Management & Organizational Behavior: ABC Consulting Case Study Report

This report presents an analysis of a case study centered on organizational behavior at ABC Consulting. The report begins with an executive summary, followed by an introduction to organizational behavior and its significance in fostering a positive work environment. It identifies and details various problems within ABC Consulting, including lack of job satisfaction, issues in the appointment process, demotivation among employees, absence of work-life balance, lack of appreciation, and non-transparency in performance evaluations. The report then analyzes the situation using the MARS model of organizational behavior, focusing on motivation, ability, role perception, and situational factors. Finally, the report offers recommendations for improvement, emphasizing the need for a transparent performance evaluation system, activities to reduce stress, and a supportive environment for new recruits, ensuring a balanced approach to both professional and personal life. The reference list includes various sources to support the analysis and recommendations.

Running head: MANAGEMENT & ORGANIZATIONAL BEHAVIOR
Management & Organizational Behavior
Name of the Student
Name of the University
Author’s note
Executive Summary

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In this report a brief discussion about the case study that deals with organizational
behavior has been conducted. First of all the problem areas have been identified and analyzed in
details in order to get an in depth idea about the proceedings within the organization. The case of
a new employee in the organization is being described and how she is facing difficulties in
coping up with the daily operations has been discussed. The shortcomings of the management
are also highlighted in the report. Lastly there is a recommendation for improvement and better
operation procedure is analyzed through the MARS model of organizational behavior as this
theory seemed perfect to address the issues of the company.

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Table of contents
Executive Summary.........................................................................................................................2
Table of contents..............................................................................................................................3
Introduction......................................................................................................................................4
Problem identification.....................................................................................................................5
Analysis of the situation..................................................................................................................7
Recommendation.............................................................................................................................9
Reference list:................................................................................................................................10

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Introduction
The process by which people within a business organization communicate,
interact and behave with one another is studied and analyzed to achieve a favorable working
condition and offer job satisfaction to employees this is called organizational behavior. The
significance of the study is concerned with the motivation and encouragement of the employees
in order to increase their productivity and level of commitment towards the organization. The
management of an organization with the help of the theories of Organizational behavior can
review and analyze the issues and challenges faced by the resources and help them develop
tactics and strategies to deal with any crisis situation within the organization that may affect the
operations of the business (Wood et al. 2016). There are two phases of the concepts in
organizational behavior first the nature of an individual and second the nature of an institution
(Christina et al. 2014). In this case study, leadership and the challenges that are faced by the
employees and the organization due to lack of effective leadership has been discussed. There are
several shortcomings in the hierarchy which is affecting the day to day function of the business.
After completion of his MBA George chose to work for ABC consulting, it is a medium
scale company George through that he understands the value of the company and is at par with
the ethics hence he chose this organization over the other one. Slowly he started to feel the
pressure of work life as well as face criticism from the seniors. This situation turned grim and he
wanted to leave the organization as he started feeling that his ideas were not paid any heed and
he was working hard without any reason. The final blow of shock comes to George when he
finds out that he is no more eligible for the 10% bonus at the end of three months that he was
promised by the HR during the enrollment.

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Problem identification
There are several problems in ABC Consulting; here is the list of issues identified:
 Lack of job satisfaction associated with performance
 Arbitration in the appointment process
 Lack of motivation among the employees
 Absence of work life balance
 Lack of appreciation among the team
 Low stress management
 Rewards based on performance
 Non-transparency in performance evaluation
Firstly George was facing lack of job satisfaction in the organization. When he was hired by the
organization with the hope of the company’s values being at par with his ideologies and ethics.
He was also promised a 10% bonus after the completion of three months period of service in the
organization which he was later denied and the explanation that was provided is that it is
performance based and since his performance is not satisfactory he is not eligible for the bonus.
Job satisfaction among the employees is very important for the organization if the employee is
not content with the daily work that he or she is assigned it reduces that person’s productivity
and increases the chances of mistakes (Wood et al. 2016).
During the recruitment process the HR of the organization had mentioned clearly that after three
months he was eligible for a bonus of 10%. After working for three months due to several
reasons George wanted to leave the organization. But he was denied the bonus as he was told

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that his performance was not up to the mark. This is an arbitration of words as there was no
performance clause mentioned by the HR when the bonus was discussed.
After a point of time Georg had lost all motivation as he was being criticized for his work all the
time. He was not being evaluated or critically analyzed; rather he was just told that his work was
lacking effort. He was working for 12 hrs straight but still could not impress the seniors with his
effort (Wood et al. 2016).
Another significant issue that was seen in the management approach is the lack of appreciation
for the subordinates in turn the credits were taken by the seniors leaving the subordinates de
motivated and furious. The behavior of Janet towards George was based on criticism of his work;
he was repeatedly told that he was not efficient enough. There was no appreciation form the
hierarchy for the effort that he was putting into the work. This is a situation that gives rise to
anger, dissatisfaction, grievances and discontent among the subordinates and the management.
This is a very sensitive and negative situation in the organization because if the company wants a
smooth running of the business, efforts should be made by the management to work with the
employees and the staffs (Pinder 2014).
The work pressure and stress was getting on to the personal life of George he was working for 12
hrs in a day and yet he was not getting any motivation or appreciation form the people around
him. He was stretching his hours of work and still not getting any benefits from the organization
and that was a pressure that was building in his mind. It is very essential for everyone to have a
balance in the professional life as well as in the personal life. The imbalance on the other hand
affects negatively on the productivity and performance of the employee.

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In the case study the Janet clearly lacks leadership skills. A leader is a person who motivates,
inspires and drives the subordinated towards a definite goal (Demirtas and Akdogan 2015). In
business organizations managers are considered to be the leaders, in this case the seniors or the
managers lack basic leadership skills like efficient communication with the subordinates,
motivation and inspiration; motivation is one of very important for the efficiency and
productivity of the organization, it aids the managers of a business organization to analyze and
identify the challenges and grievances faced by the staff which is hindering them to offer high
efficiency. It is very important for an organization to develop goodwill both with the customers
and the people of the industry in order to do that motivation and inspiration plays a key factor
(Braun et al. 2013).
The performance evaluation within the organization is not transparent and this is a major concern
for lack of job satisfaction among the employees as well. The performance of any employee
should not be judged o the basis of the view of a single person this process must be unbiased and
should be taken in to consideration eve the perspective of the employee in order to understand
the challenges faced by the staff as well. As a new recruit it is obvious for George to find it
difficult to cope up with the organization in the beginning.
Analysis of the situation
The theory that is relevant in this case if the MARS theory of organizational behavior.
According to this theory, there are four key factors that impact the behavior of an individual
(Yammarino et al. 2015):
Motivation: in this case there is no motivation among the employees rather there is a lot of
grudges against the management that can be observed. There is a pile of grievances against the

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management and the hierarchy in the organization which is creating a hindrance in the e
performance of the organization. Motivation can be of two folds one in the form of incentives
and the other in the form of reinforcement. Here both are absent the managers fail to inspire the
people and look after their own interest rather than focusing on the interest of the company
(Pinder 2014).
Ability: In this case the performance of George seems to be falling because he is not being able
to understand and balance the pressure that has been created over him as soon as he joined. It is
important for the leaders of the organization to understand that for a new recruit challenges are
much more than a seasoned employee.
Role perception: The set of behavioral pattern that an individual is expected to have and display
when he or she is in a position it has to deal with guideline and perquisites that are associated
with that particular position. The identification of how a person is imagined to behave in a role in
respect to the behavior that is exhibit by someone prior in that particular role. In this case study
we see that there is a blurred situation in understanding the role that people have to play in the
organization. The performance management of the company is not clear to the employee and
also the perspective of the employee is not considered.
Situational factors: These are the factors that are not under the control of the organization for
example the emotional instability of George, the rash behavior towards the subordinates is
unacceptable in any organization that follows ethical values. Coping up and balancing the work
and personal life is important if that situation is absent the productivity of the person falls(Yang
et al. 2014).

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Recommendation
It is very important for the management of the organization to identify these issues and
take immediate steps towards rectification. The company should offer the new recruits full
support and understanding form the behalf of the organization. There should be activities in the
organization that may take the edge off the stress. There should be a concrete and transparent
procedure for the feedback and performance evaluation of the employees where the feedback
from the staff also should be equally given importance.

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Reference list:
Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The Leadership
Quarterly, 24(1), pp.270-283.
Christina, S., Dainty, A., Daniels, K. and Waterson, P., 2014. How organisational behaviour and
attitudes can impact building energy use in the UK retail environment: a theoretical
framework. Architectural Engineering and Design Management, 10(1-2), pp.164-179.
Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical
climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1),
pp.59-67.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T.,
Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016. Organisational behaviour: Core
concepts and applications. John Wiley & Sons Australia, Ltd.
Yammarino, F.J., Mumford, M.D., Connelly, M.S., Day, E.A., Gibson, C., McIntosh, T. and
Mulhearn, T., 2015. Leadership Models for Team Dynamics and Cohesion: The Mars Mission.
In Team Cohesion: Advances in Psychological Theory, Methods and Practice (pp. 213-245).
Emerald Group Publishing Limited.
Yang, L.Q., Caughlin, D.E., Gazica, M.W., Truxillo, D.M. and Spector, P.E., 2014. Workplace
mistreatment climate and potential employee and organizational outcomes: A meta-analytic
review from the target’s perspective.

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