An organizational behavior of domino's & pizza hut. it includes leadership, culture, and structure followed by both organizations

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INTRODUCTION OF DOMINO’S
Domino’s Pizza is the second largest franchised pizza chain in the U.S.A., Tom
and James Monaghan bought a small Michigan Pizzeria called Dominick's,
which was jointly run by them until James traded his share for a second hand car.
Tom revitalized the image by changing the name to Domino’s Pizza.
By the late seventies there were over 200 franchise pizza businesses in the States
and Domino’s Pizza was ready to go International.
In 1983 Domino’s Pizza opened its doors in Winnipeg (Canada), and in the same
year opened its one thousandth store. The locations for Domino’s Pizza grew
quickly. Despite Domino's Pizza springing up diverse locations, they were still a
very traditional company.
Domino's Pizza menu had been kept very simple and streamlined; they only sold
one type of pizza crust which they named the regular pizza. The pizza menu
included just two sizes of dough, it was not until much later that competition
forced them to add a medium and extra-large sized pizza. There were no such
things as side orders you could have Pizza and you could only drink a Coke with
it.

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In 1989, Domino’s reacted market demand first time in twenty five years and
introduced Deep Pan pizza. This move ensured the growth of Domino's Pizza, as
the same year they opened their five thousandth store.
In 1992 they were to introduce the first non-pizza item to their menu, this was
obviously a reluctant move as it was bread sticks. Domino Pizza dough was
already on hand and the making of bread sticks is not so different.
For many years the company had advertised that if the delivery of their pizzas
took longer than thirty minutes then the pizza would be delivered free. This was
parodied by the Teenage Mutant Ninja Turtles movie which specified the "pizza
dude has 30 seconds" to complete the delivery. The turtles pizza was late and they
received a refund of $3 for "being two minutes late, dude!" However the benefits
to Domino Pizza was enormous as millions of kids were to hear the name of
Domino Pizza endorsed on celluloid. In 1993 Domino Pizza discontinued this
policy and stated that if a customer was unhappy they could have a new pizza or
a refund.
By 1994 Dominos Pizza marketing policy widened as chicken wings were
introduced to the menu. At the same time the company hit the African continent
as they opened a store in Egypt.
By 1996 Dominos Pizza website was launched and the company declared global
sales of nearly $3 billion.
Despite their reluctance to add a wider range menu they have as a company given
the pizza industry many innovations that have now become standard. The belt
driven pizza oven was the invention of Domino Pizza and they began using
corrugated cardboard delivery boxes which were very effective at holding the
heat within the pizza during the delivery time. Ever mindful of the fact that a cold
pizza must be about the worst dining experience on earth Domino’s pizza
introduced the "Heat Wave," a portable electrical bag system that keeps the pizza
hot during delivery.

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About logo
The company logo originally had three dots, representing the three stores in
1965. Monaghan planned to add a new dot with the addition of every new store,
but this idea quickly faded, as Domino's experienced rapid growth. Domino's
Pizza opened its first franchise location in 1967 and by 1978 the company
expanded to 200 stores. In 1975, Domino's faced a lawsuit by Amstar
Corporation, the maker of Domino Sugar, alleging trademark infringement and
unfair competition. On May 2, 1980, the Fifth Circuit Court of Appeals in New
Orleans found in favor of Domino's Pizza.
Mission and vision

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CHAIRMAN AND BOARD OF DIRECTORS
Chairman
(David A. Brandon)
CEO(J. patrick doyle)
Andrew b. balson Diana f. cantor
Andy c ballard
Gregory A. Trojan

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The company’s organizational structure is divided into two categories-
• Managerial categories
• Non- managerial categories.
The managerial categories have employees who are a part of the management and
play a key role in the organization. The managerial categories include
officer/executive, sr. Executive, Asst. Manager, deputy manager, Manager.
The Non-Managerial categories have employees who help the employees
working in the managerial categories to perform their duty. It includes employee
like floor staff, interns, accountant, sales trainee, sales people etc.
The company’s headquarters is situated at Noida, Uttar Pradesh. All the decision
that is taken by the higher level regarding policies and other top-level decisions
are taken by the chairman and the Managing Directors at their head office located
in Noida, Uttar Pradesh. Further those decisions are communicated to the regional
offices and then they are worked upon. In the regional offices when they receive
work they delegate it to the concerned people, as the people hired by the
organisations are trained according to their roles and responsibilities for which
they are hired and they know what job are to be performed when they receive a
project.
For example, if the regional office receives a task to promote and sell a new flavor
that has been introduced by the company then all the people in that office
coordinate with each other and perform the task. The marketing people take care
of marketing the product in their area; the sales people take care of promoting and
selling the product to the distributor and the retailers. The people in the finance
department take care of the finance part that is required to complete the project.
The manager keeps his birds eye over all the task that are performed in the office
and all the people report to the manager regarding the progress.
And then the manager prepares a report of its progress in his area and sends it to
the Deputy General Manager.

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ORGANIZATIONAL STRUCTURE
CEO (J. Patrick Doyle)
CFO (Jeffrey D. Lawrence)
Supply chain
HR Manager
CIO (J. Kenvin vasconi)
Marketing manager
COO (Tarun bhasin)
Chairman of the board
(David Brandon )
Directors
(
Sales team

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ORGANIZATIONAL CULTURE
Culture is about activities of a people like how they great to other. It's a
multicultural organization .In Domino's the employees are from different Culture
and different countries so its multicultural organization. I think it's a need of the
workplace because some time face different culture people for communication.
As we know Newzealand is a place where people come from different part of the
world. So for development a business in NewZealand we need different cultural
employees, who can communicate with different cultural people and it helps to
the business. Dominos also teach their employees about social ethics,
professional ethics, and individual ethics.
In Dominos's employees learn lot from knowledge and experience during
communication with our higher level like if a crew person communicate with
restaurant manager he directly affected by way of communication of restaurant
manager because restaurant manager know how to communicate.
Culture followed by domino’s is as follows:
- MULTICULTURE
- FOLLOWS ETHICS : SOCIAL, PROFFESSIONAL, INDIVIDUAL
- STRONG COMMUNICATION
- BELIEVE IN TEAM WORK
- DISCIPLINARY ENVIRONMENT

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Customer reviews for dominos

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LEADERSHIP STYLE OF DOMINO’S
Patrick Doyle leadership style
360 degree feedback for domino’s leader
Domino's shareholders must like Doyle.
So too do Domino's employees, who gave him such high marks in year 2015
Detroit Free Press Top Workplaces survey that Doyle was named the first-ever
winner of the Top Workplaces Leadership Award, presented Wednesday by
Joyce Jenereaux, president and publisher of the Detroit Free Press and president
of Michigan.com.
Patrick Doyle, whose first big news-making acts as CEO in 2010 were to change
Domino's pizza recipes and then launch a daring ad campaign in which employees
read scathing customer comments aloud about the old pizza, comparing the crust
to cardboard and the sauce to ketchup.

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Doyle had the foresight to bring in Kevin Vasconi, from Stanley Black &
Decker, as his Chief Information Officer to make the brand’s IT infrastructure
and mobile and tech platforms work seamlessly.
Also along the way in a tenure that began in 2010, Doyle has launched a badly
needed reformulation of Domino’s basic pizza formula, established a new brand
positioning based on transparency and brought the chain’s first fresh pan
pizza to market.
Ahead of CES 2015, where Domino’s is keeping an eye on wearable tech thanks
to its partnership with Pebble, brand channel spoke with Doyle about how
Domino’s mixes digital innovation with customer experience for a winning
combination.
Patrick Doyle: No. At the end of the day, we’re an extremely customer-focused
brand, and we’re only responding to what customers want. We’re a pizza
company first; we have to give customers great pizza. That’s why we changed
the formula] a few years back. We’ll always be known for great delivery too;
that’s where our heritage was. And we want to have an equally good carry-out
experience.
But what customers have shown us is that they want access to the brand through
technology, and they want it anytime, anywhere they are no matter what screen
is in front of them, whether they’re driving their Ford or in their living room or
on a laptolp or mobile phone. They want to be able to access the brand through
technology. And we have pretty drastically changed our model over the last five
to seven years to accommodate that.

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Change management
Sources of change in the Domino’s Pizza:
There are many internal and external sources which has brought change in the
dominos' pizza and its strategy. They accepted these changes and there are some
external reasons which are as follows:
Changing in market nature is the source of change in the Domino’s Pizza. As the
consumers know that their choice is matter in the market whatever they demand
it will be considerable. Australia is one of the largest countries and consumers of
that country markets want healthy food so Domino’s Pizza made healthy menu.
With the objective of maintaining the competition, business always run according
to the rules and regulation. So Domino’s Pizza also influenced by political and
legal issues. Employer should have to remember about the nutrition laws and
information.
There is another source which has affected the operation of the Domino’s Pizza
which is economic growth and location.
There are some internal sources which have impact on the Dominos Pizza. New
technology system to keep pizza warm and hot for the longer time it has created
change and also online delivery order. New internet based is beneficial for the
customers. Dominos made easier for the consumer card payments, driver take
wireless card machines for the payment of order.

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INTRODUCTION OF PIZZA HUT
Pizza Hut was founded in June 1958 by two Wichita State University students,
brothers Dan and Frank Carney, as a single location in Wichita, Kansas.
Before closing in 2015, the oldest continuously operating Pizza Hut was
in Manhattan, Kansas, in a shopping and tavern district known as Aggie
Ville near Kansas State University. The first Pizza Hut restaurant east of the
Mississippi was opened in Athens, Ohio in 1966 by Lawrence Berberick and Gary
Meyers.
Pizza Hut's international presence includes Canada and Mexico in North
America, India (not in the Pizza Hut division, but in the Yum! India
division), Bangladesh, Pakistan, Australia, United Kingdom, Sweden, Spain,
Turkey, Honduras, Costa Rica, El Salvador, Guatemala, Colombia, Venezuela,
Chile, Brazil, Peru, Ecuador, and Nicaragua, and its Asian presence includes
Japan, Qatar, the Philippines, Vietnam, Thailand, Malaysia, Indonesia, China (not
in Pizza Hut division, but in the Yum! China Division), Hong Kong, South Korea,
Myanmar, and Macau. Pizza Hut was one of the first American franchises to open
in Iraq.

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The company announced a rebrand that began on November 19, 2014. The
rebrand was an effort to increase sales, which dropped in the previous two years.
The menu was expanded to introduce various items such as crust flavors and
eleven new specialty pies. Work uniforms for employees were also refreshed.
Pizza Hut experiments with new products, discontinuing less successful ones. In
North America, Pizza Hut has notably sold these: "Stuffed crust" pizza, with the
outermost edge wrapped around a cylinder of mozzarella cheese; "Hand-Tossed",
more like traditional pizzeria crusts; Thin 'N Crispy, a thin, crisp dough which
was Pizza Hut's original style; Dippin' Strips pizza, a pizza cut into small strips
that can be dipped into a number of sauces; and its largest product, the Bigfoot
pizza.
The Stuffed Crust pizza was introduced in March 26, 1995. By the end of the year
it had become one of their most popular line.
On May 9, 2008, Pizza Hut created "The Natural" pizza, which
featured natural ingredients and was sold in Seattle, Denver, and Dallas.
Pizza Hut developed a pizza for use as space food, which was delivered to
the International Space Station in 2001. It was vacuum sealed and about 6 inches
(15 cm) in diameter to fit in the station's oven.

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About logo
The Pizza Hut logo is certainly one of the most recognized logos in the world. Its
earliest version was introduced in 1958, and debuted on the signage of the first
Pizza Hut store. It only featured the brand name in a simple sans serif typeface
due to the lack of space on the signage.
When Dan and Frank noticed the corporate identity of Shakey’s Pizza, a rival
chain that gained considerable popularity on west coast at that time, they decided
to get a proper company logo. A renowned architect and artist named Richard D.
Burke was hired who built a mansard roof shape for their store. The Carney
brothers were strongly inspired by this development, so they kept the old Pizza
Hut emblem in service from 1967 to 1999.
The current version of the Pizza Hut logo, based on the “red roof” of 1967, was
unveiled in 2008, as the company introduced pasta items on their menu.
The use of red color in the Pizza Hut logo symbolizes freshness and passion,
whereas the yellow color stands for richness, taste and joy.

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The current advertising slogan, “Make it great”, was introduced in 2012.
Vision and mission
The vision statement of pizza hut is
‘Reach on the top of the peak to provide best service and taste & to see yum
on customer’s face.’
Mission statement of pizza hut is
‘To become the most favorite restaurant over the world.’
Chairman and board of directors
chief
customer
officer
( Helen vaid)
CEO and
president of
pizza hut
(David w. gibs)
president of
pizza hut
international
( Milind pant)

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ORGANIZATIONAL STRUCTURE OF PIZZA HUT

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Pizza Hut has a fairly well led out organizational structure which at once is both
tidy and functional in nature. Each of the functionaries has clear-cut role
definition with their key result areas in place. There are four functionaries who
manage the administration and business domain at Pizza Hut.
They are as follows:
 Support manager: The Support Manager is part of the management team
and will help run their business by either managing shifts or working as a
key team member. The key skills required for this role include, flexibility,
communication, leadership, and team work and customer service.
 Deputy designate manager: This is the role in which most new recruits
start their careers with Pizza Hut. After completing the initial training, they
take responsibility for the key areas of the business, assisting the
management on a day-to-day basis. They will look to get trainees involved
in customer service, team training and development and business controls.
 Deputy manager: The Deputy Manager works as part of the management
team to ensure that the restaurant operates effectively, meeting sales and
profit targets and quality standards. The role is also to assist the manager
in ensuring that all the team members are recruited and trained to meet all
quality and product standards. The Deputy Manager will take
responsibility for the restaurant on the shifts that they run and will assist
the manager on financial reporting and analysis of the business.
 Restaurant general manager: The Restaurant General Manager has a
responsibility for the running of the restaurant, managing the business with
full ownership and responsibility. They take care of the following
functions in this role:
 Managing the financial side
 Product ordering,
 Production,
 Quality monitoring,
 Customer service, and
 Training and development of staff.

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Pizza Hut has an efficient talent management and succession planning in
place and as such, the same is ensured through a promotional policy of
mobility of their employees to higher levels of the organizational
hierarchy on satisfactory performance at lower levels. For example,
Restaurant General Managers can progress on to become Area Managers
who manage ten restaurants or more. They can also work on secondments
at the Restaurant Support Centre in IT, Training, Marketing and Human
Resources. Pizza Hut is committed to recruiting and developing the very
best people.
They have a strong track record of developing their very best people at
every level. Most of the Managers and half of their Area Managers started
working as trainees. Promotion is on merit and ability and they have an
excellent training programme to assist in people development

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ORGANIZATIONAL CULTURE OF PIZZA HUT
At Pizza Hut, Their culture reflects our values, the essence of what they believe
in as a people and as a system. It includes a shared vision of who they are and
where they are headed. And it encompasses everything from the way they treat
their customers to how we deal with our competitors.
One of the most important values within the Pizza Hut culture is integrity. Their
people are committed to providing uncompromising product quality, to offering
consumers the highest quality for their money, and to providing service that is
personal and concerned.
In fact, their people strive each day to provide what they call “customer
mania,” the kind of service that will make customers tell stories to their
family and friends about their experience with Pizza Hut.
Their commitment to integrity also extends to the role they play nationally and
locally in the many communities they serve. On a national level, they’ve created
the BOOK IT!® National Reading Incentive Program. The goal of BOOK IT! is
to instill a life-long love of reading in children. This unique program, which
awards a complimentary Pizza Hut Personal Pan Pizza and special recognition to
elementary school children who achieve set reading goals, has received national
accolades from educators and government officials across the country.
In fact, former U.S. Secretary of Education Riley cited BOOK IT! as the model
for corporate/education partnership. Today, more than 50,000 public, private and
parochial schools use BOOK IT! in 800,000 classrooms. More than 22 million
children in the U.S. participate in the BOOK IT! program each year.
Their commitment to integrity is exemplified by how they treat our employees as
well. We invest heavily in their people through skills training and management
development to help them reach their full potential. We encourage them to think
unconventionally, to take prudent risks to achieve results. And we provide an
informal environment with open communications to give them the freedom to
make contributions on their own initiative.

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This is a part of their culture we value highly. They call it “ownership”, the feeling
that comes from knowing you can affect the company’s direction through your
expertise, innovative ideas and hard work. And because they give our employees
a stake in the company’s success, they take on the kinds of challenges people in
other businesses only dream of: a group of engineers developing a revolutionary
new oven, a restaurant manager devising a way to save the system millions of
dollars on food costs, or a marketing team turning a movie tie-in event into the
most successful kid’s marketing program in our system’s history.
Customer reviews on pizza hut services

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LEADERSHIP TEAM
Leadership style
The purpose of this assignment is for the learner to evaluate the different
leadership theories and models and their effect on organizational strategy and
come up with a particular strategy that reinforce organizational direction.
The leadership style they follow is democratic and transactional. They believe in
informal environment of organization and they made sales on target basis. They
follow friendly environment.

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COMPARATIVE ANALYSIS
Basis Domino’s Pizza hut
Vision No. 1 in people
No. 1 in pizza
Reach on the top of the peak
Structure Simple and flat On top level : functional
On lower level : flat
Culture Multicultural, believe in ethics
and disciplinary environment
Friendly and informal
environment
Leadership
style
Participative and transactional Democratic and transactional
Change
management
Bring different and various
flavors and product type.
Regular changes in logo to
attract customer.

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BIBLIOGRAPHY
 https://muhamadamru.wordpress.com/2013/10/12/introduc
tion-operation-management-with-pizza-hut-case-for-final-
paper-om-subject/
 jobs.dominos.com.au
 www.dominos.co.in/
 http://www.bloomberg.com/research/stocks/private/people.
asp?privcapId=859314
 pizzahut.com/about-us/