Reference no: EM132939432

Discuss this case through the lens of why the scenario is predictable and what could be done to have a successful outcome for the company and the employees. Use theory to explain key attitudes that affect organizational performance using the theory of High performance work practices. Explain the role that perception, assumptions and biases play in the behaviour we see expressed in organizations. Relate also to motivation, drive, values?

Ian Scott is a productive employee in movie development, who just recently joined the firm with high expectations. They had approached him through his Facebook page and had been following him for a few years. Even though highly sought after and initially very excited about what he heard about the company and offering, in spite of organizational actions, that he made the difficult decision to quit his job. He is dissatisfied with pay- not as expected, and with his boss's actions. Ian felt his boss purposely mislead him in the recruitment process. As he looked around, he realized that he may not be unique but that others appeared disengaged as well. There was evidence of declining organizational commitment. This observation removed the doubt that he was misreading the situation Ian handed in his resignation.

Ian experienced unrealistic and unmet expectations which produced reality shock. This was not what he signed up for. Unmet and unrealistic expectations include such things as the amount of the bonus he could expect and car allowance which was minimal, privacy in the workplace did not exist and he was not prepared to work in a fishbowl surrounded by gossip. He had looed forwards to traveling to meet his foreign customers in Europe, He had believed he would have "ownership" of client relationships. Over all the firm did not seem to live up to its PR and what he saw as the dominant values/rituals in the workplace were not in alignment to his values.

He felt at times he was operating in a fog - a stress fog. Stress symptoms are apparent from Ian's feeling worn out during the early weeks on the job. As he got to know fellow workers, he later experienced role conflict as the workplace values (drinking, adultery) were inconsistent with his own values. The overall climate was not positive, and other employees seem to lack motivation and commitment to work beyond basic performance standards.