When writing a case study of Domino`s Pizza`s organizational structure, consider the following aspects: corporate culture, organizational change, and design. We`re happy to share the Domino org chart below. The above analysis explains how this organization can deal with various conflicts. Alvesson and Sveningsson (2008) believe that conflict can occur at different levels of an organization. In this case, leaders can work with the above committees to resolve conflicts. The company structure describes the best channels for making the right decisions. This process can also be used to resolve various problems and conflicts in the company (Bell, Andr & Lman, 2012). Domino`s Pizza has a powerful organizational structure that supports its potential. The company has a Chief Executive Officer (CEO) whose job is to oversee and oversee every function of the company. Other senior executives include the Chairman of the Board, the Chief Financial Officer (CFO) and the Non-Executive Director (Annual Report and Accounts of Domino`s Pizza Group plc, 2013).

The Board of Governors of the Corporation consists of three committees. These committees focus on « appointment, remuneration and audit » (Annual Report and Accounts of Domino`s Pizza Group plc, 2013, para. 17). Such committees facilitate the effective work of the organization. This organizational structure also supports the design of the company. The above leaders formulate new policies and models to support the company`s business strategy. They also identify and implement corporate governance best practices. Domino`s Pizza can identify and implement new changes in a very short time. The organizational structure of the company describes the most important paths that can be taken in certain decisions.

The three committees mentioned above can propose and analyze the best organizational changes (Alvesson and Sveningsson, 2008). These committees will consider the main issues that should be addressed in any proposed amendment. These committees should also be willing to work with the company`s board of directors. This strategy will allow the company to identify the most appropriate change. Committees should always conduct the best studies. This practice can ensure that any proposed changes support the best outcomes. On this basis, our Audit Committee and our Remuneration and Nomination Committee are 100% independent. Get a clearer picture of Domino`s Pizza Enterprises Limited`s performance with key financial indicators and financial growth data. Domino`s Pizza Group`s UK operations rely heavily on zero-hour contracts.

[34] In accordance with our articles, a common share entitles you to one vote. Voting securities are common shares and there are no unusual voting restrictions as set out in the Constitution. This means that we do not offer non-voting preferred shares, non-voting shares without preference, multiple voting shares, priority shares, gold shares or voting limits. Organizational design also empowers different managers in each geographic region. These individuals may also be « involved in the process of implementing change » (Alvesson and Sveningsson, 2008, p. 37). This practice will ensure that the proposed change supports the company`s current and future objectives. The company`s employees are always equipped with the right resources and skills. They always focus on the desired organizational goals and objectives. The company also provides employees with the best ideas to become innovative. View Domino`s Pizza Enterprises Limited`s list of partners, holding companies, joint ventures and trusts, both domestically and internationally.

The discussion above makes it clear that Domino`s Pizza has a strong and ethical organizational culture. Most employees are motivated and empowered to support the company`s business goals. However, new strategies can be used to make this culture more positive and ethical. First of all, the company can introduce new training programs. Such programs will equip target employees with the best skills. Programs may also « emphasize teamwork, collaboration, respect, motivation, and lifelong learning » (Alvesson and Sveningsson, 2008, p. 63). These skills ensure that employees are ready to support each other. A strong organizational culture can be communicated to different stakeholders. This can be achieved by identifying specific values and principles that govern the business. Human Resources (HR) should also be willing to support the proposed organizational culture. The next strategy may focus on new workplace policies.

For example, the company should define specific policies and requirements to support different workers. Guidelines should also « identify the most appropriate ethical behaviours and practices » (Alvesson and Sveningsson, 2012, p. 42). Domino`s currently has eight non-executive directors, six of whom are independent (directors Schreiber, O`Grady, Huber, Adler, Bourke and Peake). As a result, the percentage of independence of the non-executive Board of Directors is 75 per cent. Many of domino`s Pizza Group`s major shareholders are individuals associated with the company, including long-term investor and non-executive director Nigel Wray and former owner Colin Halpern. In total, 0.35% of the shares are held in own shares by Domino`s Pizza Group Employee Benefit Trust. [28] Domino`s is politically impartial and it is our policy not to make political contributions in any region where we operate. This is expressly stated in our Code of Conduct. Therefore, we do not give funds to a political party, a politician or a candidate for public office. We do not prohibit our employees from making personal political contributions, but they are required not to use their role at Domino`s for political interests at any time.

Domino`s Pizza Group is the largest primary franchisee of the Domino`s system (see Domino`s Pizza§Franchises), measured by retail sales and store profits. [2] We are aware of our responsibility to all stakeholders and therefore invest in compliance efforts and appropriate risk management (ESG) to protect our employees and our business. Understand Domino`s Pizza Enterprises Limited`s core lines of business, including revenues and assets in each segment, industries and geographic locations where Domino`s Pizza Enterprises Limited operates. Domino`s Pizza was founded in 1960 by American entrepreneur Tom Monaghan as a unique pizzeria in Ypsilanti, Michigan. [3] The first store in the UK was opened in Luton in 1985. [4] At Domino`s, we have clear guidelines to ensure ethical business operations. As we can find in our public corporate governance information, Domino`s has very specific ethical guidelines, including: Governance Code of Conduct and Code of Conduct for Business Partners. The other important thing to consider is the culture of the company. Domino`s Pizza has one of the best organizational cultures in Europe. The company`s culture is based on its mission. The mission is to « become the leading pizza delivery company in various European countries » (Annual Report and Accounts of Domino`s Pizza Group plc, 2013, para. 2).

This concept has produced strong beliefs, norms, behaviours and values that are adopted by various stakeholders. Initially, employees come from different cultural backgrounds. They work as a team to provide the best services and products to target customers. Managers also give their employees the best incentives and resources. The approach encouraged them to focus on the best results.