In this case Tony Azzara was sufficiently motivated and capable but the behavior patterns he showed towards Hickling Associates and in his personal life worsened after a year on the job, a due to various external factors that negated the original enthusiasm he felt for the work. MARS Model of Individual Behavior The causal factors that led to the problem in the case can be illustrated succinctly and completely through the application of the MARS Model of Individual Behavior. This model provides a rationale behind the behavioral outcomes exhibited by employees in an organization by identifying four primary factors as determinants of the same: motivation, ability, role perceptions, and situational factors. The gradual disconnection between Tony Azzara and Hickling Associates can be comprehensively explained using the MARS model. With a sustained period of success, reputation and industry expertise under his belt, Tony was an extremely driven individual. Furthermore, the job offer made by James Hickling (in particular the degree of authority and challenge that the role entailed, as well as the lucrative bonus possibilities it secured) further strengthened Tony's enthusiasm for working as a fruit salesman. sea ​​with Hickling Associates. Furthermore, Tony Azzara's past experience at Pisces Ltd., which has made him a respected trader in the industry, is a clear demonstration of his capabilities. Worked diligently to create and maintain industry contacts through one-on-one meetings and demonstrated skill in sourcing and converting leads. The positive consequences of Tony's motivation and ability were canceled out by the unfavorable external factors he faced at Hickling Associates. Role perception refers to an employee's understanding of their job, its scope and meaning. Over the course of a decade, Tony Azzara experienced severe culture shock when he joined Hickling Associates, a flexible, informal and more sociable organization than Pisces. Proper cultural coaching to orient Tony towards Hickling's work norms could have prevented the alienation and discomfort he felt. Conclusion This article has examined the various business mechanisms operating at Hickling Associates that have led to a serious decline in the behavior of a highly 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, cultural training, fair distributive remuneration and correct definition of objectives is recommended in order to regain the initial degree of loyalty, job satisfaction, competence and enthusiasm demonstrated by Tony Azzara.