Question
Read the following case study and answer the questions that follow.
Read through the case study and answer the questions that follow:
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 1-0 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.
Case study adapted from:
Bergh, Z. C. (2017). Frameworks for thought and practice in 1-0 psychology (2nd ed., pp. 44-87). In Z. C. Bergh (Ed.), Introduction to work psychology. Oxford University Press.
Questions
1. Identify five (5) problems experienced by this organisation. (5)
2. Identify at least five (5) different subfields of 1-0 psychology that will assist the organisation in understanding and addressing the identified problems and explain why these subfields will be relevant for understanding and addressing each specific problem. (10)
3. 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)
4. 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. (6)
SECTION B [25 MARKS]
Questions
1. Write a concise (150-200 word) email to your lecturer in which you:
1.1 Describe your level of self-esteem and give one con crete example of how it has affected your academic confidence. (3)
1.2Illustrate a situation where your self-efficacy helped you tackle a learning challenge. (2)
1.3Explain how you use self-monitoring to adapt your behaviour in different social settings. (2)
1.4State whether you have an internal or external locus of control, providing a real incident that shows how you attribute success or failure. (3)
Read through the case study and answer the questions that follow:
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 1-0 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.
Case study adapted from:
Bergh, Z. C. (2017). Frameworks for thought and practice in 1-0 psychology (2nd ed., pp. 44-87). In Z. C. Bergh (Ed.), Introduction to work psychology. Oxford University Press.
Questions
1. Identify five (5) problems experienced by this organisation. (5)
2. Identify at least five (5) different subfields of 1-0 psychology that will assist the organisation in understanding and addressing the identified problems and explain why these subfields will be relevant for understanding and addressing each specific problem. (10)
3. 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)
4. 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. (6)
SECTION B [25 MARKS]
Questions
1. Write a concise (150-200 word) email to your lecturer in which you:
1.1 Describe your level of self-esteem and give one con crete example of how it has affected your academic confidence. (3)
1.2Illustrate a situation where your self-efficacy helped you tackle a learning challenge. (2)
1.3Explain how you use self-monitoring to adapt your behaviour in different social settings. (2)
1.4State whether you have an internal or external locus of control, providing a real incident that shows how you attribute success or failure. (3)
Answers
GPT-4o mini
### Case Study Questions
#### 1. Identify five (5) problems experienced by this organisation. (5)
1. **Employment Discrimination**: There are perceptions of unfair treatment based on employment status, which leads to discontent among employees.
2. **Gender Issues**: Gender-related conflicts and inappropriate facilities highlight a lack of inclusivity and support for all employees.
3. **Cultural Differences**: The diverse workforce has varying values and cultural norms that contribute to miscommunication and conflict.
4. **Organisational Structure**: The existing organisational and management structures are not adequately addressing contemporary issues, which may contribute to dissatisfaction and conflict.
5. **Career Development Issues**: Employees feel that there are inequities in pay, fringe benefits, and career advancement opportunities, leading to frustration and resentment.
#### 2. Identify at least five (5) different subfields of 1-0 psychology and explain their relevance. (10)
1. **Organisational Psychology**: This field focuses on understanding the organizational culture and structure, which is crucial for addressing the management issues and improving overall workplace dynamics.
2. **Industrial Psychology**: This subfield examines employee behavior and attitudes, helping to understand the issues of employment discrimination and gender conflicts specifically related to job performance and satisfaction.
3. **Cross-Cultural Psychology**: This area explores how cultural context influences behavior, which is essential for addressing the cultural differences within the multinational workforce and facilitating better communication.
4. **Occupational Health Psychology**: This field focuses on employee well-being and health issues, which can help manage workloads and stressors that may be exacerbating conflicts and unrest.
5. **Human Resource Management (HRM)**: HRM principles help in creating fair policies for recruitment, salary, and career development, which are necessary for addressing the perceived inequities in pay and promotions.
#### 3. Explain how you would use multiple perspectives in addressing the problems using meta-psychology and post-modernism. (4)
Using **meta-psychology**, I would analyze how different psychological theories can be integrated to provide a holistic understanding of the organizational issues, recognizing that conflict may arise from systemic, historical, or social issues that influence employee perceptions and behaviors. I might employ **post-modernism** by acknowledging the diverse narratives and identities of employees, encouraging employees to express their individual experiences and truths to reshape organizational policies and resolve conflicts. This approach fosters inclusivity and provides a platform for voices that are often marginalized, contributing to a more comprehensive resolution of the problems.
#### 4. Identify the different thinking frameworks related to employee and organisational management that play a role in this case study. (6)
1. **Systems Thinking**: This framework would help in understanding how various components of the organisation interact with one another and contribute to the overall climate. The pervasive conflict suggests that various factors such as management practices and employee relations are interconnected.
2. **Positivism vs. Interpretivism**: The existing management solutions reflect a positivist approach aimed at objective measures, while employees might benefit from an interpretivist approach that considers their subjective experiences and perceptions of discrimination and conflict.
3. **Behavioral Framework**: This framework highlights how employee behavior is influenced by rewards and punishments within the organisation, which may explain the enduring conflict and dissatisfaction related to pay and career advancement.
4. **Conflict Theory**: This perspective can elucidate the root causes of conflict within the organization, emphasizing power dynamics and inequalities that create tension between management and employees.
5. **Cultural Framework**: This framework emphasizes the impact of an employee's cultural background on workplace behavior. The cultural differences within the workforce necessitate a framework that appreciates diversity and promotes understanding.
6. **Change Management Models**: Approaches such as Lewin’s Change Model or Kotter’s 8-Step Process can guide the management in implementing long-term solutions to address the ongoing issues, ensuring that the changes are integrated sustainably into the organisational culture.
---
### SECTION B
**Email to Lecturer**
Subject: Self-Reflection on Personal Development
Dear [Lecturer's Name],
I hope this email finds you well. I would like to share my insights regarding my self-esteem, self-efficacy, self-monitoring, and locus of control.
1. My level of self-esteem fluctuates; I often determine my worth through academic performance. For example, after receiving a low grade on an assignment, I questioned my abilities, impacting my confidence in subsequent tasks.
2. However, in a challenging group project, believing in my abilities allowed me to take the lead, which ultimately enhanced the group's performance and my learning experience.
3. I practice self-monitoring by adjusting my communication style depending on my audience. In formal settings, I adopt a more professional tone, whereas, among peers, I adopt a more casual approach.
4. I possess an internal locus of control, as I attribute my successes to my efforts. For instance, when I achieved a high mark in a recent exam, I attributed it to the hours I dedicated to studying.
Thank you for your guidance in this reflective exercise!
Best regards,
[Your Name]
[Your Student ID]
[Your Course]
#### 1. Identify five (5) problems experienced by this organisation. (5)
1. **Employment Discrimination**: There are perceptions of unfair treatment based on employment status, which leads to discontent among employees.
2. **Gender Issues**: Gender-related conflicts and inappropriate facilities highlight a lack of inclusivity and support for all employees.
3. **Cultural Differences**: The diverse workforce has varying values and cultural norms that contribute to miscommunication and conflict.
4. **Organisational Structure**: The existing organisational and management structures are not adequately addressing contemporary issues, which may contribute to dissatisfaction and conflict.
5. **Career Development Issues**: Employees feel that there are inequities in pay, fringe benefits, and career advancement opportunities, leading to frustration and resentment.
#### 2. Identify at least five (5) different subfields of 1-0 psychology and explain their relevance. (10)
1. **Organisational Psychology**: This field focuses on understanding the organizational culture and structure, which is crucial for addressing the management issues and improving overall workplace dynamics.
2. **Industrial Psychology**: This subfield examines employee behavior and attitudes, helping to understand the issues of employment discrimination and gender conflicts specifically related to job performance and satisfaction.
3. **Cross-Cultural Psychology**: This area explores how cultural context influences behavior, which is essential for addressing the cultural differences within the multinational workforce and facilitating better communication.
4. **Occupational Health Psychology**: This field focuses on employee well-being and health issues, which can help manage workloads and stressors that may be exacerbating conflicts and unrest.
5. **Human Resource Management (HRM)**: HRM principles help in creating fair policies for recruitment, salary, and career development, which are necessary for addressing the perceived inequities in pay and promotions.
#### 3. Explain how you would use multiple perspectives in addressing the problems using meta-psychology and post-modernism. (4)
Using **meta-psychology**, I would analyze how different psychological theories can be integrated to provide a holistic understanding of the organizational issues, recognizing that conflict may arise from systemic, historical, or social issues that influence employee perceptions and behaviors. I might employ **post-modernism** by acknowledging the diverse narratives and identities of employees, encouraging employees to express their individual experiences and truths to reshape organizational policies and resolve conflicts. This approach fosters inclusivity and provides a platform for voices that are often marginalized, contributing to a more comprehensive resolution of the problems.
#### 4. Identify the different thinking frameworks related to employee and organisational management that play a role in this case study. (6)
1. **Systems Thinking**: This framework would help in understanding how various components of the organisation interact with one another and contribute to the overall climate. The pervasive conflict suggests that various factors such as management practices and employee relations are interconnected.
2. **Positivism vs. Interpretivism**: The existing management solutions reflect a positivist approach aimed at objective measures, while employees might benefit from an interpretivist approach that considers their subjective experiences and perceptions of discrimination and conflict.
3. **Behavioral Framework**: This framework highlights how employee behavior is influenced by rewards and punishments within the organisation, which may explain the enduring conflict and dissatisfaction related to pay and career advancement.
4. **Conflict Theory**: This perspective can elucidate the root causes of conflict within the organization, emphasizing power dynamics and inequalities that create tension between management and employees.
5. **Cultural Framework**: This framework emphasizes the impact of an employee's cultural background on workplace behavior. The cultural differences within the workforce necessitate a framework that appreciates diversity and promotes understanding.
6. **Change Management Models**: Approaches such as Lewin’s Change Model or Kotter’s 8-Step Process can guide the management in implementing long-term solutions to address the ongoing issues, ensuring that the changes are integrated sustainably into the organisational culture.
---
### SECTION B
**Email to Lecturer**
Subject: Self-Reflection on Personal Development
Dear [Lecturer's Name],
I hope this email finds you well. I would like to share my insights regarding my self-esteem, self-efficacy, self-monitoring, and locus of control.
1. My level of self-esteem fluctuates; I often determine my worth through academic performance. For example, after receiving a low grade on an assignment, I questioned my abilities, impacting my confidence in subsequent tasks.
2. However, in a challenging group project, believing in my abilities allowed me to take the lead, which ultimately enhanced the group's performance and my learning experience.
3. I practice self-monitoring by adjusting my communication style depending on my audience. In formal settings, I adopt a more professional tone, whereas, among peers, I adopt a more casual approach.
4. I possess an internal locus of control, as I attribute my successes to my efforts. For instance, when I achieved a high mark in a recent exam, I attributed it to the hours I dedicated to studying.
Thank you for your guidance in this reflective exercise!
Best regards,
[Your Name]
[Your Student ID]
[Your Course]