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IOP2607 EXAM PACK 2022
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IOP2607EXAM PACK
,UNIVERSITY EXAMINATIONS
October/November 2020
IOP2607
Work Group Dynamics and Diversity
75 Marks
Duration: 2hr paper to be submitted in 24 Hours
EXAMINERS:
First: Dr BPM Maphala
Second: Prof RM Oosthuizen
UNIQUE CODE: 797918
This examination question paper consists of 2 pages excluding the cover page.
Instructions:
The duration of the examination is Twenty Four hours (24) hours and will commence at 18h00 on the
16th November 2020 and conclude at 18h00 on the 17th November 2020.
Please find below the examination questions that you are to complete and submit within the scheduled
time before 18h00 on the 17th November 2020.
You are expected to note the following:
1. To complete the examination, you need access to a computer and good internet access.
2. Insert a cover page which clearly reflects your student number, the module code and the unique
number of this examination.
4. Answer all questions in section A (Questions 1.1 – 1.4) and B (Questions 2.1 – 2.3).
5. Clearly indicate the question number of each question.
6. Quote references using the APA referencing style in support of your answers.
7. Copying word for word from the textbook and/or other sources will be penalised.
8. Save your assessment in PDF format before uploading it on the myUnisa system.
9. If you realise you will not finish within the allocated time, please submit your current progress.
10. Should you encounter technical problems during the assessment, contact Bugmaster at
Bugmaster@unisa.ac.za and copy in your lecturers (maphabpm@unisa.ac.za).
11. Make sure you include your student number in the subject line.
12. Complete the Honour Pledge on myUnisa when you start with the examination.
[TURN OVER]
, 2
IOP2607
10/11/ 2020
All questions are compulsory.
SECTION A
Read the following scenario carefully and answer the questions that follow:
Joyce is six months pregnant. After five years working at MANCO firm, a steel manufacturing company,
she applies for a senior position that has just opened up. Despite having more experience and
qualifications than the other applicants have, she was passed over. When she asked the manager, he
said: “I need someone who will be more dedicated to the position. Joyce felt that the company does not
value her and she is thinking of leaving the organization because she feels discriminated and claims the
company is not ready to deal with a diverse workforce. She has had similar comments from colleagues
who are also disillusioned about the status quo at MANCO. Joyce and other staff members wrote a letter
to the Diversity and Inclusion champion to highlight their concerns.
QUESTION 1
1.1. As the human resource manager you are asked to deal with the complaints by staff and handle a
diversity survey as initiated by the Diversity and Inclusion champion. List and briefly describe the
dimensions you would include in a diversity survey for this organization (MANCO). Give reasons why you
have included the specific dimensions. (10)
1.2. Discuss and elaborate on the concepts of diversity, workforce diversity and diversity management as
they relate to this case study. (10)
1.3. Distinguish between possible social and system domain defenses in this organization (MANCO). (5)
1.4. Explain Freud’s theory of conscious and unconscious behaviour by referring to the iceberg model
and possible unconscious behaviours manifesting in this organisation hindering diversity efforts.
(10)
[TURN OVER]
, 3
IOP2607
10/11/ 2020
SECTION B
Read the following scenario carefully and answer the questions that follow:
Lerato is a 53-year old African (black) woman and is a partner in one of the big marketing firms in South
Africa. The firm has recently established new branches in China and is trying to align their global
marketing strategies to the new realities of their customer base. In order to compete successfully
internationally, this new operation abroad requires a multicultural perspective and effective cultural
adaptation of products, policies and personal attitudes. Lerato regularly travels overseas and is the first
and only woman partner in the firm. Lerato is dedicated to her work, but feels less and less motivated as
she is being discriminated against based on her primary dimensions of diversity. Lerato has also been
experiencing high levels of interpersonal conflict and finds it difficult to work effectively with colleagues
abroad due to different cultural and value orientations. In South Africa, Lerato supports a big family. She
has just built a house for her family, which includes her parents, her parents-in-law, her divorced son and
his two children, as well as her own three children. Lerato’s husband has Alzheimer's disease which is at
a very advanced stage. She has hired a full-time nurse to care for him at home. In her whole family,
Lerato is the only one who has a regular income and extensive work experience. Both her daughters are
studying and her son has just been retrenched.
QUESTION 2
2.1. Distinguish between primary and secondary dimensions of diversity. Substantiate your discussion
by identifying, from the scenario, any three examples of primary dimensions and three examples of
secondary dimensions. (10)
2.2. As the human resource manager in this organization, you have the responsibility of convincing
managers about the important role of facilitating diversity awareness in the organization. Provide an
outline of the basic arguments you would use during these consultations by discussing the information
from Reece and Brandt (1993) and Cross and White (1996). (20)
2.3. Based on the Bennett model for developing intercultural sensitivity, provide an outline of the
interventions you would use that would allow for the acceptance of differences in this organization.
(10)
TOTAL (75)
©
UNISA 2020
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