The MARS Model Of Individual Behavior

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In this case, Tony Azzara was sufficiently motivated and able but the behavior patterns he exhibited towards Hickling Associates and in his personal life declined after a year of work, on account of several external factors that negated the original enthusiasm he felt for the job. MARS Model of Individual Behavior The causative factors that led to the case problem can be succintly and comprehensively illustrated by the application of the MARS Model of Individual Behavior. This model tenders a rationale behind the behavioral outcomes exhibited by employees in an organization by identifying four primary factors as the determinants for the same - Motivation, Ability, Role Perceptions and Situational Factors. The gradual disconnect between Tony Azzara and Hickling Associates can be explained exhaustively using the MARS model. With a sustained period of success, repute and industry competence behind him, Tony was an extremely self-motivated person. Additionally, the job offer made by James Hickling (especially the degree of authority and challenge the role implied as well as the lucrative bonus possibilities it assured) further enhanced Tony’s enthusiasm to work as a seafood seller with Hickling Associates. Also, Tony Azzara’s past experience at Pisces Ltd. that made him a respected trader within the industry is a clear demontsration of his abilities. He worked diligently to make and maintain industry contacts through personal meetings and showed skill in procuring and converting leads. The positive consequences of Tony’s motivation and ability were negated by the unfavorable external factors that he faced at Hickling Associates. Role Perception refers to an employee’s understanding of his/her job and its scope and significance. Dur... ... middle of paper ... ...er a decade, Tony Azzara experienced a severe culture shock when he joined Hickling Associates, an organization that was flexible, casual and more sociable than Pisces. Adequate culture coaching to orient Tony to Hickling’s work norms could have prevented the alienation and discomfort he felt. Conclusion This paper examined the various company mechanisms operating at Hickling Associates that led to a major decline in the behavior of an extremely competent employee, as well as the organizational behavior concepts that can be applied in this context to restore the situation and re-motivate Tony Azzara. A meticulous integration of organizational citizenship, culture training, distributively just compensation and proper goal-setting is recommended in order to regain the intial degree of loyalty, job-satisfaction, competence and enthusiasm demonstrated by Tony Azzara.

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