Management Issues Of A Reputed Company †Myassignmenthelp.Com

Question: What Is The Management Issues Of A Reputed Company? Answer: Introduction The case study deals with the management issues of a reputed company. The company considered for this report is Dominos Pizza. The case study is entirely based upon Media investigation reports. Dominos is an US based organisation having branches in Australia. Dominos Pizza is listed on the Australian stock market. The performance of organization is best in Australian market. The organisational share price has been constantly raising and has achieved 2500% of its original IPO, ranking the organization among the best in the Australian market. Report was been stated by the organisation that it has generated a total revenue of approx $939,976,000 in 2016. This is enough for comprehending that the organisation is performing well and is earning a considerable amount of profit. Back ground The business of Dominos is been built for selling pizza at an affordable price to the common mass of people. Business model of the organisation is based on the sales growth of franchisee. The business model is not based on profit structure. As the organisation is based on franchisee therefore the head office of Dominos collects royalty from the franchisee for each sale. The organisation is selling around 1million pizzas per week. Therefore, it is the largest franchisee of Dominos. The organisation have the rights of franchising as well as operation of the brand is been conducted in Australia, France, New Zealand and in other parts of the world. The organisation is holding numerous agreements for Master Franchisee for operating the brand globally. Around 1900 stores are been operates as well as franchised by the organisation. The organisation plans for opening new stores to increase sale as well as cope up with the existing sales. The acquisition forecast is been linked with rapid exp ansion of stores. Besides, being an industry leader the organisation is gaining share in the markets of Australia and New Zealand. The organisation is having a rapid expansion plan globally. Franchisee are been selected by the organisation very carefully as they will help the company in earning more profit. The end markets are been established by the franchisee. The bottom line of the organisation is doubling on one hand and on the other hand, the price of pizza is to be decreased as high competition was faced by the organisation from the other organisation in the same industry. Meji, the CEO of the organisation having business-oriented mindset up has the goal of establishing as well as developing entrepreneurial aim for constructing innovativeness. The organisation is facing numerous challenges in form of major and minor issues. CEO believed that the negative situations can be turned to positive situations and this is the only way of sorting out the issues faced by the organisation (Hanks 2015). The organisational CEO asked the managers for focusing to objectives for long term as well as goals for short term. Challenges faced by the organisation The organisation is facing many challenges while operating the business. The challenges can be classified as the major challenges and the minor challenges. The major challenges incorporates is the leadership style of the organisation. The leadership style followed in the organisation needs to be changed. The organisation follows the style of autocracy. Therefore, the top-level management acts like dictator, which can have negative effect on the employees. According to the organisational CEO Meji, the top-level management has to act like dictator for the interests of their teams. Dictator leadership will help them in maintain the franchises as well. The franchisees are been called to headquarter of the organisation for their unlawful conduct. Dominos after auditing their franchisees stores found that some of the franchisees have dine fraud regarding the payment to their employees. The franchisee reports as the organisation is following dictatorial leadership in order to gain profit fr om their business therefore, franchisee has to suffer huge loss in their business. The franchisee therefore, chose the path of cutting the cost of employees in order to save themselves from the huge losses. The organisation for competing with the other companies in same industries is aiming to decrease their rte of products, which made the franchisee to confront difficulties in order to carry their business. Therefore, it can be said in a clear statement that the dictatorial leadership is liable for franchisees and employees a huge pile of challenges. The dictatorial style of leadership should immediately changed to transformational style of leadership in order to regain the stable position of the organisation. The other challenges faced due to the dictatorial leadership is that the organisation CEO Meji in order to change the negative situation to a positive one has imposed the increased in labour costs up to 100% as the working hours of the employees was been increased (Goons and Gallos 2013). This certainly yields in speedy delivery to the customers and efficient working of the staffs but the franchises were facing great difficulty in clearing the wages of employees. The organisation imposed legislations on the working conditions of the employees. The other major problem faced by the organisation is the de-motivation of the employees. The workers working under the franchisees were not at happy. The unhappiness is due to the wages under payment and cutting the wages of workers in an illegal way. The de-motivation of employees can be described with the help of Maslow Hierarchy of needs. Once the workers have fulfilled their fundamental needs, which are nourishment, protect then they would ensure where their occupation is secured. In the event that they are guaranteed that their employments will not be lost and the organization needs where the social requirements are been met. This implies making new companions coexisting with partners and functioning as a group together, which will take care of the issue of deferred creating and conveying to the client. Cooperating to meet the objective speedier than anticipated and get motivations from the diligent work sent into the work through collaboration. At that point, they go for regard needs, which are acknowledgment, notoriety and consideration, any some more (Niemela and Kim 2014). At that point finally is self-completion where he or she needs more obligations and needs everybody to believe him or her. The safety of the employees were also not been guaranteed and the psychological requirements of the employees were also not been satisfied. The employees have to work in front of high temperature oven for long hours and they do not receive any break within their working hours. The minor problem consists of decision-making structure of the organisation. In Dominos CEO is responsible for taking any sort of decisions. This type of decision-making structure is obsolete in recent era. Organisation should follow the transformational decision-making structure as it will help in having good leadership styles and suitable decisions can be taken (Moriano et al. 2014). Another problem is with the reward system. The reward system needs more modification in order to motivate the employees for their job. Solutions to the challenges In light of the issues recognized as stated above, Domino's pizza requires for implementing mechanism to utilise circumstance at the organization. These issues must be solved if organization needs to stay in business market. While best techniques may be absent to take care of the issues at the Domino, management may need to execute the accompanying to conquer the difficulties talked about above. Poor conditions for working, for example, inordinate heat and additionally long hours of working can be comprehended by implementing more ventilation in workplaces in different chain stores with the goal that employees can get natural air and heating level is controlled (Flamholtz and Randle 2012). Technologies, for example, fan and indoor regulator might be introduced to enhance the condition. Long hours of working for the employees and therefore poor balance of work-life can be tackled by building up adaptable working frameworks where workers can work for total number of hours for a week or month and still get their compensation in light of the quantity of hours worked. The organization should provide motivating forces like incentives other than budgetary prizes to support the confidence of employees and increment their efficiency without making everybody in organization heat and make pizza including the CEO and other staff who might not have correct learning (Moynihan 2013). Competition can be fathomed by organization through different measures and limiting on creation costs whereas augmenting on all that bottom line. It can likewise be explained by distinguishing competitive advantage e.g. utilizing of advanced technology, staff training and enhancing the nature of pizza with the goal that clients would incline toward Domino's pizza rather than the pizza made by other firms in other organisation (Rossett 2012). Recommendations The circumstance of the organisation is not the same as there pizza chain stores goes on quality worsening with the consistency. In addition, accordingly, if not rescued, the business may very well fall (He, Zha and Li 2013). After analysing the case, there are various things, which the organization should start doing appropriately to maintain their notoriety and draw in client unwaveringness without lowering the costs of pizza, which they give. Leadership style of the organizational CEO or executive is utilizing appears to be out of extent, as there exists misguidance as well as staffs and employees misleading. The authority style of practice should be altered from dictatorial style to transformational leadership keeping in mind the end goal to changes the entire point of view of the organization (Long et al. 2014). There requires benchmarks and instructional courses for top management and workers to give the pith of organization mission and vision explanations and furthermore moral conduct. The organization ought to build up a solid corporate culture that must be conveyed down to the workers to alter their reasoning and keep them for long in the organization. Basic leadership in the organization ought not to rest upon the CEO alone and should be consulted and include different pioneers, for example, the practical leaders of the divisions in the chain stores. I additionally suggest audit of the income models and general organization destinations, which can be cascaded to singular labourers in every one of the stores. Reference List Flamholtz, E.G. and Randle, Y., 2012.Growing pains: Transitioning from an entrepreneurship to a professionally managed firm. NJ: John Wiley Sons. Gonos, J. and Gallo, P., 2013. Model for leadership style evaluation.Management: journal of contemporary management issues,18(2), pp.157-168. Hanks, S.H., 2015. The organization life cycle: Integrating content and process.Journal of Small Business Strategy,1(1), pp.1-12. He, W., Zha, S., and Li, L., 2013. Social media competitive analysis and text mining: A case study in the pizza industry. International Journal of Information Management, 33(3), 464-472. Long, C.S., Yusof, W.M.M., Kowang, T.O. and Heng, L.H., 2014. The impact of transformational leadership style on job satisfaction.World Applied Sciences Journal,29(1), pp.117-124. Moriano, J.A., Molero, F., Topa, G. and Mangin, J.P.L., 2014. The influence of transformational leadership and organizational identification on intrapreneurship.International Entrepreneurship and Management Journal,10(1), pp.103-119. Moynihan, D.P., 2013. Does public service motivation lead to budget maximization? Evidence from an experiment.International Public Management Journal,16(2), pp.179-196. Niemela, P. and Kim, S., 2014. Maslows Hierarchy of Needs. InEncyclopedia of Quality of Life and Well-Being Research(pp. 3843-3846). Springer Netherlands. Rossett, A., 2012.The ASTD e-learning handbook: Best practices, strategies, and case studies for an emerging field. Boston: McGraw-Hill Trade.