BUMAN104A Organisational Behaviour 3

“Australian-based   Enterprises is set to upsize both its workforce and remuneration packages with announcements of both a major recruitment drive and looming pay increases.

In a show of confidence, the organisation has said it will recruit 2,500 new employees for existing branches over the span of two weeks. It also hopes to hire an additional 1,000 workers for new stores opening before Christmas. “Our growth has meant that we’re continuously on the lookout for what we call our Dominoids – our people that work in our team,” David Klages, group HR manager at Domino’s Pizza Enterprises, told HC.

“We find that we consistently have to be out in the markets getting additional team members. With the number of stores that we’re opening in Australia and New Zealand – even before Christmas – we need to hire additional staff all the time.” These new recruits will include drivers, in-store managers and franchisees, he said.

One way in which Domino’s hopes to bring in these workers is through its centralised recruitment website which both franchisees and corporate stores can use. “We also source a lot through word-of- mouth and through the local connections that our franchisees and store managers have with local TAFEs and other organisations through which we can source people,” Klages said. Thanks to the company’s brand reputation, recruitment time for team members was also quite short, he added.”

Cultural differences in the team can lead to conflicts and cause stress for employees at Dominos.

1. Discuss the nature of group conflict in organisations as a source of workplace stress and explain the potential impacts on individuals, teams and the
2. Recommend to Dominos effective techniques for managing conflict and stress related to the communication challenges of a culturally diverse

Managing the human resource in a contemporary world has become more difficult and the organizations present need to ensure that they make effective use of the various theories of Organizational behavior and Leadership to ensure that they are successfully able to form and manage teams and help these teams in achieve organizational success. However, managing of the teams is not an easy task and for this reason and organization might be required to apply various selection methods (Yang and Li 2017, p. 150). In addition to this, the culture of the organization needs to be aligned with the workforce and with the leadership in order to ensure that a successful team can be formed. Lastly, there exists various conflicts in a team which need to be managed effectively. Hence, it can be stated that the primary aim of the given report is to highlight the case of Dominos which is planning to conduct a major recruitment drive and to hire a large number of people for its different stores. The team and recruitment aspects will be highlighted along with culture and leadership which will then followed by conflict and stress. Practical examples with their will also be provided.

Effective team

In order to form an effective team of Dominoids, a proper selection criteria needs to be formed which will thereby assists the firm in ensuring that they are able to form a team which is prepared to deal with all difficulties and blend well with the firm (Kakar 2018, p. 25). However, team effectiveness is largely influenced by a certain number of factors and the different factors which have an impact on the team effectiveness while creating a team member selection criteria are as follows:

• The team members:  As a team is formed with the help of its members, it is very important that the members are good and are consciously aware of their roles as team members (Robbins et al. 2017). When the same level of enthusiasm will be shared by all the team members, it will be considerably easier for them to achieve the team objective.
• The size of the group: The size of the team is also a great factor which has the capability of having an impact on the different approaches followed. When the size of the group is large, there are larger chances of disparity. According to Jesinoski, Miller and Volker (2016), the smaller groups are stated to be more effective than the larger groups. This is because when the team is quite large in size, they will be stating their own rules and objectives which can then have an impact on the overall decision of the team at large.
• The norms prevailing in the group: Every group has its own set of norms which has a strong influence on the overall performance of the team. Hence, for this reason, it becomes crucial that the norms are such that it has a positive impact on the team. These norms may be with regard to interaction, performance and the manner in which the different members respect one another.
• Synergy: In order to ensure group success, there must exist synergetic effects and the members must work collectively in order to ensure (Gupta and Wingreen 2015). Hence, the right kind of managers are crucial for a firm so that synergy may be formed which may result in advantages like effective decision, cost savings, technology efficiency among others.
• Leadership: Lastly leadership also has a strong impact on the group effectiveness as a good leadership can go a long way in assisting its goals and coming with better selection outcomes, whereas a poor leadership may lack guidance and thereby lead to poor operations.
• Cohesiveness: The cohesiveness can be defined as the strength of the interpersonal attraction which is present amongst the members of the group. When the degree of cohesion is high, the motivation among the members may be higher. Moreover, it needs to be seen to it that the group must be formed in a manner such that the group cohesiveness may increase and better outcomes can be achieved (Fairhurst and Connaughton 2014, p. 20).

Hence, from the given analysis it can be stated that a large number of factors have an impact on the group effectiveness in the process of forming selection criteria for the Dominoid (Bolza  2016).

The selection methods can be rightfully defined as those methods which can be used the different team members in order to decide which Dominoid will be perfect. However, it is very crucial that these selection methods achieve validation and acceptability with respect to the organization as well as the applicant. The different selection methods which fulfill these criteria’s and will be suitable have been stated as follows:

2. Panel Interview: The Panel Interview can be stated to be an effective method of analyzing a candidate whereby the different panelists tend to test the candidate by asking them different questions and by testing their body language. In this manner the integrity of the candidate can be checked.
3. Behavioral test: The next method is the behavioral based test method whereby the applicants are given different scenarios based on which they are then required to choose their particular course of action (Kozlowski et al. 2015).  The action which they tend to adopt reveals the personality traits and help them to provide an honest response as well.
4. Skill test:  Additionally a skill based test can also be done, which tests the employees based on the particular skill which they possess. For example for a driver, the driving skill can be tested and for managers employed, their capabilities can be tested (Carlson et al.2017, p. 700). This can be stated to be a quick method of selection of the different employees for Dominos.

As globalization has developed, the trade between the different countries has improved considerably and this has led to a migration of the workforce from one place to another. For this reason, the different organizations and Dominos as well has a diverse workforce and should be encouraged. Management of diversity is often considered to be the key to success and the diverse team has various advancements for the firm which can then bring about a combination of new ideas and perspectives within the realm of the team (Antonakis and Day 2017).  The innovation prospects increase along with wider cultures, genders, abilities, backgrounds, sexual orientations and other background dynamics.

For this purpose, it becomes considerably essential for the leaders to appreciate the different diverse members in the firm and to ensure that they are understood and supported. It is the duty of the leader to see to it that they create an environment which is inclusive and comfortable for all the organizational members and motivate them to contribute towards the welfare of the firm. According to Luthans, Luthans and Luthans, (2015), the role of a leader starts here and they need to make use of communication as a key to ensure that the difference in the views are appreciated and thereby form different diversity councils and committees in order to ensure that the redressals of the different members are met with (Miner 2015). The different leaders can also follow the Kaizen method whereby they aim for continuous improvement and see to it that the Diversity procedure is given time and patience along with the continuous support of leaders. The leaders need to ensure that they adopt a considerable style so as to ensure that the diverse employees are treated well. This leadership style which is to be adopted by them includes a mix of the democratic leadership style and the transformational style where the employees are given the freedom to perform on their own and the leader has the duty of serving them and thereby assisting them in achieving the firm objectives.

Another considerable move to be taken by the leaders is to walk the talk and going by their words. If they are successful in doing so, they will be able to ensure long term success and growth. Therefore, a mix of democratic and transformation style would be appropriate to manage the culturally diverse workforce and to see to it that the cultural appropriateness and organizational effectiveness prevails.

Group conflicts

Group conflicts are often taken to be a common aspect of the organization and as the different members of a group come from different backgrounds, the conflicts are more likely to take place. The group conflicts are highly related to stress and whether the conflict takes place between the management or with the subordinates, it causes a negative impact on the body and the manner in which the group conflicts form a source of workplace stress (Northouse 2018).

1. It leads to a hostile environment

By forming a hostile environment, the workplace stress thereby increases as everyone at the firm seems to be upset with one another which then causes miscommunication and fights.. The hostile environment is not good for the health of the employees and lead to lower self-rated health and higher number of health conditions.

2. It affects the workplace performance

The conflicts have the capability to have an impact on the workplace capability as well which thereby has a poor impact on the productivity and overall outcome. When the outcome is affected then, the stress at the workplace might also increase.

3. Moreover, when there exists a poorly managed conflict, it may lead to hard feelings among the employees which may then not provide them with a sense of satisfaction and increase their daily stress levels.

Potential impact on organizations, teams and individuals

The workplace stress as caused by the team and organizational conflicts tends to have a considerable impact on the individuals, teams as well as the organizations. These have been given as follows:

• Mental health: It tends to impact the mental health and stability of the different employees at large (Nelson et al.2012).
• Turnover: It impacts the organization by having an impact on the turnover. A higher turnover brings a bad name for the organization at large.
• Lower productivity: It leads to lower productivity which impacts the tam as well as the organization (Pinder 2014).
• Customer dissatisfaction: Stress levels may lead to poor performance which thereby leads to customer dissatisfaction and a considerable impact on the revenues.
• Violence: It might lead to violence which may lead to a negative impact on the overall performance of the employees and the firm.
• Communication issues: It may also give rise to various communication issues.

After analyzing the following impacts of the conflicts on the overall welfare of the organization, the following recommendations can be made to Dominos which can assist them to manage conflicts and stress bought about due to a diverse work force.

1. Encourage continuous communication: In order to ensure that there does not take place any conflict in the organization, it is important for the members to have a continuous communication source which shall ensure long term success (Wagner and Hollenbeck 2014).
2. Focusing on the behaviors: Apart from the personalities of the members, their behavior and the work needs to be concentrated on which shall ensure long term success and avoid conflicts as well.
3. Enabling Listening: Listening to the employees forms an effective part of the conflict management procedure so that the issues can be resolved easily.
4. Clearly identifying between agreement as well as disagreement: They need to ensure that there exists a clear identification between agreement as well as disagreement so that the conflicts can be resolved easily (Tjosvold, Wong and Feng Chen 2014, p. 550).
5. Developing a conflict plan: A conflict plan needs to be formed which will ensure long term success in managing conflicts.

Therefore from the above analysis, it can be stated that a diverse workforce forms an integral part of the organization and in order to ensure long term success, the members of the firm need to form efficient plans so that they are able to manage the different employees. The report discussed the manner in which the Dominoids can be selected, which will then be followed by the factors affecting team effectiveness. The manner in which the leaders have an impact on the management of the culture and the appropriate style has been discussed. The last part of the report laid down the impact of group conflicts on a firm and the ways in which Dominos can manage this conflict.

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