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.From the case study answer the following question.
2.1 The concept of unity of command is very important with the chain of command.
2.1.1 Explain the concept of unity of command.
2.1.2 Provide a reason as to why unity of command will be important at Lesedi Delight.
2.1.3 Motivate how the chain of command would play a positive role in Jonas
and Natalie’s work.
2.2 Explain 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.
2.3 State one (1) diversity dimension applicable to Lesedi’s company.
2.4 Based on the House’s path-goal theory:
2.4.1 Give advice to Lesedi on how to deal with her new employees.
2.4.2 Explain the leadership style Lesedi used for Natalie and Jonas. Motivate your answer from the case study for both individuals.
2.5 Identify the type of power that Natalie and Jonas have as new employees.
2.6 Recommend a diversity training programme Naledi could use for her new employees. Motivate your answer from the case study.
2.1.1 The concept of unity of command refers to the principle that each employee should have one direct supervisor to report to and receive instructions from. This ensures clarity and prevents confusion and conflicting instructions.
2.1.2 Unity of command would be important at Lesedi Delight because it would help to establish clear lines of authority and responsibility. With a clear chain of command, employees would know who is in charge and where to go for guidance and direction. This would help in maintaining order and effectiveness within the company.
2.1.3 The chain of command would play a positive role in Jonas and Natalie's work by providing them with clear lines of communication and supervision. It would ensure that they receive consistent instructions and guidance from their direct superiors, which would help them perform their duties efficiently. Additionally, if they had any issues or concerns, they would know who to approach within the chain of command to seek resolution or assistance.
2.2 The concept of division of work refers to the practice of assigning specific tasks and responsibilities to individuals based on their skills and expertise. In Lesedi's Delight, Natalie's role could involve managing the baking process, including recipe development, preparing doughs, baking, and decorating cakes, sandwiches, and pies. On the other hand, Jonas' role could involve delivering the orders to customers, ensuring timely and accurate deliveries, and maintaining the condition of the delivery vehicle.
2.3 One diversity dimension applicable to Lesedi's company could be gender diversity. This refers to having a mix of both male and female employees in the workforce. In this case, Lesedi could strive to have representation from both genders in her company, ensuring equal opportunities and diverse perspectives within the workplace.
2.4.1 Lesedi can deal with her new employees by providing clear expectations and goals, offering support and guidance, and providing regular feedback on their performance. She can also create a positive work environment by fostering a culture of open communication and recognizing and rewarding their achievements. It is important for her to establish a supportive and motivating relationship with her employees to enhance their job satisfaction and performance.
2.4.2 From the case study, it can be inferred that Lesedi used a supportive leadership style for both Natalie and Jonas. This is evident from her efforts to hire experienced and skilled individuals for the respective positions and providing them with the necessary support and resources to excel in their roles. This leadership style is characterized by providing guidance, encouragement, and assistance to employees, which aligns with Lesedi's actions in the case study.
2.5 As new employees, Natalie and Jonas have referent power. Referent power is based on the personal qualities and characteristics of an individual, which result in others being influenced or inspired by them. Both Natalie and Jonas have qualities and experiences that make them admired and respected by others within the company. Natalie's hospitality background and experience, as well as Jonas' long tenure as a driver, could make them influential figures and sources of inspiration for others.
2.6 A recommended diversity training program for Lesedi's new employees could be a cultural sensitivity and inclusion training. This program would aim to educate employees about different cultures, traditions, and beliefs, helping them develop empathy and understanding towards colleagues from diverse backgrounds. It would also promote inclusive behaviors and communication, fostering a respectful and harmonious work environment. This program would be beneficial for Lesedi's company as it embraces diversity, both in terms of employees and potentially customers, and it would enhance teamwork and collaboration among its workforce.
2.1.1 The concept of unity of command means that each employee should have only one direct supervisor to whom they report and receive instructions from. In other words, employees should have a clear line of authority and should only receive commands from one person.
2.1.2 Unity of command will be important at Lesedi Delights because it helps maintain clarity in the chain of command and ensures that there is no confusion or conflict in the instructions given to employees. This will help maintain efficiency, accountability, and overall coordination within the organization.
2.1.3 The chain of command would play a positive role in Jonas and Natalie's work as it provides them with a clear reporting structure and established lines of communication. This will ensure that they know who to report to and who is responsible for giving them instructions and feedback. It helps to avoid confusion and ensures that tasks are performed in a coordinated manner.
2.2 The concept of division of work refers to the process of dividing tasks and responsibilities among employees based on their skills, expertise, and roles. In Lesedi Delights, Natalie and Jonas will have different roles and responsibilities:
- Natalie, as an experienced baker, will be responsible for preparing cakes, sandwiches, and pies based on customer orders. She will ensure that the baked goods are of high quality and meet customer expectations.
- Jonas, as a reliable delivery person with a valid driver's license, will be responsible for delivering the orders to customers in a timely manner. He will ensure that the orders are safely transported to their destinations and that customers receive their products in good condition.
2.3 One diversity dimension applicable to Lesedi's company could be age diversity. This is evident from the case study where Jonas, who was forced to retire at the age of 55, joins the company. Lesedi's decision to hire somebody with Jonas's experience and skills despite his age demonstrates the company's willingness to embrace and value employees from different age groups.
2.4.1 Advice for Lesedi on how to deal with her new employees based on House's path-goal theory would be to provide clear goals and expectations, offer support and guidance when needed, and recognize and reward their achievements. Lesedi can communicate the vision and goals of the company to Natalie and Jonas, provide them with necessary resources and training, offer feedback and assistance when required, and acknowledge their successes to motivate and engage them.
2.4.2 The leadership style Lesedi used for Natalie and Jonas can be described as supportive leadership. This is evident from Lesedi's decision to hire Natalie, who is a recently graduated hospitality student and Jonas, who recently retired. Lesedi provides them with the necessary support, guidance, and resources to help them succeed in their roles. This leadership style motivates and empowers employees by showing confidence in their abilities and fostering a positive work environment.
2.5 As new employees, Natalie and Jonas have referent power. This type of power comes from the personal qualities, skills, and expertise that they bring to the company. Natalie's experience as a baker and internship at a local confectionery, as well as Jonas's 30 years of experience as a driver, make them valuable assets to the company. Other employees may respect and look up to them for their knowledge and expertise in their respective roles.
2.6 A diversity training program that Naledi could use for her new employees is a cultural sensitivity training. This training can help increase awareness and understanding of different cultures, customs, and beliefs. This is important as Lesedi Delights serves a diverse local community, and being sensitive to cultural differences can help better serve their customers and foster a positive work environment. The training can include topics such as communication styles, etiquette, and respecting diversity in the workplace.
2.1.1 The concept of unity of command refers to a principle in management where each employee is accountable to only one direct supervisor or manager. It ensures that each employee receives clear and consistent instructions, avoids confusion and conflicts, and helps maintain order and discipline in the organization.
2.1.2 Unity of command would be important at Lesedi's Delight because it ensures that there is a clear reporting structure and hierarchy in the company. With Lesedi as the owner, it is crucial for her to have direct control and authority over her employees. By implementing unity of command, Lesedi can effectively manage and supervise her team, provide guidance, support, and make informed decisions.
2.1.3 The chain of command would play a positive role in Jonas and Natalie's work by providing them with clear lines of communication and a structured reporting system. This would help eliminate confusion and ensure that instructions and feedback are properly transmitted from Lesedi to her employees. Jonas, as the delivery person, would know who to report to regarding schedules, routes, and any concerns related to his role. Similarly, Natalie, as the experienced baker, would have a direct line of communication with Lesedi for instructions, recipe details, and any queries or issues related to baking.
2.2 The concept of division of work refers to the process of breaking down tasks and responsibilities in an organization and assigning them to different individuals based on their skills, expertise, and job roles. In the case of Lesedi's Delight, the work will be divided between Natalie and Jonas as follows:
- Natalie, being an experienced baker, will be responsible for preparing cakes, sandwiches, and pies based on customer orders. She will also be involved in recipe development, quality control, and ensuring that the baked goods meet customer expectations in terms of taste and appearance.
- Jonas, as the delivery person, will be responsible for timely and accurate delivery of orders to customers. He will follow established delivery routes, ensure that the products are transported safely, and maintain a professional and friendly demeanor during customer interactions.
2.3 One diversity dimension applicable to Lesedi's company could be gender diversity. Lesedi's Delight has employees of different genders - Lesedi herself as the owner, Natalie as the baker, and Jonas as the driver. This diversity dimension can bring unique perspectives, experiences, and skills to the business, contributing to a richer and more inclusive work environment.
2.4.1 Advice for Lesedi on dealing with her new employees based on House's path-goal theory would be to provide clear goals, support, and guidance. Lesedi should communicate with Natalie and Jonas about their roles, responsibilities, and performance expectations. She should also provide them with the necessary resources and training to succeed in their positions. Additionally, Lesedi should offer feedback, positive reinforcement, and recognition for their efforts, which will motivate them to perform at their best.
2.4.2 Based on the case study, Lesedi's leadership style for Natalie and Jonas can be described as supportive. She identifies their skills, experience, and suitability for the roles and provides them with the necessary support and resources for success. Lesedi's decision to hire Natalie as an experienced baker and Jonas as an experienced driver shows that she values their expertise and trusts them to perform their tasks effectively. She also shows support by involving them in decision-making and considering their suggestions, as evident from her recruitment process.
2.5 As new employees, Natalie and Jonas will have a referent power. Referent power is based on the admiration, respect, and liking that others have for an individual. In the case of Natalie, her experience as a recent graduate and intern at a local confectionery may earn her respect and influence over her colleagues in terms of baking expertise. Jonas, with his 30 years of experience as a driver, may also have the respect and influence of his colleagues due to his extensive knowledge and skills in driving.
2.6 For a diversity training program at Lesedi's Delight, it would be beneficial to implement cultural sensitivity and inclusion training. This training program would promote awareness and understanding of different cultures, traditions, and beliefs, fostering a more inclusive and respectful work environment. Considering that Lesedi's business operates in a diverse community, this training can help employees develop cultural competence, enhance their communication skills, and create a harmonious work environment where everyone feels valued and respected.