Question

Difficult Transitions Tony had just finished his first week at Hotel Luxury Incorporated and decided to drive upstate to a small lakefront lodge for some fishing and relaxation. Tony had worked for the previous ten years for the Sun Group Company, but Sun Group had been through some hard times of late and had recently shut down several of its operating groups, including Tony’s, to cut costs. Fortunately, Tony’s experience and recommendations had made finding another position fairly easy. As he drove the interstate, he reflected on the past ten years and the apparent situation at Reece. At Sun Group , things had been great. Tony had been part of the team 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. Tony had also liked the company itself. The firm was decentralized, allowing its managers considerable autonomy and freedom. The corporate Culture was easygoing. 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. 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. When word about the shutdown came down, Tony was devastated. He was sure that nothing could replace Sun Group . After the final closing was announced, he spent only a few weeks looking around before he found a comparable position at the Luxury Hotel. As Tony drove, he reflected that "comparable" probably was the wrong word. Indeed, Luxury Hotel and Sun Group were about as different as you could get. Top managers at Luxury Hotel apparently didn’t worry too much about who did a good job and who didn’t. They seemed to promote and reward people based on how long they had been there and how well they played the never-ending political games. Maybe this stemmed from the organization itself, Tony pondered. Luxury Hotel was a bigger organization than Sun Group and was structured much more bureaucratically. 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. On Tuesday he had asked two colleagues about playing golf. They had politely declined, saying that they did not play often. But later in the week, he had overheard them making arrangements to play that very Saturday. It was at that point that Tony had decided to go fishing. As he steered his car off the interstate to get gas, he wondered if perhaps he had made a mistake in accepting the Luxury Hotel offer without finding out more about what he was getting into. Case Questions Task 1. Identify several concepts and characteristics from the field of organizational behavior that this case illustrates. Task 2. What advice can you give Tony? How would this advice be supuported or tempered by behavioral concepts and processes?

Answer 1

1) In the case study of Tony joining the luxuary hotel & leaving his previous Sun Group the concept as well as characteristics of the organisational behaviour were quite different for him at both the places , he was in the Sun group from day one & they gave an upraisal to every employees of the firm in a respectful manner it appreciated the efforts of the employees individually which increased their focus towrds work without a second thought on the freedom & their managers autonomy over the decentralised firm , he too had three promotions working in the firm & it made him a stable person , on the other hand into the luxuary hotel which he later joined gave him not much of satisfactory environment incomparision to Sun Group as his efforts were ignored & the pay was given to them the amount of years they have stayed their & who is more good at office never ending politics which stemmed the organisation for long.

2)My advice for Tony will be to study the backgroung & foreground of the company which ever he joins some can give a good base for growth & the other will use the same growth experience in other way to examine your stabality of mind , what's required is the performance at every level which might result to give you satisfactory results in the long run as our first experience is just a lesson to learn.When we compare both the firms one is diferent from the other , but the next situation or the other firm might be more politically active in fakeing performances for reward & promotions for which people have to be ready with their past work habbits.

This advice can be tempered by behavioral concept & process by not invoving yourself into the dirty office political games of flattering or heated upon by minor mistakes with anyone rather making your past experience reflect on the work you have been doing in the previous firm which gave the purity of handling every behavour & concept process world wide.