What Can Organizations Do to Better Their Environment

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 environment and culture that is more suitable to his personal tastes, style and needs. 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, so that there is less negativity in the air and more of a focus on positivity, boosted morale, mutual respect, open communication, incentivizing, and personal responsibility.

It is not always possible to find the ideal workplace. Sometimes we adapt to our surroundings and grow used to them, and then when we have to change our surroundings, we become frustrated imagining that where we used to work was ideal, even though it is simply that this is merely what we are familiar with. The fact is that O'Grady was not ideal, as it went under, and that Reece for all its faults and failings is still going strong, allowing Tony the opportunity to continue to work.

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