Resistance in changing the policies and power of the organization:

With time there have been many factors which caused the resistance to the
changes to be brought in the organization. These were related to the policies
and power in the organization. The main job is of the policies manager as he
along with handling the store also has to handle all the employees. The policy
changes may be related to the hygiene, delivery system, order placing process
so manager has to make sure that these are implemented well by the
employees. The difficulties are also faced by the customers as sometime they
may be reluctant to accept the change or to understand the changes to be
brought. The cause of resistance is that is has been implemented on every
employee of Domino’s pizza.

To Dominos customers are the king, keeping them happy is the main aim. They
don’t want to lose their customers. There is direct impact on the employees if
dominos try to bring in any changes in organization behavior and culture.
Making customer happy is the main aim of Dominos.

One important factor which has effect on the decision making or process of
implement changes is the finance. Due to financial resources also dominos
have to face resistance to the changes. The fear of losing revenue, low market
share and many other things affect the change process.

Overcoming resistance:

Dominos is one of the dream companies to work in and its operations are
expanding every minute of every hour. Being at global level they have high
profit margins. Their competitive advantage is unique and it is one of the
leaders in the industry. Their leadership, brand image and variety of pizzas
make them global player. There are few step took by the organization to bring
change.

Aim and objective:

Focusing on the aim and objective gives the clarity and helps to minimize the
resistance to change. The objective of the organization is “great care of
customers”. Through examination and feedback review mechanism the
dominos can control the resistance of change.

Achievable goals:

The strategy is to set achievable goals and objectives. By doing so the

managers are able to better communicate the objectives to the employees
making them achievable. Setting of the goal is one important task. We can
understand the importance of setting achievable goal by the example that in
2006 the target was to achieve 418 outlet but they achieved 438. They
successfully reduce the resistance to change using this approach.

Culture of change:

Understanding of the change is important as dominos have a great customer

base and they have to explain the changes to them and make them
understood it and implement it. Due to international level whatever changes
are occurring in the organization they are to be understood and implemented
by the employees and customers. If customer understands the changes then
there is reduction in resistance to the change.

Kurt Lewin’s Change model:

Kurt Lewin’s change model explains how change can be brought in 3 easy
steps. He named them unfreezing, freezing and refreezing. Introducing
changes in any organization is like changing an ice block.

So, Dominos Pizza should have to accept this approach. Sometime employees
cannot work as company demands. Sometime customer does not come to but
pizza.

So for dominos to bring changes, this approach should be used. Employees

cannot work beyond the working hours every time. Sometime customers do
not come to eat pizza but prefer any other confectionary.

Step 1:

This is the first step of the Kurt’s model. What are the problems? Why there is
a need to bring change? Proper analysis is done and the change is studied.
Getting the feedback and conducting market survey helps the company to
understand the market and bring the change smoothly without any resistance.

Step2:

This is the step where it is understood how the changes are to be brought in
the organization and what needs to be done to make the change successful.
How the employees are motivated to bring the change. Any monetary or non-
monetary incentives are required of not?
Step 3:

This is the last step of the process. In this step it is determined how many
people are resisting changes. Some organizations are not able to bring the
change. Finally the changes are brought and the changes tend to be
permanent till new changes are required.

Unfreezing Freezing Refreezing

Conflicts within the changes:

Dominos to bring the changes required tried many things and were able to
bring them but whenever there are changes, resistance is also there. The
sources of resistance can be internal as well as external. Dominos successfully
met the resistance. Many approaches used were traditional or innovative.
Even though approaches were used there were some conflicts which dominos
have to face. Coming of new technology is good for any organization but with
that some jobs were not required and employees have to be retained. There is
also no further need of the extra working hours. Miscalculations, online
services, confusing situations, misuse of the brand led to many conflicts
between the employees. Miscalculations were the reason that sales revenue
and ratios were not accurate and true.

Dealing with the conflicts:

There should always be a B-plan in case the approach to bring the change is
not working as per the plan and conflicts are more than the clarity. As said
earlier the careful drafting of aim and objective, clarity about them and
infusion of aim and objective in every employee is very important as it helps to
reduce the resistance. If we are not working as per the aim and objective of
the company then there is no use of staying in the business. Dominos should
take some solid step to reduce the conflicts like:

 Promotional activities need to be done in order to maintain the brand

image among the customers. Keeping them happy and retaining the
existing customer and attracting new ones should be the focus.
 Increasing the working hours of the employees and offering packages,
bonuses and increased compensation.
 Setting some motivational workshops for the employees if always a good
strategy. Teamwork activities, training and games for better internal
relationships.
 New meals and new items to be introduced for the customers. This
helps to increase customer loyalty.