Ce4 Case Study Evalution of Organizational Behaviour

CE4 CASE STUDY EVALUTION OF ORGANIZATIONAL BEHAVIOUR
Ques 1. Identify several concepts and characteristics from the field of

organizational behaviour that this case illustrates.
Ans 1. There are several concepts from the field of organizational behaviour
that this case illustrates which revolve around the nature of people and
organizations. These are explained in the following points:-
1. The value of the person: Here, the An employee wants to be treated
separately from another factor of production, (land, capital, labor). They
refuse to accept the old idea that they are just treated as economic tools
because they are the best creation of Almighty. For this, reason, they
want to be treated with carrying respect, dignity and other things from
their employers and society. This can very well be seen in the case of
Tony Stark when he was working with O’Grady Company for past 10
years, where things had been great. Tony had been part of the company
from day one. The job had met his personal goals and expectations
perfectly, and Tony believed he had grown greatly as a person. His work
was appreciated and recognized; he had received three promotions and
many more pay increases.
The people had been another plus. Tony and three other managers went to
lunch often and played golf every Saturday. They got along well both
personally and professionally and truly worked together as a team. Their
boss had been very supportive, giving them the help they needed but also
staying out of the way and letting them work.
This reflects the value given to the employees which then induces into job
involvement and satisfaction and overall achievement of both personal and
organizational goals.
2. Mutuality of Interest: Mutual interest is represented by the statement
that organizations need people and people also need organizations.
Organizations have a human purpose. They are formed and maintained by
some mutuality of interest among their participants. If mutuality is
lacking, it makes no sense to try to assemble a group and develop
cooperation, because there is no common base on which to build. The
result is that people are encouraged to attack organizational problems
rather than each other.
This can be seen in the case wherein the O’Grady Company follows all the
necessary policies required for smooth functioning of the organization as a
whole. It can better be interpreted from the previous point as well.
3. Motivated Behaviour : An employee has so many needs inside him. So,
they want to fulfill those needs. That’s why; they had to perform well in
the organization. Some motivations are necessary to enrich the quality of
work. A path toward increased need fulfillment is the better way to
enhances the quality of work.
This we can see in the case where his work was appreciated and recognized
and he had received three promotions and many more pay increases.
Also, the employees were treated with full respect and dignity, and since
corporate culture was easy going; communication was open; it seemed that
everyone knew what was going on at all times, and if you didn’t know about
something, it was easy to find out.
All of this kept the employees engaged and motivated thereby increasing job
involvement and satisfaction.
4. Desire for Involvement: Every employee is actively seeking
opportunities to work to involve in decision-making problems. They
hunger for the chance to share what they know and to learn from the
experience. So, the organization should provide them a chance to express
their opinions, ideas, and suggestions for the decision-making problem.
And this happens in the case where the organization follows decentralized
system of decision making, thereby allowing its managers considerable
autonomy and freedom.
5. Perception: Two people can differently present the same object. And this
is occurring for their experiences. A person always organizes and
interprets what he sees according to his lifetime of experience and
accumulated value. Employees also see work differently for differ in their
personalities, needs, demographics factors, past experiences, and social
surroundings.
Also, since employees of one organization differ from employees of other
organization due to factors such as working pattern, environment, diversity,
policies, etc. these create huge hindrances amongst the old and new
employees. As in the case also, when Tony Stark left O’Grady Company and
started working with Reece Enterprises, it could be inferred that Tony Stark
faced a completely different working environment that majorly dealt with
never-ending political games. Also, It seemed that no one was allowed to
make any sort of decision without getting three signatures from higher up.
Those signatures, though, were hard to get. All the top managers usually
were too busy to see anyone, and interoffice memos apparently had very low
priority.
Tony also had had some problems fitting in. His peers treated him with
polite indifference. He sensed that a couple of them resented that he, an
outsider, had been brought right in at their level after they had had to work
themselves up the ladder.
All of these points instigate to different perceptions and organizational
environment as compared with O’Grady Company which was an easy going
job.
6. Individual Differences: Every individual in the world is different from
others. Science supports this idea. Each person is different from all
others, probably in a million ways, just as each’s DNA profile is
different. The idea of the individual difference comes originally from
psychology. From the day of birth, each person is unique, and personal
experiences after birth tend to make people even more different.
Such differences can be seen in the case when Tony Stark joined at Reece
Enterprises and where had had some problems fitting in. His peers treated him
with polite indifference. He sensed that a couple of them resented that he, an
outsider, had been brought right in at their level after they had had to work
themselves up the ladder.
Ques 2. What advice can you give Tony? How would this advice be supported
or tempered by Behavioural concepts and processes?
Ans 2. From my point of view, I would advise Tony, to

 keep looking for his type of job as he had in O’Grady Company, or
somewhat similar.
 Communicate the issues to higher authority
 Request higher authority with better decision-making mechanism and
balance in coordination for achieving both personal and organizational
goals on time.
 And for the time being learn to adjust and imbibe the skills to work in
team and coordinate as per the nature and settle differences amongst each
other by talking it out softly.
Well, this advice can be supported well by focussing on:-
Job Satisfaction- Job satisfaction is referred to an individual’s general
attitude towards job. A fulfilling experience related to state of mind.
This can be achieved by having proper pay, working conditions, promotions,
effective coworking, supervision and control.
Job Involvement- It refers to the extent to which a person identifies himself
psychologically with his job, actively participates in it and considers that his
performance in the job contributes to his self-worth. High level of job
involvement leads to lower absenteeism and lower employee turnover.
Organizational Commitment- Employee satisfaction with organisation and
its goals.
Ques 3. Is it possible to find an "ideal" place to work? Explain.
Ans 3. Well according to me an ideal place is a place where an individual is
able to achieve the right job as per his calibre and skills, and also that person
is able to get job satisfaction, job involvement and meet organisational and
personal goals at right time.
By
Prachi Das
20BSP1623
Section B
IBS Gurgaon

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CE4 CASE STUDY EVALUTION OF ORGANIZATIONAL BEHAVIOUR

Ques 1. Identify several concepts and characteristics from the field of

Ans 2. From my point of view, I would advise Tony, to

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