SBLC4005 - Organisational Behaviour Case Study: Right Boss, Wrong Org

This assignment presents a case study analysis of organizational behaviour, focusing on a situation of 'right boss, wrong organization.' It examines the factors that alerted Kesmer to issues within Fancy's shoe store, including Max Worthy's centralized leadership style and lack of employee involvement in decision-making. The study explores how Kesmer's attempts to implement participative management led to negative reactions from employees, including resignations. It suggests improvements in management practices, staff motivation, and leadership style, recommending teamwork, delegation, economic incentives, training, and a democratic leadership approach. The analysis emphasizes the importance of considering employee comfort and implementing changes gradually, referencing Lewin's change management model to facilitate smoother transitions and prevent future problems.

Organizational Behaviour 1
Organizational Behaviour
Case study of “right boss, wrong organization”.

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Contents
Introduction......................................................................................................................................3
A statement of intention, your objectives........................................................................................3
Factors alerted Kesmer....................................................................................................................3
Led to those problems......................................................................................................................4
Institute changes without electing a negative reaction workers......................................................4
Suggestion....................................................................................................................................5
Management Practice:..................................................................................................................5
Staff motivation:..........................................................................................................................6
Leadership style...........................................................................................................................6
Conclusion and recommendations...................................................................................................6
References........................................................................................................................................8

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Introduction
Organizational behaviour is considered as the study of the approach where people communicate
within groups (Oswick, Grant, Marshak and Wolfram Cox, 2010). Generally, This study
practically tries to develop more efficient business organisations There are number of
organizational behaviour theories that can be used within the organization for the purpose to
increase the results from individual group members. This assignment will focus on the case study
in order to elaborate the importance of organizational behaviour. In this case, managerial and
leadership style will discuss and the difference between leadership style and managerial style
will elaborate.
A statement of intention, your objectives
Changes within an organization for the purpose of increasing the productivity in the business is
the good intention but it is necessary for the leader to evaluate each factor related to the
employees before implementing any kind of changes.
The main objectives of this assignment are elaborated below:
 To elaborate the factors that affect the organizational behavior of fancy’s shoe store.
 To analyze the issues within the organization that impacts the productivity of the
business.
 To evaluate the concept that being the major cause of resignation of old employees.

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Factors alerted Kesmer
There are many factors that should have been understood by Kesmer in order to make an
improvement within the organization. According to the case study it has been found that Kesmer
has recognized a number of things which enforce him to bring changes within the organization. It
has been found from the case study that the leadership style of Max Worthy was centralized and
he has the behavior of autocratic where the employees are not allowed to make decisions on their
own. it is the major factor that has been noticed by Kesmer that the gap has developed from the
employees of the company. Max Worthy belonged to the non-collaborative school of
management, where belief of him was different in than the employee of the organization should
partake in any management role. The employee was not considered as the part of the
organization and they were not allowed to participate in the decision-making process of the
company. These things were noticed by Kesmer and she endeavoured to implement the changes
within the business. According to the traditional management perspective, the aspect of scientific
management showed that the employees must be given an upper level of standardized and
repetitive work in order to develop the concept of work specialization. This kind of management
principle cannot be real for the majority of the creative oriented industries, though, in the
reference of a shoe manufacturing company, this kind of management style can be effective
(Lipman, 2013).
After considering these aspects related to the case study, it was apparent that Kesmer should
have noticed the factor of comfortability of the employees. Traditional ways of management
were being liked by all of the employees of the company, and they feel more comfortable and
satisfied with that (Aydin, Sarier, and Uysal, 2013). It would not be easy for the older people to
adopt the changes within the organization as they were not ready for any kind of changes.

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It has been observed by Kesmer that the same working style has been adopted by workers in
completing the task. The employees of the company were not interested in bringing change
within the orgnziation and it has been found that sudden changes in the organization impact their
comfort zone. They resigned their designation due to sudden changes.
It has been found from the case study that Kesmer had spent most of her time walking with
employees and bringing changes within the organization but she forget that changes within the
organization are not as easy as it is required for the business to understand the desire of the
employees as well (Huczynski, Buchanan and Huczynski, 2013). To understand the requirement
of changes and implement them, she should have implemented the Lewin’s change model in
which three parts of such model is unfrozen, change and freeze could have helped her to set the
situation within the organization without hurting any one’s desire and dignity.
Led to those problems
Kesmer was aware of the pitfalls of sudden leadership that are barking out orders, cutting
personnel and destroying morale, but she was interested in participative management and always
ready to involve in the decision making the process for the company with taking help of all
employees. The main problem in such a situation was the implementation of the changes in the
ongoing life of the employees (Sinha, 2009). The employees of the company were happy with
their position no matter what changes can take them on a higher position, they just wanted
satisfaction and comfort-ability with their job. the thinking criteria of Kesmer was different as
she started to involve employees in the decision making process and took meetings, Kesmer
generated a worker productivity group, a suggestion of the week” committee an environmental
group, a worker award group, a workers’ rights group, a gender diversity group and a

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management relations group. Each group held two meetings a week, one without and one with
Kesmer. It has been analyzed from the case study that improper strategy and application of
continuing technique in order o bring changes within the organization were being the major
cause that led to the problems.
Institute changes without electing a negative reaction workers
It has been analyzed from the case study that employees of the organization were not happy with
the implemented changes and they started to think to give resign from the position as they could
not continue with this environment. Along with that, it has been found that unlike Max worthy,
Kesmer does not have relevant experience of senior management position to manage the
workforce of the company. There is a number of workplace freshmen such as challenges and
creativity, they have a number of responsibility and passion and they do not desire to be
improved with older employees. In the context of bringing change within an organization
without eliciting a negative reaction from the workers, she can develop a fresh group, teach
them, adapt to each other, and make amendments in the old concept. Along with this it was
necessary for her to implement the new policy for the organization step by step, and evaluate the
desires of the employees’ values, perception, needs and opinions (Medley and Akan, 2008). It
has been found with the help of the case study that there was a number of employees who have
great experience in this field. Kesmer should have distributed the task as per the position,
seniority, and experience, it could be important for them as their dignity could not get hurt. Old
ways should be replaced with new ways which will be able to perceive new things and adopt
new changes. It has been observed that the implementation has been done by the new manager
but she did not notice the comfortability of the employees with old policies. It was required for
her to implement them step by step which could help them to understand the need for the change

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within the organization. as it has been mentioned that Kesmer should have focused towards the
change management model of Lewin which entails three aspects such as unfreeze, change and
freeze. Unfreeze is the situation where the leader can elaborate the issues within the organization
and propose the change for the purpose of the growth of the organization. Change is an aspect of
the model that describes the number of techniques of transition that facilitates to make
amendments in the organization in an adequate manner like by involving and communicating
with them. Freeze is the step in which the leader can observe the change and after considering
the expected change, she can freeze the situation and maintain the process in an efficient manner.
Suggestion
With respect to preventing future problems, the suggestion can be given in the terms of the
management practice, staff motivation and leadership style which can bring changes in the
organization in an efficient manner.
Management Practice:
In this case study, it was apparent that Max Worthy has implemented an effective scientific and
systematic approach to management that was able to attract employees towards him and way of
working. However, it can be seen that this management practice was not correct for the growth
of the business and that is why Kesmer followed the humanistic and collaboration based
strategies. These strategies were proven as failed strategies in developing the growth of the
business. It is recommended to the manager of the organization to adopt the practices of
teamwork, a delegation of work as per the capability of workers, design economic incentives so
employees at all levels can benefit from them (Mitchell, 2013). it is required for the management

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of the organization to give respect to the workers, in addition to the job they do. Training is the
process that can help the employee to understand the change within an organization in an
efficient manner. it is required for the manager of the organization to conduct a training for the
new implementation within the organization (Clarke, 2013).
Staff motivation:
Employee motivation is the major aspect for the growth of the business. It is considered as the
method to motivate the employee which is an internal drive to put forth the required efforts and
activities for the work-related activities. There should be smaller weekly goals because this
strategy help employee to understand each changed goal in a better way by which they can
perform in more efficient manner. It has been observed through a case study that Kemer was
focused on teamwork and group meeting. It is concluded that instead of focusing on group work,
Kesmer should focus on an individual’s task. It has been suggested in the context of staff
motivation the management should align incentives which is the true way to make sure everyone
on a team is asking for the common goal (Cadwallader, Jarvis, Bitner and Ostrom, 2010). The
management should focus on the work-life balance which can motivate the employee towards
working in an effective manner. Rewards and recognition program should be developed by the
management in the organization which would be helpful for the organization to increase the
productivity of the business in a more efficient manner. Along with that, it is required for the
management of the company to focus on the performance evaluation technique so that the
employee of the organization can get what they deserve (Dobre, 2013).

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Leadership style
For the future perspective, it is necessary for the management of the organization to apply an
effective leadership style as it is a vital to process to handle the operation of the company. There
is a number of leadership style that can affect the entire business of the organization (Cummings
et. al., 2010). According to the case study, it has been found that Mr. Worthy was applied
autocratic leadership style and Kesmer was applied participative leadership style in their working
style. However, the approach of Kesmer towards leadership style was efficient but due to lack of
knowledge about the growth of the business of the employees. An employee of the organization
was not ready to adopt this kind of leadership style in their working zone (Chiang and Jang,
2008). It is essential for the manager of the organization to evaluate the pros and cons of
leadership style before implementing it on the working style of the organization. It has been
suggested to the manager of the organization to apply the democratic leadership style for future
perspective. The main advantages of a democratic leadership style are that it helps in creating
employee satisfaction and motivation and creative solutions to organizational problems (Roos
and Van Eeden, 2008).
Conclusion and recommendations
It can be concluded from the above discussion that the role of the leadership style is necessary
for the organization as it helps in developing the growth of the business. It is necessary for the
business to implement an effective strategy but after evaluating the desires and needs of the
employees. it has been found that the employee of the organization was not ready to implement
the change as they were happy where they are, they did not want any growth or promotion
because they did not know the benefits of it. It has been found from the above analysis that
Kesmer was unable to describe the benefits of the proposed changes within the operation of the

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company. The factors have been elaborated under this paper which should have alerted Kesmer
to the problems. It has been found that the employees were not taken interest in the change which
was the biggest indicator for him that employees were not happy about what was going on. The
suggestion in the context of the motivation, leadership style management practices has been
given under this assignment.
It has been recommended to the management of the organization to focus on the management
practice in which they can increase the productivity of the business. however, it is required for
the management of the organization to implement the strategy in the business after evaluating the
needs and desires of the customers (Bratton and Gold, 2017). It has been found from the case
study that the employees of the fancy footwear had resigned from their position because they
were not ready to adopt the change that is why it is recommended to the leader of the
organization to focus on the change management model before implementing change within the
organization.

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References
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cadwallader, S., Jarvis, C.B., Bitner, M.J. and Ostrom, A.L., 2010. Frontline employee
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