Read the following case study and answer the questions that follow.
As a consultant in organisational development, Batho Pele Dot Com has tasked you to provide advice
for changes and intervention. Batho Pele Dot Com is currently characterized by a bureaucratic
management style and rigid structures, and its managers are mostly male. Following the new labour
legislation, quite a number of employees were suddenly retrenched, the reason for the retrenchment is said to be finances. Following retrenchments, a number of employees from previously disadvantaged
groups have been selected and placed in the production-line vacancies. However, there are still a number
of positions vacant. Older employees have complained about discrimination and selection strategies.
According to supervisors, production deadlines and targets are not achieved, and new employees are
expected to work without having the minimum qualifications and required training. The Human Resource
manager indicates that the mood amongst employees is negative, and lateness, illness, complaints, and
personnel turnover are increasing. Some employees have already had meetings and threatened to take
further action if management does not resign or listen.
Questions:
.1. Identify five problems experienced by Batho Pele Dot Com. (5)
2.2 Describe five I-O Psychology specialist that will be applicable for any five problems as identified
in 2.1. Indicate which specialist will be responsible for specific problem. (20)
1. Five problems experienced by Batho Pele Dot Com are:
a) Bureaucratic management style and rigid structures.
b) Retrenchment of employees due to financial reasons.
c) Discrimination and selection strategies in the hiring process.
d) Inadequate qualifications and training for new employees.
e) Negative employee morale, increased lateness, illness, complaints, and turnover.
2. Five I-O Psychology specialists applicable to the identified problems:
a) Organizational Development Consultant: This specialist would be responsible for addressing the bureaucratic management style and rigid structures. They would provide advice and guidance on developing more flexible and efficient management practices.
b) Human Resources Specialist: This specialist would be responsible for addressing the issues related to retrenchment, discrimination, and selection strategies. They would ensure that the company follows fair and legal hiring practices and provides support to employees affected by retrenchment.
c) Training and Development Specialist: This specialist would be responsible for addressing the problem of inadequate qualifications and training for new employees. They would design and implement training programs to improve the skills and knowledge of the employees.
d) Occupational Psychologist: This specialist would be responsible for addressing the negative employee morale, lateness, illness, complaints, and turnover. They would conduct assessments to understand the causes of these issues and provide interventions to improve employee well-being and organizational climate.
e) Labor Relations Specialist: This specialist would be responsible for dealing with the employees who have threatened further action if management does not resign or listen. They would mediate between management and employees to resolve conflicts and ensure fair treatment and open communication channels.
1. Problems experienced by Batho Pele Dot Com:
1. Bureaucratic management style and rigid structures: This hinders flexibility, innovation, and adaptability within the organization, which can lead to inefficiencies.
2. Gender imbalance among managers: Having mostly male managers may lead to a lack of diversity in leadership, which can impact decision-making and create an imbalance of perspectives.
3. Retrenchments and financial difficulties: The sudden retrenchment of employees due to financial reasons can negatively impact employee morale and job security.
4. Discrimination and selection strategies: Older employees have complained about discrimination in the selection process, suggesting potential biases in the hiring process.
5. Lack of training and qualifications for new employees: The organization is appointing new employees to production-line vacancies without providing them with the necessary qualifications and training, leading to potential performance issues and difficulties in meeting deadlines and targets.
2. I-O Psychology specialists and their applicable role:
2.1. Organizational Development Consultant: This specialist can help address the issue of the bureaucratic management style and rigid structures by providing guidance on implementing more flexible and adaptive organizational structures and improving leadership practices.
2.2. Diversity and Inclusion Specialist: This specialist can work to promote diversity and inclusion within the organization and help address the gender imbalance among managers by implementing strategies to increase diversity in leadership positions.
2.3. Recruitment and Selection Specialist: This specialist can ensure that fair and unbiased selection strategies are implemented, addressing the issue of discrimination and improving the hiring process to avoid potential biases.
2.4. Training and Development Specialist: This specialist can design and deliver training programs for new employees to ensure they have the necessary qualifications and skills to perform their job effectively, thereby addressing the issue of lack of training and qualifications.
2.5. Employee Engagement Specialist: This specialist can help improve employee morale and address the negative mood, lateness, illness, complaints, and personnel turnover by implementing strategies to engage and motivate employees, improve communication, and address their concerns.
Note: The allocation of specific specialists can vary based on the expertise and resources available within Batho Pele Dot Com.