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)
1. In addressing the problems the organisation is experiencing, the use of multiple perspectives, such as meta-psychology and post-modernism, can provide a more comprehensive understanding of the issues at hand.
- Meta-psychology: This perspective focuses on the underlying psychological processes and theories that contribute to the conflicts and issues in the workplace. By examining the psychological factors, an I-O psychologist can identify the root causes of the conflict and develop strategies to address them. For example, the conflicts related to employment discrimination and gender issues may be influenced by unconscious biases and stereotypes, which can be explored and addressed through training programs on diversity and inclusion.
- Post-modernism: This perspective challenges the notion of a single objective truth and recognizes that different individuals and groups may have different subjective experiences and interpretations of reality. It emphasizes the importance of understanding and valuing diverse perspectives. In the case study, the conflicts are related to cultural differences, health issues, and career development. Adopting a post-modern perspective would involve recognizing and appreciating the unique experiences and viewpoints of each individual or group involved in the conflicts. It would require creating platforms for open dialogue and actively listening to different perspectives to find mutually beneficial solutions.
2. Different thinking frameworks related to employee and organisational management that play a role in this case study include:
- Human resources management: This framework focuses on the recruitment, selection, and development of employees. In the case study, issues such as employment discrimination, career development, and promotions are mentioned, which are directly related to human resources management. For example, ensuring fair and transparent promotion processes and creating development opportunities for all employees can help address the conflicts.
- Cultural competency: This framework emphasizes the importance of understanding and appreciating cultural differences and effectively managing diverse workforces. The conflicts mentioned in the case study, such as cultural differences and gender inappropriate facilities, highlight the need for cultural competency. For instance, providing training on cultural awareness and sensitivity, and modifying facilities to accommodate diverse needs, can help create a more inclusive and harmonious work environment.
- Organizational communication: This framework focuses on effective communication and information sharing within an organization. The criticism and accusations mentioned in the case study indicate a breakdown in communication. Improving communication channels and fostering a culture of open and transparent communication can help address the conflicts. For example, implementing regular feedback mechanisms, conducting town hall meetings, and promoting two-way communication between management and employees can facilitate better understanding and collaboration.
1. In addressing the problems the organization is experiencing in the case study, I would use multiple perspectives, including meta-psychology and post-modernism.
Meta-psychology involves looking beyond individual behavior and focusing on the underlying psychological processes and mechanisms that influence behavior. In this case, applying meta-psychology would involve understanding how the diverse factors mentioned (employment discrimination, gender issues, cultural differences, etc.) interact with each other and contribute to the conflict and unrest in the organization. By understanding these underlying psychological processes, it becomes possible to develop more effective and lasting solutions to address the problems.
Post-modernism, on the other hand, challenges traditional narratives and acknowledges the multiple perspectives and social constructions of reality. Applying a post-modern perspective to the case study would involve recognizing that the conflicts and issues at the organization are influenced by a complex interplay of diverse realities and experiences. It would involve listening to and considering the perspectives and experiences of different stakeholders, including management, employees, and external parties, to gain a holistic understanding of the situation. By taking into account these different perspectives and acknowledging the diversity of experiences, it becomes possible to develop more inclusive and equitable solutions.
2. In this case study, there are several thinking frameworks related to employee and organizational management that play a role:
a) Diversity management: The case study mentions gender issues, cultural differences, and employment discrimination as sources of conflict. These issues highlight the importance of managing diversity within the organization. For example, providing gender-appropriate facilities and addressing discrimination can help create a more inclusive and equitable work environment.
b) Organizational climate: The case study mentions that the organization's climate is characterized by accusations and criticism. This highlights the importance of considering the organizational climate and addressing any negative factors that may contribute to conflict and unrest. For example, improving communication channels and promoting a more positive and supportive work environment can help improve the climate.
c) Collaboration and teamwork: The case study suggests that greater collaboration is needed between management and employees, as well as among different organizational departments. This highlights the importance of fostering collaboration and teamwork within the organization to address the problems. For example, promoting cross-departmental projects and creating platforms for open dialogue and collaboration can help improve relationships and address the underlying issues.
d) Socio-economic and political challenges: The case study mentions that the organization finds itself in the context of a new South Africa with its socio-economic and political challenges. These external factors can influence the dynamics within the organization and need to be taken into account when addressing the problems. For example, considering the broader socio-political context and its impact on employee well-being and engagement can help inform the development of effective solutions.