Essay
LRM4801 ASSIGNMENT 9 2024 (WITH CASE EXAMPLES)
- Institution
- University Of South Africa (Unisa)
LRM4801 ASSIGNMENT 9 2024 (WITH CASE EXAMPLES)
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passmatetutorials@gmail.com LRM4801 ASSIGN 4 20240612621185/0680538213/0717513144
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,passmatetutorials@gmail.com LRM4801 ASSIGN 4 2024
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Question 1: Strategic management at Ubuntu Tech Solutions
1.1 Ubuntu Tech Solutions operates in a highly competitive and fast-paced
technology sector, dealing with various internal and external pressures that
impact its employment relations. These include compliance with South African
labour laws, managing diverse employee needs, and handling union activity.
Given the complexity of the company’s environment, a simple linear model may
not be sufficient to address the challenges it faces.
Considering the dynamic and multifaceted nature of Ubuntu Tech Solutions,
explain why a holistic and integrated systems model would be more effective in
managing employment relations at the company.
In your explanation, highlight how such a model would help address the various
internal and external factors - such as employee relations, diversity, compliance
with labour laws, and union negotiations -affecting the organisation. (8)
At Ubuntu Tech Solutions, a comprehensive and integrated systems model works
better for handling employment relations since it considers the several, linked factors
influencing workplace dynamics and company results. Unlike a simple linear model,
which addresses issues in isolation, a systems approach takes the whole picture and
the links between several facets in the company (Johnston, 2022).
Employee Relations and Well-being
A fast-paced, "work harder, faster" attitude aggravates problems including personnel
turnover and frustration with work-life balance that Ubuntu Tech Solutions has been
facing. Employee well-being would be included into the whole organisational structure
in a systems model. Dealing with this in line with the corporate culture, management
style, and workload distribution will help to foster a favourable environment (Sparks,
2023). For instance, flexible working schedules and wellness initiatives could be
progressively included into team dynamics, leadership style, and employee
performance reviews. This approach encourages a balance between staff well-being
and creativity, therefore enabling more long-term sustainable work demands.
Diversity and Inclusivity
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Although Ubuntu Tech Solutions is committed to diversity and inclusion, it has found
difficulty giving under-represented groups equitable opportunities. At all levels of the
company, a systems model can help to integrate mentoring programs, initiatives at
career development, and fair evaluation systems. The idea would guarantee that
diversity and inclusion are seen as fundamental values rooted throughout the
employee life, from recruiting to promotion to leadership development, not as separate
policies (Weiss, 2023). This link would guarantee fair treatment for all employees by
means of a consistent approach for achieving employment equality goals and
enhancing corporate culture.
Compliance with Labour Laws
The company is facing challenges with compliance to South African labour laws,
particularly under the Employment Equity Act (EEA), the Basic Conditions of
Employment Act (BCEA), and Labour Relations Act (LRA). An integrated systems
model would ensure that compliance is woven into the daily operations and decision-
making processes. For example, in revising labour relations policies, Sipho Nkosi
could implement compliance checks that align the company’s HR practices with the
law while maintaining an open dialogue with employees (LeBaron, 2021). By seeing
the regulatory environment as a system with interconnected legal, HR, and
management elements, the company can more proactively manage its compliance
obligations rather than react to audits and complaints.
Union Activity and Negotiations
Given that Ubuntu Tech Solutions has little experience with unions, the union activity
at the Cape Town branch emphasises the importance of the corporation for properly
managing industrial relations. One can create a framework for communication and
cooperation between unions and management by means of a systems model.
Management may resolve union discontent early on by establishing open lines of
contact, knowing the underlying problems, and starting early conversations (Johnston,
2022). The approach would promote openness so that staff members feel heard and
that their issues are included into procedures of decision-making. It would also help
the company's more general strategy to incorporate union relations, therefore enabling
greater understanding of employee requirements and faster resolution of conflicts.
Addressing Employee Engagement and Satisfaction
, passmatetutorials@gmail.com LRM4801 ASSIGN 4 2024
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Employee engagement is low due to a combination of factors such as poor work-life
balance, inadequate grievance procedures, and a lack of employee involvement in
decision-making. An integrated systems model would address these issues by
ensuring that employee feedback loops are part of the company’s culture (Lane &
Saint-Martin, 2021). For example, regular surveys, team meetings, and transparent
communication from management about the company’s direction and challenges
would allow employees to feel more involved and valued. The model also facilitates
cross-departmental collaboration and resource sharing, improving communication and
reducing the silo effect between departments such as HR, IT, and operations.
Innovation and Organizational Sustainability
Ultimately, the company's need to be creative and competitive usually leads to staff
burnout. By helping to balance long-term work practices with innovation demand, a
holistic systems approach would help to avoid personnel overworking themselves.
Including performance criteria and innovation into a more general organisational
health model will help the business to promote a creative culture while giving
employees' mental and physical health first priority.
1.2 Ubuntu Tech Solutions has outlined a strong commitment to fostering open
communication, fair treatment, and mutual respect in its employment relations (ER)
strategy. However, despite these goals, there is currently no formal Employment
Relations Policy in place to support and guide this strategy, especially considering
recent challenges such as union activity in the Cape Town branch, non-compliance
with the Basic Conditions of Employment Act (BCEA), and employment equity
concerns.
Explain to the executive team of Ubuntu Tech Solutions why it is important to have a
formal Employment Relations Policy in place to support the company’s ER strategy.
Additionally, suggest at least two relevant policy statements that can be included in
the document, specifically addressing Ubuntu Tech Solution’s need to manage
workplace disputes, employee engagement, and compliance with South African labour
laws. (6)
A formal Employment Relations (ER) Policy is critical for Ubuntu Tech Solutions for
several reasons, especially given the current challenges the company is facing. While
the company has outlined its commitment to open communication, fair treatment, and
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