This case study discusses organizational behavior issues i.e. “communication” and “leadership”.

The
basic learning from this case were:

- Companies need to identify specific skills and knowledge requirements for a position
- Proper hiring and placement procedure to determine potential candidates
- Performance expectations to be clearly communicated in the hiring process
- Individuals to perform their SWOT analysis
- Gather information about organization culture and job role before joining.
- Develop both interpersonal and intrapersonal skills

Marco Pictures, Inc. a motion picture company with Headquarters in Los Angeles USA was founded by
two individuals, who became highly successful in distributing motion pictures in the international
markets. There was no formal organizational chart and formal reporting lines at Marco.

The financial group of Marco was headed by Anita Lockwood – Vice President of finance and Susan
Reynold – Controller who was nominally incharge of the twelve-person accounting department.

Anita lockwood, 37, the youngest of two sisters was born in Los Angeles. She began her accounting
career with the big-six accounting firm. Later joined accounting department of entertainment company,
Marco Pictures Inc. Anita was promoted as the vice president finance by former supervisor.

Susan was born and raised in rural America. After complete her graduation, she worked as
a successful auditor with a big-six accounting firm. Later she was hired as controller in the accounting
department of highly profitable motion company. Three years later she got promoted to the audit
manager. Susan lacked interpersonal skills and was introvert by nature. Therefore, she was often
uncomfortable where responsibilities are not well defined.

Anita’s reflection was that Susan has become so engrossed in each project that important departmental
personnel matters were neglected. Anita expected Susan to be more involved and overseeing the clerks
performance. She wanted Susan to more “take charge” person, more out-going and assertive.

In preparing for Susan’s first yearly performance evaluation, Anita wanted to make sure to include
Appreciation on Susan’s performance. The disturbing points for Susan were:

- My only concern is Susan’s tendency to stay in her office and avoid contact with others in the
company.
- She should be aware of the activity going on.
- She should become more involved in the personnel matters of the department.
- She should be the “first Manager” to tackle personnel problems.

Susan failed to notice many positive comments. She was hurt and dissatisfied. But still she failed to
express her concerns with Anita and started to consider her options for the future.