HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024
HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024; 100% TRUSTED Complete, trusted solutions and explanations.
HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024
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Human Resource Management for Line Managers
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HRM2605 Assignment 6 (COMPLETE
ANSWERS) Semester 2 2024 - DUE 25
October 2024
,QUESTION 1 [25 marks] Read the following scenario and then answer the questions that follow.
Godfrey Makobane is the plant manager of a light assembly plant in Cape Town. Approximately
a year ago, Melvin Alers, the plant manager from a similar facility in Gauteng, visited the Cape
Town plant. During the visit, the two managers compared various metrics, including
absenteeism and turnover rates. Melvin's plant reported an average absenteeism and turnover
rate of 5% each. In contrast, Godfrey discovered that his Cape Town plant had much higher
rates: 10% absenteeism and 12% turnover. Concerned about these discrepancies, Godfrey met
with his HR manager, Ms Amusa, and his two supervisors to address the issue. During the
meeting, Nomvuyo Bekwa, one of the supervisors, suggested that there might be a connection
between job satisfaction and the high rates of absenteeism and turnover at the Cape Town plant
QUESTION 1
As the consultant who administered the job satisfaction survey, it
is crucial to analyze the findings in the table to provide Godfrey
with insights into the root causes of the high absenteeism and
turnover rates at the Cape Town plant. The survey results indicate
significant dissatisfaction among employees across various
aspects of their job, which likely contributes to these issues.
1. The Job Itself (40% satisfied, 60% dissatisfied): A majority
of the employees are dissatisfied with their roles, as evidenced by
the 60% dissatisfaction rate. This could indicate that the job is
monotonous, lacks meaningful engagement, or fails to provide
opportunities for autonomy and creativity. Employees may feel
that the tasks they perform do not challenge them, resulting in
boredom and disengagement. Another factor could be that the job
lacks clarity or that employees are not well-matched to their roles,
which can lead to frustration and poor performance.
PAGE 1
, 2. Relationships with Co-workers (49% satisfied, 51%
dissatisfied): The split between satisfied and dissatisfied
employees regarding their relationships with coworkers suggests
that there are issues related to workplace culture and teamwork.
Employees may be experiencing conflict, poor communication, or
a lack of collaboration among team members. A lack of
camaraderie or mutual support in the workplace can diminish job
satisfaction and create a tense working environment, contributing
to higher absenteeism and turnover.
3. Immediate Supervisor (45% satisfied, 55% dissatisfied):
More than half of the employees are dissatisfied with their
immediate supervisors, which can indicate problems with
leadership and management styles. Employees may feel that their
supervisors are not providing adequate support, guidance, or
recognition for their efforts. Additionally, poor interpersonal skills,
unfair treatment, and lack of transparent communication from
supervisors can lead to a breakdown in trust and motivation,
affecting overall job satisfaction.
4. Career Development/Promotions (37% satisfied, 63%
dissatisfied): The dissatisfaction with career development and
promotion opportunities is a significant concern. A majority of the
employees feel that they have limited opportunities for
advancement within the company, which can lead to feelings of
stagnation and a lack of motivation to perform well. When
employees do not see a clear path for growth or do not receive
proper training and development opportunities, they are more
likely to seek employment elsewhere, increasing turnover rates.
PAGE 2
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