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
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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:
2.1. Identify five problems experienced by Batho Pele Dot Com.
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.
2.1. Five problems experienced by Batho Pele Dot Com are:
1. Bureaucratic management style and rigid structures
2. Retrenchments and financial instability
3. Discrimination and selection strategies for previously disadvantaged groups
4. Inadequate qualifications and training for new employees
5. Negative employee morale, increased lateness, illness, complaints, and turnover rate
2.2. Five I-O Psychology specialists that can be applicable for the identified problems are:
1. Organizational Development Specialist: This specialist would be responsible for addressing the bureaucratic management style and rigid structures. They would work on creating a more flexible and inclusive organizational culture.
2. Human Resources Specialist: This specialist would be responsible for addressing the retrenchments and financial instability. They would work on strategies to improve financial stability, manage employee terminations, and handle the legal and ethical aspects of downsizing.
3. Diversity and Inclusion Specialist: This specialist would be responsible for addressing the issues related to discrimination and selection strategies for previously disadvantaged groups. They would work on implementing policies and practices that promote equal opportunities, diversity, and inclusion within the organization.
4. Training and Development Specialist: This specialist would be responsible for addressing the inadequate qualifications and training for new employees. They would work on developing and implementing training programs to ensure that employees have the necessary skills and knowledge to perform their jobs effectively.
5. Employee Engagement Specialist: This specialist would be responsible for addressing the negative employee morale, increased lateness, illness, complaints, and turnover rate. They would work on strategies to improve employee engagement, communication, and job satisfaction, as well as addressing any grievances or concerns raised by employees.
2.1. Five problems experienced by Batho Pele Dot Com are:
1. Bureaucratic management style and rigid structures.
2. Male-dominated management team.
3. Retrenchment of employees due to financial reasons.
4. Complaints of discrimination and selection strategies from older employees.
5. Inadequate qualifications and training for new employees, leading to difficulties in meeting production deadlines and targets.
2.2. Five I-O Psychology specialists and their applicable roles for the identified problems are:
1. Organizational Development Specialist: This specialist would be responsible for addressing the bureaucratic management style and rigid structures. They would work towards implementing changes to create a more flexible and employee-centric organizational culture.
2. Diversity and Inclusion Specialist: This specialist would be responsible for tackling the male-dominated management team and the complaints of discrimination and selection strategies. They would work towards promoting diversity and inclusion in the hiring and promotion processes, as well as creating a more inclusive work environment.
3. Workforce Planning and Reduction Specialist: This specialist would be responsible for managing the retrenchment process and addressing any legal and ethical considerations. They would also assist in workforce planning to determine the right number and mix of employees needed for the organization.
4. Training and Development Specialist: This specialist would be responsible for addressing the issue of inadequate qualifications and training for new employees. They would develop and implement training programs to enhance the skills and knowledge of employees, ensuring they meet the requirements to meet production deadlines and targets.
5. Employee Relations Specialist: This specialist would be responsible for addressing the negative mood among employees, increased lateness, illness, complaints, and personnel turnover. They would focus on improving employee morale, resolving conflicts, and enhancing communication between management and employees to prevent further unrest.
Note: The specific responsibilities of each specialist can vary depending on the organization's needs and the expertise of the professionals.