1. To address the problems in the organization, multiple perspectives can be used, including meta-psychology and post-modernism.
- Meta-psychology involves examining the underlying assumptions and beliefs about human behavior and mental processes. In this case, understanding the various psychological factors that contribute to conflict, such as perceptions of discrimination and cultural differences, can help inform interventions. For example, an I-O psychologist could use meta-psychology to explore the role of stereotypes and bias in the workplace and develop strategies to counteract their impact.
- Post-modernism challenges traditional theories and approaches to psychology and emphasizes the importance of context and multiple realities. In this case, a post-modern perspective would recognize the diverse and complex realities of the organization and the wider South African context. It would acknowledge the different perspectives and narratives of employees and stakeholders, and seek to incorporate these diverse views into interventions. For example, using narrative techniques, such as storytelling or dialogue, could help employees share their experiences and contribute to a more holistic and inclusive understanding of the conflicts.
2. The different thinking frameworks related to employee and organizational management that play a role in this case study include diversity and inclusion, critical management studies, and systems thinking.
- Diversity and inclusion framework: The case study highlights issues related to employment discrimination, gender inequality, cultural differences, and inappropriate facilities. This indicates a need for adopting a diversity and inclusion perspective to address these challenges. For example, implementing diversity training programs, establishing inclusive policies, and promoting diversity in the workplace can help create a more inclusive and equitable organizational climate.
- Critical management studies framework: The case study mentions accusations, criticism, and conflicts between management and employees, as well as within different organizational departments. The critical management studies framework emphasizes examining power dynamics within organizations and questioning traditional management practices. In this case, it suggests the need to empower employees, foster better communication, and involve them in decision-making processes. For example, implementing participative management approaches or establishing employee forums can help address the power imbalances and enhance organizational collaboration.
- Systems thinking framework: The case study highlights a range of interconnected issues, including health issues, organizational and management structures, pay and fringe benefits, and career development and promotion issues. A systems thinking approach would consider these factors as interrelated components of a larger system and focus on understanding their interactions and dynamics. For example, identifying the root causes of conflicts and addressing underlying systemic issues, such as ineffective communication channels or hierarchical structures, can contribute to long-term stability and performance improvement.
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.along with the reference list 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. Along with the reference list, dentify 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
2 answers
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.along with the reference list 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. Along with the reference list, dentify 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
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.along with the reference list 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. Along with the reference list, dentify 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