Read through the case study and answer the questions that follow:

Question

Case study
For the last 20 years your workplace has experienced sporadic conflict. Despite management’s best
efforts to deal with the conflict, it remains a problem and affects the performance and well-being of many
employees. The solutions proposed by management only seem to help temporarily, after which the
problems tend to recur. The labour unrest and conflict are mostly related to perceptions around
employment discrimination, gender issues, gender inappropriate facilities, cultural differences, health
issues, organisational and management structures, pay and fringe benefits as well as career
development and promotion issues. It appears that the organisational climate is characterised by endless
accusations and criticism from both inside and outside the organisation. The management team, who
are older tend to be more conservative, have requested you, the I-O psychologist and HR manager, to
urgently look for workable solutions that will bring long-term stability. The organisation with a diverse and
multicultural workforce of 1000 employees, was established in the 1940s and now finds itself in the
context of a new South Africa with its different realities and complexities, which include socio-economic
and political challenges. Your initial response is that the situation requires greater collaboration between
management and employees, between employees themselves as well as amongst the various
organisational departments. However, upon further reflection, you realise that the current work situation
and the organisation reflects a micro-cosmos of South Africa and that the situation may be more complex
than your initial assessment. Along with reference list

1. Explain how you would use multiple perspectives in addressing the problems the organisation is
experiencing in the case study by referring specifically to meta-psychology and post-modernism.
(4)
2. Identify the different thinking frameworks related to employee and organisational management that
play a role in this case study and provide examples from the case study to substantiate your answer.

Answer 1

1. In addressing the problems the organization is experiencing, multiple perspectives, including meta-psychology and post-modernism, can be used.

In terms of meta-psychology, it involves studying and understanding the underlying psychological processes and mechanisms that contribute to human behavior. By applying meta-psychology in this case study, an I-O psychologist can analyze the underlying factors that contribute to the conflict in the workplace. For example, the I-O psychologist may investigate the psychological factors that lead to perceptions of employment discrimination or gender issues within the organization. By understanding these underlying psychological processes, the psychologist can develop interventions that target these root causes of conflict.

Post-modernism, on the other hand, emphasizes the importance of multiple perspectives and the social construction of reality. In this case study, the I-O psychologist can use a post-modern perspective to understand the different subjective interpretations of the conflict and its underlying causes. This involves recognizing that different individuals may have different perspectives and experiences of discrimination, gender issues, cultural differences, and other factors contributing to conflict. By acknowledging and valuing these diverse perspectives, the psychologist can develop interventions that are sensitive to the unique experiences and needs of the employees.

Ultimately, by using multiple perspectives such as meta-psychology and post-modernism, the I-O psychologist can gain a deeper understanding of the complex issues at play in the organization and develop more effective and comprehensive interventions to address the conflict.

2. In this case study, different thinking frameworks related to employee and organizational management that play a role include:

- Cultural competence: The presence of cultural differences and multicultural workforce highlights the need for cultural competence in managing the organization. This framework recognizes and values the diversity and cultural differences within the workplace and aims to create an inclusive environment where all employees feel respected and valued.

- Equality and diversity: The issues related to employment discrimination, gender issues, gender inappropriate facilities, and career development and promotion suggest a need for an approach that promotes equality and diversity. This framework emphasizes fair treatment, equal opportunities, and diversity in all aspects of employment, including recruitment, retention, and advancement.

- Systems theory: The recurring nature of the problems and the need for collaboration between different organizational departments indicate the relevance of a systems theory framework. This framework looks at the organization as a system of interconnected parts and highlights the importance of understanding and addressing the interdependencies and interactions among different departments and stakeholders.

- Social justice: The presence of health issues, unequal pay and fringe benefits, and organizational and management structures suggest the need for a social justice framework. This framework emphasizes fair distribution of resources, equal access to opportunities, and challenging systemic inequalities.

By considering these different thinking frameworks, the I-O psychologist can gain insights into the various aspects that contribute to the conflict and develop interventions and strategies that address these specific issues.