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BHM207 Organisational Behavior Assignment Help

BHM207 Organisational Behavior Assignment Help

Case Study 4: Tony’s Place

Jack Smith had run a flourishing Melbourne building within the CBD for the last twenty years. The restaurant serves trendy Australian cookery. It’s far-famed for its quality food. There ar one hundred seats and it's open for lunch and dinner weekday – weekday. Customers have forever been happy with the food and repair provided, however, Jack determined to sell his business to Tony Lee.

After 2 months, things had modified. there have been problems with the extent and quality of service to the purchasers. The workers were now not happy at work. The workers turnover increased. because of the number of latest workers coming back in and recent workers departure, the data had slashed in conjunction with the extent of service. Regular customers were obtaining angry.

The workers were forever upset with Tony and also the method he managed things. He pushed his workers to work tougher and took everything terribly seriously. His main focus was on results and outcomes instead of techniques and processes. He didn’t care concerning the individuals.

Tony failed to suppose it necessary to concentrate on workers. The communication between leaders and employees was extraordinarily ineffective. That resulted in everybody operating severally. There was no sense of an association amongst the workers or to the business. Tony liked to own a hand in everything. workers had to try and do things the method he needed them done. There was no opportunity for the workers to suppose for themselves.

Tony failed to knowledge to inspire his staff. He thought workers ought to do their job because they get paid. The workers felt bored and stressed. They began to arrive late to figure or not show up in the slightest degree. Tony skilled that state of affairs by giving verbal warnings. His awareness of his own and others’ emotions was virtually goose egg. He was terribly moody and unable to generate abundant enthusiasm or interest amongst his staff. He didn’t perceive why employees were upset with him. He typically overreacted to issues and selected the foremost ineffectual response to emotional things.
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