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1.Apply the relevant Management theories from the following disciplines to the HELL Pizza case study. Your discussion should identify and discuss at least one relevant issue in each of the disciplines, apply theoretical frameworks to these issues and provide examples from the case to support your discussion.

? Communication

? Working in teams

? Leadership

? Motivation and rewards.

2.The assessment criteria are outlined in Annex A

Strategic management is the process of formulating and implementing strategies that achieve organisational goals in a competitive environment. In order for strategy to be implemented, workers with relevant skills and enthusiasm are needed. Strategic human resource management mobilises human resources to implement strategies and sustain competitive advantage. Demonstrate how HELL Pizza might use frameworks in the strategic management process when planning for their future success, and what do they need to consider in order to establish a sustainable competitive advantage? Also discuss how HELL Pizza might align its human resource strategies with its organisational goals? The assessment criteria are outlined in Annex B

Communication

Happenings in Hell Pizza

Issues in communication are likely to happen, when the actual meaning of the communication message is distorted to the receiver of the message. In case of Hell Pizza, the organization faced most controversial complaints in their advertising campaign for its Lust pizza, which involved sending out condoms in promotional materials. It was negatively communicated to the media and customers as sexual intuition.

                                                     

Shannon and Weaver Model Communication explain the communication between the sender and receiver along with noise in the communication process. As per this model, the meaning of actual message can be distorted in the presence of noise. In case of Hell Pizza, the advertisement message of Lust pizza for sexual health and preventing teenage pregnancies was actually distorted with the noise of media and customer concept like sexual intuition.

Media Richness

The controversy of advertisement for Lust pizza had sparkle of 685 written complaints. Apart from that, the controversy of communication also attracted national media attention.

Sum Up

While summing up the communication aspect, the advertisement message of Lust pizza had been misinterpreted to the customers and media having the concept of sexual intuition. The actual message of sexual health and prevention of teenage pregnancy had got distorted to the receiver.

Working with Team

Definition of Working with Team

Working effectively with team requires the act, willingness and patience to work with other colleagues. Collaboration, brainstorming and joint projects are the norms of team environment in an organization. Moreover, the employees in a team environment work collaboratively towards achieving the common organizational goals (Costa et al., 2014). Absence of team identity and lack of participation lead to issues in a team environment.

Happenings in Hell Pizza

In case of Hell Pizza, more than 1000 employees are employed in total 66 stores nationwide under one umbrella of Hell pizza brand. The organization has become able to manage all these employees successful through initiating a teamwork environment. The integrity among the team of different franchisees has led to collaborative working culture in this organization.

Working in Teams

Comprehensive Discussion

Collaborative team environment encourages the employees towards sharing the common organization goals for their successful completion. The team environment of Hell Pizza was never hampered with lack of team indentify. Everyone in the organization used to work with their individual freedom and with integration with each other for achieving the iconic brand success.

Sum Up

While summing up the aspect of working in team, it can be seen that the employees of Hell Pizza used to work in collaborative team environment. The integration among the employees of different franchisees has ultimately led to high level of iconic success of the organization.  

Leadership

Definition of Leadership

Leadership is the practical skill and ability of an individual to lead and guide other individuals. It is about the ability of an individual towards directing and implementing plan and motivating people to execute that plan (Fairhurst & Connaughton, 2014). Effective organizational leaders create an inspiring organizational vision and lead the employees towards achieving that vision.

Situation

The leaders can face extreme challenge without having a clear organizational vision, which can hinder their ability towards leading the employees perfectly towards organizational success. The leaders can also face issues having lack of accountability and poor execution of plans. However, the business owners of Hell Pizza namely Callum Davies and Stu McMullin were quite clear about organizational vision. Hence, they were capable of leading the employees towards making unique quality Pizza for organizational competitiveness. They were also accountable enough to provide freedom to the employees for inputting unique product ideas.

                                                           

Transformational leaders always identify the required organizational change, create clear vision for guiding the change through inspiration and motivate employees towards executing the changes. In case of Hell Pizza, the owners were quite apt to adopt the necessary changes for leading organizational change through changing their online marketing and website design. Transformational leaders also delegate adequate freedom to the employees for inputting their innovating ideas in organizational success. Likewise, the owners of Hell Pizza provide adequate freedom the employees of the franchisees to input their unique ideas in Pizza preparation.  

Framework 2: Contingency Leadership

                                                                       

Leadership

Contingency leaders always take organizational decision based on the current situation and motivate the employees towards successful implementation of the changes. In case of Hell Pizza, the business owners took decision of creating a website for more corporate image and upmarket look based of the competitive situation in the market.

Sum Up

While summing up the aspect of leadership, the leaders of Hell Pizza used to follow transformational leadership style. Apart from that, they also follow contingency leadership for adapting with changing business situation.

Motivation

Definition of Motivation

Motivation is both the external and internal factors, which stimulate energy and desire among people to be continually interested to make an effort for attaining a particular goal. Motivation inspires a person to enact a certain action repeatedly.

Situation

Most of the organizations face issues in motivating their employees because of tedious working environment and lack of reward and recognition. However, one of the most important motivating factors for the employees of Hell Pizza was its flexible and funny working environment. However, the zero-hour contract policy can be discouraging to the employees, as it hampers their work life balance.

                                                                        

Expectancy theory explains that the behavior of employees results from conscious choices among the alternatives whose intention is to minimize pain and maximize pleasure. Expectancy is the belief that increased efforts lead to increased performance and instrumentally is the belief that well performance leads to valued outcome. Likewise, the employees of Hell Pizza were highly motivated to work harder for gaining rewarding appraisal from the management. On the other hand, the employees of Hell Pizza are also motivated with the valence of gaining praise through their hard working.

                                                                              

As Herzberg theory, hygiene factors like flexible company policy, interpersonal relation and job security is extremely important for the existence of motivation among the employees. The employees of Hell Pizza were also highly motivated with the collaborative working culture of the workplace. However, zero-contract policy used to hamper the work life balance of the employees, which was de-motivating to them. Furthermore, the motivational factors like responsibility, sense of achievement and promotional opportunities yield positive satisfaction among the employees. Likewise, the increased responsibility of the employees of Hell Pizza’s Franchisees has increased their motivation to work harder for organizational success.  

Sum Up

While summing up motivation factor, the employees of Hell Pizza were motivated with an encouraging and funny working environment. However, the zero-hour contract was quire tedious for the employees to work in the organization.

Conclusion

While concluding the study, it can be said that Hell Pizza faced extreme controversy in their advertisement strategy. On the other hand, the leaders of the organization used to follow transformational leadership for encouraging the employees in fostering unique ideas.

Employee management is the process of dealing and controlling the employees towards leading organizational success (Sharma et al., 2016). The study is concerned with discussion of the issues related to communication, working with team, leadership and motivation of Hell Pizza. On the other hand, the study will also align specific theories to each of these aspects and provide the examples from the case study of Hell Pizza. 

Reference:

Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386.

Costa, P. L., Passos, A. M., & Bakker, A. B. (2014). Team work engagement: A model of emergence. Journal of Occupational and Organizational Psychology, 87(2), 414-436.

Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative perspective. Leadership, 10(1), 7-35.

Fiedler, F. R. E. D. (2015). Contingency theory of leadership. Organizational Behavior 1: Essential Theories of Motivation and Leadership, 232, 01-2015.

Harmon, D. J., Green, S. E., & Goodnight, G. T. (2015). A model of rhetorical legitimation: The structure of communication and cognition underlying institutional maintenance and change. Academy of Management Review, 40(1), 76-95.

Jiang, H., & Men, R. L. (2017). Creating an engaged workforce: The impact of authentic leadership, transparent organizational communication, and work-life enrichment. Communication research, 44(2), 225-243.

Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), 66.

Parijat, P., & Bagga, S. (2014). Victor Vroom’s expectancy theory of motivation–An evaluation. International Research Journal of Business and Management, 7(9), 1-8.

Sharma, N. P., Sharma, T., & Agarwal, M. N. (2016). Measuring employee perception of performance management system effectiveness: Conceptualization and scale development. Employee Relations, 38(2), 224-247.

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