to submit their resumes on the official website of the corporation. It can also promote the hiring through the social media sites which will assist the company in reaching a wider audience (Lane, Armin & Gordon 2015). Since Dominos is a popular restaurant chain, it has many followers on its social media sites. It can post a job opening advertisement for candidates in Australia and New Zealand so that they can easily upload their CV on the website of the company. This will enable the company to reduce its overall recruitment costs, and the candidates also did not have to visit its branch which gets the validity and acceptability of both parties.
Dominos can select the option of placement drive and bulk hiring to hire a large number of applicants at the same time. In both of these options, a large number of candidates visit the location, and the human resource managers of the company can assess these individuals at the same time without wasting any time. It reduces the overall time invested by the company on the recruitment of members (Lane, Armin & Gordon 2015). Moreover, it reduces the expenses incurred by the company in its recruitment process. This will enable Dominos in hiring a large number of candidates without wasting any time and the time of candidates will be saved as well, thus, this option is valid and acceptable for both the organisation and applicants.
Dominos can take assistance from recruitment agencies that connect the potential candidates with the organisation. The company can hire a recruitment agency and define the credential and qualifications requirements for the job candidates which it requires then the recruitment agency reaches out to the potential candidates and connect them with the organisation (Findlay et al. 2013). This saves the costs of the company which is invested in advertising the vacancy, and it enables them to ensure that they only receive those candidates who fit their job description.
Answer 1.
In order to maintain culturally diverse workforce, it is important that the corporation implement appropriate policies for embracing and promoting diversity in the workforce. Dominos hire employees from different cultures and implement appropriate policies for cultural appropriateness. However, lack of diversity policies leads to conflict between team members. To address these issues, different leadership styles can be adopted by the management of Dominos.
As the competition in the business world increases, the popularity of transformation leadership style has grown substantially. This style encourages employees to think critically, and the leaders who adopt these styles are inspirations. These leaders promote diversity in the workplace and transform policies to adopt as per their needs (Caldwell et al. 2012). The leaders focused on the big picture and implemented a detailed approach to ensure that employees are not treated unfairly or unethically at workplace. This leadership approach embraces difference between employees’ cultural backgrounds and encourages them to get along with each other.
This is a rare form of leadership approach because it requires leaders to poses a unique skill set. These leaders are able to adapt as per the situations to ensure that they are unthreatened by change in business environment. Similarly, these leaders promote diversity by implementing appropriate policies for employees who belong from different cultural backgrounds (McCleskey 2014). This leadership approach assists in avoiding conflicts between employees based on diversity factors and encourages them to adopt as per the situation to avoid workplace conflict.
This leadership approach is based on ethical theories and principles, and the leaders take their decisions based on ethical values. As per this leadership approach, embracing diversity is a major issue because it is unethical to treat employees different just because they belong from a different culture (Avey, Wernsing & Palanski 2012). In this leadership approach, cultural appropriateness is a major focus for the leaders when they focus on implementing policies to achieve organisational effectiveness.
Group conflicts are referred as an interpersonal problem which occurred between two or more team members which result in affecting the performance of the entire team due to which the team is not able to perform at its optimum levels. Conflicts among group members are common in nature because it is natural that disagreement arises between people who belong from different cultural backgrounds (Odetunde 2013). However, if these conflicts are managed appropriately, then they result in promoting creating, innovation and healthy competition at the workplace. Following are the potential impact of group conflicts on people, teams and the organisation.
Answer 2.
Primarily, group conflicts arise between members, and they result in affecting their performance. Employees who engage in workplace conflicts are less likely to perform at their optimum level (Tanguy 2013). They are not productive at their work, and they focus on the conflict rather than improving their productivity. They could also suffer mental health issues due to workplace conflicts which lead to overeating, stress, substance abuse, alcoholism or others.
Conflicts between team members or two different teams in an organisation could result in decreasing the performance of the entire team. It is difficult for team members to perform better if they are in conflict with other members. Conflict between two teams intensifies competition between them, and they are more likely to focus on reducing performance of other teams through unfair mediums rather than improving their quality. In either case, the performance of the corporation suffers, and it affects its profitability.
Conflicts between team members in an organisation are disastrous because they affect the relationship between the company and its customers. If the workers are engaged in a conflict, then they focus on the fight rather than providing high-quality services to customers (Odetunde 2013). The market reputation of the organisation also suffers due to conflicts between its staff members. Thus, group conflicts have various potential negative impacts on individuals, teams and the organisation; therefore, it is important that the corporation implement policies to avoid these conflicts.
Various suggestions for techniques that can be adopted by Dominos are mentioned below which can assist the company in eliminating workplace conflicts and stress among employees which resulted due to communication challenges of a culturally diverse workforce.
- Employees who belong to different cultures might find it difficult to communicate with others because they did not know about their native language, or they did not understand their accent. This issue can be resolved by Dominos by encouraging employees to spend time with each other so that they are able to understand each other. Spending time after work in places such as lunch, dinners or meeting encourage the employees to engage with each other and build strong connections (Folger, Poole & Stutman 2015). Thus, it will assist the company in addressing the challenge of communication due to a diverse workforce.
- Employees must have knowledge about cultural aspect of other employees so that they did not mistakenly take any action which could offend another person. The managers should conduct sessions in which correct information regarding the cultural factors of the employees should be discussed with others to make employees more culturally appropriate. It will avoid stereotyping in the workplace and enable the employees to ensure that they did not offend each other.
- In order to avoid stress among employees due to cultural conflicts, the corporation should focus on encouraging employees to share their queries with the management. The senior-level managers should encourage the employees to discuss the issues which they face in the organisation due to their cultural background. Due to open communication channels and awareness regarding diversity policies, the corporation will be able to avoid conflicts between workers, and they will work without any stress which is crucial for improving their productivity.
Conclusion
To conclude, Dominos wanted to increase its number of stores in Australia and New Zealand, and the company is implementing this strategy by aggressively hiring new employees and increasing their remuneration. In order to achieve its objectives, Dominos should evaluate the key factors which influence the performance of a team such as focus on goals, avoiding compensation obstacles, communication, conflict management and encouraging positive attitude. The company can choose between different selection methods such as online recruitment, mass recruitment, and recruitment agencies to select the right team members. The managers of Dominos can adopt situational, transformative or ethical leadership approach which can assist the company in ensuring cultural appropriateness. Due to a diverse workforce, Dominos can address the issue of workplace conflicts and stress among employees, team and the company which can addressed by communicating with workers, increasing their cultural knowledge and enabling them to disclose their issues in a safe environment.
References
Avey, JB, Wernsing, TS & Palanski, ME, 2012, ‘Exploring the process of ethical leadership: The mediating role of employee voice and psychological ownership’, Journal of Business Ethics, vol. 107, no. 1, pp. 21-34.
Bolza, M 2016, ‘Inside Domino’s family-sized recruitment drive’, HCAMag, 30 September 2016, viewed 31 October 2018 < https://www.hcamag.com/hr-news/inside-dominos-familysized-recruitment-drive-224221.aspx >.
Caldwell, C, Dixon, RD, Floyd, LA, Chaudoin, J, Post, J & Cheokas, G, 2012, ‘Transformative leadership: Achieving unparalleled excellence’, Journal of Business Ethics, vol. 109, no 2, pp. 175-187.
Findlay, A, McCollum, D, Shubin, S, Apsite, E & Krisjane, Z, 2013, ‘The role of recruitment agencies in imagining and producing the ‘good’migrant’, Social & Cultural Geography, vol. 14, no. 2, pp. 145-167.
Folger, J, Poole, MS & Stutman, RK, 2015, Working through conflict: Strategies for relationships, groups, and organizations, Routledge, Abingdon.
Lane, TS, Armin, J & Gordon, JS, 2015, ‘Online recruitment methods for web-based and mobile health studies: a review of the literature’, Journal of medical Internet research, vol. 17, no. 7.
Mahembe, B & Engelbrecht, AS, 2013, ‘The relationship between servant leadership, affective team commitment and team effectiveness’, SA Journal of Human Resource Management, vol. 11, no. 1, pp. 1-10.
Maynard, MT, Mathieu, JE, Rapp, TL & Gilson, LL, 2012, ‘Something (s) old and something (s) new: Modeling drivers of global virtual team effectiveness’, Journal of Organizational Behavior, vol. 33, no. 3, pp. 342-365.
McCleskey, JA, 2014, ‘Situational, transformational, and transactional leadership and leadership development’, Journal of Business Studies Quarterly, vol. 5, no. 4, p. 117.
Odetunde, OJ, 2013, ‘Influence of transformational and transactional leaderships, and leaders’ sex on organisational conflict management behaviour’, Gender and Behaviour, vol. 11, no. 1, pp. 5323-5335.
Tanguy, J, 2013, ‘Collective and Individual Conflicts in the Workplace: Evidence from F rance’, Industrial Relations: A Journal of Economy and Society, vol. 52, no. 1, pp. 102-133.
Ziek, P & Smulowitz, S, 2014, ‘The impact of emergent virtual leadership competencies on team effectiveness’, Leadership & Organization Development Journal, vol. 35, no. 2, pp. 106-120.
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