Lesedi’s Delights is a company owned by Lesedi Kekana and it is based in Atteridgeville. The company was registered in 2007. Lesedi, the owner, initially operated in a back room at her mom’s house. Her business was initially based on orders received from the local communities. The people in her township would order cakes, sandwiches and pies for their functions. Lesedi won a business award from the local business chamber in 2010 and she was given prize money of R250 000 for being the most promising entrepreneur. The award bought so much publicity that she started to struggle to fulfil orders.
Initially, she coped with this increase in orders with the help of her unemployed mother and her elder brother, who worked in Pretoria and assisted her with the deliveries after work. Some of her customers also fetched their own orders. As the business grew even more, she realised that she needed to employ at least two more people: an experienced baker and a reliable delivery person with a valid driver’s licence. Given the frequency and size of her orders, she could not afford to bring people in who could not hit the ground running in the two positions. From her recruitment process, she identified Natalie, a recently graduated hospitality student from a nearby university of technology. Natalie had also worked as an intern at a local confectionery. She also stayed in nearby Danville Township, which made travelling to work convenient.
Lesedi also identified Jonas as a suitable candidate for the driver position. He had worked for the same company for 30 years as a driver before the company closed when the owner relocated. Jonas was forced to retire at the age of 55.2Explain the concept of division of work. Further, show how the work will be divided between Natalie and Jonas by stating their roles in the company.
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2.3 State one (1) diversity dimension applicable to Lesedi’s company.
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2.4Based on the House’s path-goal theory:
2.4.1Give advice to Lesedi on how to deal with her new employees.
2.4.2Explain the leadership style Lesedi used for Natalie and Jonas. Motivate your answer from the case study for both individuals.
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2.5Identify the type of power that Natalie and Jonas have as new employees.
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2.6Recommend a diversity training programme Naledi could use for her new employees. Motivate your answer from the case study.
2.3 One diversity dimension applicable to Lesedi's company is age. Lesedi hired an experienced driver, Jonas, who had worked for 30 years before retiring. She also hired Natalie, a recently graduated hospitality student, who is likely to be younger compared to Jonas. Age diversity can bring different perspectives, experiences, and skills to the company.
2.4.1 Advice to Lesedi on how to deal with her new employees:
- Communicate clearly with Natalie and Jonas about their roles, responsibilities, and expectations within the company.
- Provide necessary training and support to help them perform their roles effectively.
- Encourage open communication and create a positive work environment where they feel comfortable sharing their ideas and concerns.
- Set realistic goals and provide regular feedback and performance evaluations to ensure they are on track.
- Recognize and reward their contributions to motivate and retain them.
2.4.2 Lesedi's leadership style for Natalie: Lesedi should adopt a participative or democratic leadership style with Natalie. As a recent graduate, Natalie may have fresh ideas and perspectives to contribute to the company. Lesedi can involve Natalie in decision-making processes, seek her input, and empower her to take ownership of her work.
Lesedi's leadership style for Jonas: Lesedi can adopt a supportive leadership style with Jonas. As an experienced worker, Jonas may benefit from a more hands-off approach. Lesedi should provide him with the necessary resources and support while allowing him to use his expertise and skills to fulfill his role effectively.
2.5 Both Natalie and Jonas have referent power as new employees. Natalie may have referent power if she possesses personal qualities or characteristics that are admired or respected by others in the company. Jonas might have referent power based on his years of experience and knowledge in the industry. Referent power comes from the influence and respect one has within a group.
2.6 Lesedi could implement a diversity training program to promote understanding, respect, and inclusivity in the workplace. This training program can include:
- Cultural sensitivity training to enhance awareness and respect for different backgrounds and cultures.
- Communication and collaboration training to foster effective teamwork and collaboration between employees of different backgrounds.
- Implicit bias training to address any subconscious biases and promote fair and unbiased decision-making.
- Conflict resolution and mediation training to equip employees with the skills to handle and resolve any diversity-related conflicts that may arise.
- Leadership development training to empower employees, including Natalie and Jonas, to become future leaders within the company.
The diversity training program will help Lesedi's new employees develop a better understanding and appreciation of each other's differences, leading to a more inclusive and harmonious work environment.
2.1 The concept of division of work refers to the process of dividing a complex task or job into smaller, more manageable tasks that can be assigned to different individuals or groups. This allows for specialization, increased efficiency, and productivity. In Lesedi's Delights, the work will be divided between Natalie and Jonas as follows:
Natalie: As an experienced baker, Natalie will be responsible for baking cakes, sandwiches, and pies according to the orders received. She will need to use her culinary skills and knowledge to ensure that the products meet the company's quality standards. Natalie's role will involve preparing the ingredients, baking the products, decorating them, and ensuring they are packaged and ready for delivery.
Jonas: Jonas will be responsible for the delivery of the orders. With his valid driver's license and experience as a driver, he will ensure that the products are delivered to the customers in a timely and efficient manner. Jonas will need to plan the delivery routes, load the products into the delivery vehicle, and make sure they are safely transported to their destinations. He will also need to maintain the vehicle and ensure it is in good working condition.
2.3 One diversity dimension applicable to Lesedi's company could be age diversity. Lesedi hired both Natalie, a recently graduated hospitality student, and Jonas, who had to retire at the age of 55. This shows that Lesedi values and promotes diversity in age, providing opportunities for both young and more experienced individuals.
2.4.1 To deal with her new employees, Lesedi can provide clear job descriptions and expectations to ensure that Natalie and Jonas understand their roles and responsibilities. She can also provide proper training and support to help them adapt to their new positions. Additionally, Lesedi should establish open lines of communication, encourage feedback, and create a positive work environment where employees feel valued and motivated.
2.4.2 In the case of Natalie, Lesedi adopts a participative leadership style. This is evident as Natalie was involved in the recruitment process and her skills and experience were considered. Lesedi valued Natalie's input and expertise, and by involving her in decision-making, Lesedi encourages her creativity and generates a sense of ownership and commitment.
For Jonas, Lesedi adopts a supportive leadership style. Lesedi recognizes Jonas's experience and values his expertise as a driver. She provides him with the necessary support and resources to ensure he feels confident and capable in his new role. By showing understanding and empathy towards Jonas's situation, Lesedi creates a supportive and nurturing work environment.
2.5 As new employees, Natalie and Jonas possess referent power. Referent power is derived from an individual's personal characteristics and the respect and admiration they receive from others. Natalie and Jonas have the potential to influence their colleagues through their skills, knowledge, and experience, earning their respect and recognition within the company.
2.6 A diversity training program that Lesedi could implement for her new employees is a cultural sensitivity and inclusion training program. This program would aim to raise awareness and understanding of different cultures, backgrounds, and perspectives within the workplace. It would provide tools and strategies for employees to interact and collaborate effectively with individuals from diverse backgrounds, promoting inclusivity and a respectful work environment. This training program would be beneficial as Lesedi's company operates within a local township, where diversity among customers and employees is likely to exist.