1. In addressing the problems the organization is experiencing in the case study, multiple perspectives could be used by incorporating meta-psychology and post-modernism.
In meta-psychology, the focus is on understanding the underlying psychological processes and mechanisms that contribute to the conflicts and issues within the organization. This perspective would involve examining factors such as individual differences, cognitive processes, and behavioral patterns that may be contributing to the conflict. It could be used to analyze the perceptions around employment discrimination, gender issues, cultural differences, and career development mentioned in the case study. By understanding these underlying psychological factors, interventions can be designed to address them effectively.
Post-modernism, on the other hand, calls for acknowledging multiple subjective realities and perspectives. It recognizes that there may not be an objective truth or one right way to interpret and resolve conflicts within the organization. This perspective would involve valuing and incorporating the diverse viewpoints and experiences of employees, which are mentioned in the case study as sources of conflict. By embracing multiple perspectives and allowing for different interpretations of the issues, a more inclusive and collaborative approach can be taken towards finding solutions.
2. The different thinking frameworks related to employee and organizational management that play a role in this case study include:
a) Diversity and Inclusion Framework: The case study mentions issues related to employment discrimination, gender inappropriate facilities, cultural differences, and health issues. These challenges point to the need for a framework that promotes diversity and inclusion within the organization. By recognizing and valuing the diverse backgrounds and experiences of employees, initiatives can be implemented to create a more inclusive and equitable workplace.
b) Organizational Development Framework: The recurring nature of the conflicts suggests that there may be underlying organizational and management structure issues contributing to the problem. The management team being described as older and conservative may indicate a need for organizational development interventions aimed at updating and adapting the structures and practices to align with the changing realities of the organization and the external environment.
c) Social and Political Context Framework: The case study mentions the context of a "new South Africa" with its socio-economic and political challenges. This highlights the importance of considering the broader social and political context in which the organization operates. It may require a framework that considers the impact of external factors on the internal dynamics of the organization and guides interventions that address the challenges arising from this context.
d) Human Resource Management Framework: The issues related to pay and fringe benefits, career development, and promotion point to the need for a comprehensive human resource management framework. This could involve implementing fair and transparent systems for compensation and advancement, providing opportunities for career growth, and ensuring effective communication and support for employees' personal and professional development.
By incorporating these frameworks into the analysis and interventions, a more comprehensive and holistic approach can be taken towards addressing the problems in the organization.
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 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.
Case study excerpt from Bergh, Z (2017). Frameworks for thought and practice in I-O psychology. In Z. Bergh (Ed.), Introduction to work psychology (pp.44-87). Cape Town: Oxford.
Questions
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. (6)
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