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IOP2607 EXAM PORTFOLIO 2024
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IOP2607 EXAM PACK2024
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|44660598
Student Number: 41329007
Name: Ntokozo Mbhalati
Module Code: IOP2607
Module Title: Work Group Dynamics and Diversity
Oct/Nov Exams
Date: 18 – 20 October 2021
DECLARATION OF AUTHENTICITY
I Ntokozo Mhlongo, student number: 41329007 declare that I am the author of this
assessment document for IOP2607. I further declare that the entire document is my own,
original work and where I used other information and resources, I did s in a responsible
manner. I did not plagiarise in any way and have referenced and acknowledged any
resources that I consulted and used to complete this assignment according to the
requirements of the required style of referencing. By signing this declaration, I acknowledge
that I am aware of what plagiarism is and the consequences thereof. Furthermore, I
acknowledge that I am aware of Unisa’s policy on plagiarism and understand that is there is
evidence of plagiarism within this document Unisa will take action.
Date: 18 October 2021_____
Place: North Riding, Johannesburg___________
Signature: _______________________________
QUESTION1
1.1 Identify and discuss the most common and subtle forms of discrimination
in organisations. Conclude your discussion by discussing the most
common forms of discrimination that Lerato may be facing and provide
examples from the case study to substantiate your answer.
• Gender: According to Block & Noumair 2015, because of the changing
socioeconomics of the working environment, with ladies and people of colour
developing in their representation within the workforce, it is basic for organisation
alter pioneers to be able to completely engage everyone they work with, which
needs getting to be mindful of differences elements in frameworks and how they
have an effect on person and authoritative execution. Segregation based on
sexual orientation has been and proceeds to be, the center of much
consideration. The conventional parts ladies have held in society have undergone
tremendous changes within the past few decades. Increasingly women are
entering the workforce, not as it were to supplement family pay but too to pursue
careers in already all-male careers. Men have moreover been examining the
parts chosen for them by society and are finding modern choices for themselves.
, lOMoARcPSD|44660598
Most companies have perceived that discrimination based on gender may be a
reality and have taken steps to reduce this problem.
• Age: The changing age composition of the workforce is driving the workplace to
make several changes. Companies are learning how to bargain effectively with
workers that are older. The organisations cannot discriminate on the premise of
age. Companies must too learn how to bargain with younger employees, who
have values uniquely distinctive from those of their older counterparts (Munjuri
2012). Age differing qualities infers that there's a wide representation of
distinctive age groups in an organisation. Age differences is for the most part
depicted as a surface-level and less task-related sort of differing qualities
(Lauring & Selmer 2013). Discrimination based on age can apply to the more
seasoned laborer (40 to 70 years of age) and the more youthful laborer (18 to 25
years of age). Even though organisations can now not require obligatory
retirement at a particular age, representatives approaching this age are regularly
casualties of powerful, more inconspicuous shapes of discrimination. They may
be laid off, have their workload cut back, lose their eligibility for advancement or
be given “make-work” ventures that keep them out of the mainstream of the
organisation.
• Race: Gender, age and race are considered to be social category differences
with little constructive habit for authoritative purposes (Lauring & Selmer 2013).
Racial separation is discrimination based on characteristics common to a
person’s origin or skin colour. Because people cannot change who they are their
skin colour to blend with that of the leading, typically regularly the foremost rigid
kind of discrimination to overcome.
• Disability: Representatives whose work assignments are constrained by their
mental or physical abilities are frequently alluded to as “handicapped” or
“disabled”. These terms focus on what a individual cannot do instead of on what
that individual can do. Today the more worthy term is “a individual with
disabilities”, since it acknowledges that physical and/or mental contrasts are
auxiliary to the individual. Essentially this term includes individuals who have
mental retardation, deafness or hearing impedance, discourse or dialect
impairment, visual disability, serious emotional disturbance, orthopaedic disability
or other wellbeing disability.
• Sexual Orientation: Segregation based on a person’s sexual orientation is
called a heterosexism (predisposition in support of heterosexuality) or
homophobia (fear of homosexuals). Not long back, gays and lesbians in
companies went to great lengths to keep their sexuality to themselves and not
share with anyone. But with the women’s development, the gay rights
development and, more as of late, the Aids predicament, numerous gays and
lesbians have “come out of the closet” to request their rights as individuals of
society. Indeed, numerous youthful individuals entering the workforce who are
utilized to the relative tolerance on college campuses refuse to shy away from
who they once they are within the work environment.
Lerato is faces gender discrimination as she is the first and only woman partner in
the firm because she is being discriminated against her gender. She is also being
discriminated against her race as well I guess because she is black woman. And all
that makes it difficult for her to do her work but which puts her in a difficult situation
because she needs to support her family.
, lOMoARcPSD|44660598
1.2 Compare the two individual diversity development models, namely the
Bennett model and the Mendez-Russell model. Conclude your discussion
by explaining which model would be most useful for developing employees'
diversity awareness in your organisation.
• Bennet model: Developing intercultural sensitivity
This framework describes the different ways in which people can react to cultural
differences. There are six stages of increasing sensitivity to difference, Bennet’s
model identifies the fundamental cognitive introductions people utilize to recognize
social distinction. Each position along the continuum speaks to progressively
complex perceptual organizations of social contrast, which in turn permit
progressively advanced encounters of other societies.
The first three stages are ethnocentric as one sees his own culture as central to
reality. Climbing the scale, one develops a more and more ethnorelative point of
view, meaning that one experiences one's own culture as in the context of other
cultures. By the fourth stage, ethnocentric views are replaced by ethnorelative views.
Stage 1: Denial of Difference
People experience their claim culture as it were “real” one. Other societies are either
not take note at all or are caught on in an undifferentiated, oversimplified way.
Individuals at this position are by and large uninterested in social distinction, but
when stood up to with contrast their apparently kind acknowledgment may alter to
forceful endeavors to dodge or dispense with it. Most of the time, this can be a result
of physical or social separation, where the individual’s interpretations are never
challenged and are at the center of their reality
Interventions: Explicit behavioural guidelines; interventions aimed at recognising
differences
Stage 2: Defence against Difference
Resistance happens in case people feel doubt toward social practices or ideas that
are diverse from their possess. They may indeed feel undermined by cultural
differences. Within the resistance arrange, there are negative sentiments and a
dependence on stereotypes and these people may indeed feel undermined by social
differences. Individuals may intentioned make physical or social boundaries to other
cultures (Boateng & Thompson 2013).
Interventions: Focus on similarities; emphasise commonalities; explicit behavioural
guidelines.
Stage 3: Minimisation of Difference
The encounter of likeness exceeds the involvement of contrast. Individuals recognize
shallow social contrasts in nourishment, traditions, etc.,. but they emphasize human
closeness in physical structure, mental needs, and/or accepted adherence to
widespread values. Individuals at this position are likely to accept that they are now
not ethnocentric, and they tend to overestimate their resistance whereas belittling the
impact (e.g. “privilege”) of their possess culture.
Interventions: Simulations; role playing the part of someone different; building
relationships with people who are different.
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