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 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.
1. To address the problems the organization is experiencing, I would utilize multiple perspectives, including meta-psychology and post-modernism.
In terms of meta-psychology, I would explore the underlying psychological processes and individual differences that contribute to the conflict in the workplace. This could involve examining factors such as perceptions of employment discrimination, gender issues, and cultural differences. By understanding these psychological processes, I can develop interventions and strategies to address the root causes of the conflict.
Post-modernism, on the other hand, would help me acknowledge the diversity and complexity of the workplace and the broader socio-economic and political challenges facing the organization. It would require me to consider multiple perspectives and challenge traditional, linear approaches to problem-solving. This could involve seeking input from employees, fostering collaboration among different departments, and exploring innovative solutions that go beyond the usual management strategies.
Using both meta-psychology and post-modernism would enable me to take a comprehensive and holistic approach in understanding and addressing the conflict within the organization. It would help me recognize the individual and systemic factors contributing to the conflict and develop strategies that promote long-term stability.
2. The different thinking frameworks related to employee and organizational management that play a role in this case study include classical management theory, diversity management, and critical management studies.
The case study mentions that the management team, who are older, tends to be more conservative. This suggests the influence of classical management theory, which focuses on hierarchical structures and strict adherence to policies and procedures. This traditional management approach may be contributing to the recurring conflict, as it fails to address the diverse needs and perspectives of the workforce.
The case study also highlights issues related to employment discrimination, gender issues, cultural differences, and career development. These topics align with the principles of diversity management, which emphasizes creating inclusive and equitable work environments. The conflicts surrounding these issues indicate that the organization needs to adopt a more proactive and inclusive approach to managing diversity.
Additionally, the case study mentions accusations and criticism from both inside and outside the organization. This points to the relevance of critical management studies, which examine power dynamics and question the underlying assumptions of organizational structures. By considering critical perspectives, I can better understand the power imbalances and structural issues that contribute to the conflict within the organization.
Overall, these different thinking frameworks within employee and organizational management highlight the need for a more flexible and inclusive approach to addressing the conflicts in the case study. They require a shift away from traditional management approaches and towards a more diverse, equitable, and critical perspective.