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Organizational Behavior
The case of Tony Stark and his transition from O'Grady to Reece illustrates a number of organizational behavior concepts. There is the example of management-employee structure, the example of communication-flows, the example of workplace morale and organizational culture. The idea that one workplace can be rife with suspicion and mistrust, which stems from the leadership styles of those persons in top management is also illustrated. On the other hand, at O'Grady there was transparency in the ranks of the organization and communication-flows were two-way, easy and open. At Reece, all communication was essentially top-down and it was very difficult for employees to get confirmation or any ideas to upper management. Reece exemplifies a culture of status-quo mentality, bureaucracy, cliques, and distrust; while O'Grady exemplified personal responsibility, innovation, and trust. The leadership styles of the two firms are greatly reflective of the organizational behavior concepts discussed above: at O'Grady, leadership is responsive, communicative, and empowering; whereas at Reece, leadership is standoffish, uncommunicative, and unempowering -- which is bad for employee morale (Schyns, Schilling, 2013).
The advice that I would give Tony is to try to find a workplace...
Coming from O'Grady where honor and personal responsibility went hand-in-hand with the leadership styles and types of management there, Tony is not used to being treated as a kind of non-entity who must have permission to make any decision. Tony is not a good fit for Reece and vice versa. He should seek a smaller organization that is more familial in its workplace culture -- or he should seek a workplace that has the kind of values and ethics at its core mission statement that O'Grady embodied.
However, it is not always easy to find work. If Tony cannot find what he is looking for in a workplace environment, he may attempt to change the culture of Reece by implementing a style of transformational leadership and promoting a better workplace culture that promotes communication, respect, achievement, and innovation. The fact that Reece does not seem to recognize achievement or give incentive for progress is all the more frustrating, of course, since Reece is the company that survives while O'Grady goes under. Nonetheless, by attempting a change management program and adopting a transformational leadership style, Tony could embark upon a plan to alter the workplace environment of Reece for the better,…
References
Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-
analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.
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