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IOP2604 EXAM PACK 2022
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IOP2604EXAM PACK
,UNIVERSITY EXAMINATIONS
October/November 2020
IOP2604
Psychological Adjustment in the Work Context
80 Marks
Duration: 2 Hours
EXAMINERS:
FIRST: MS B MAHLANGU MS R MATABOLOGA
SECOND: MR MA MATJIE
This examination question paper consists of 10 pages.
Instructions:
(1) Submit your answers as a single document in PDF format. It is preferable for you to type your
answers (Font: Arial 12) and then convert your document to PDF format for submission.
However, if this is not possible, you may also write your answers down and scan them to a PDF
file. Please write legibly.
(2) Start with a cover page stating the module code (IOP2604) and your student number.
(3) This should be followed by your answers to the questions. Note that all three questions are
compulsory. There are no elective questions.
(4) There is no need for a table of contents, introduction, conclusion or list of references (as was
required in your assignments). Simply answer the questions asked.
(5) Make sure that each question and sub-question is clearly numbered.
(6) While you are not required to cite your sources, this does not mean that you can simply copy
information from any source. You need to answer the questions in your own words. Plagiarism
will not be tolerated and may result in disciplinary action if detected.
(7) Please ensure that you have submitted an Honour pledge on myUnisa.
(8) Please ensure that your PDF document is NOT encrypted to a “secured” mode and that it is
NOT password protected as these files cannot be marked. Virus infected files will also not be
marked.
(9) Submit your answers in one PDF document by using the Assessment Info tool on myUnisa.
Detailed instructions are provided in Tutorial Letter IOP2604/202/4/2020.
[TURN OVER]
, 2
IOP2604
10/11 2020
QUESTION 1
Read the following scenario carefully and answer the questions that follow on your answer
sheet:
Workplace wellness: Should businesses prioritise employee mental health?
Stress, burnout and anxiety are increasing in the workplace and directly affect employees' ability to work
efficiently. Should the onus be on the employer to ensure employee wellness, and consequent maximum
productivity?
Depression, anxiety and even suicide are on the increase in South Africa. The World Health
Organization (WHO) reported in May this year that, globally, 264 million people are suffering from
depression, which is one of the leading causes of disability.
Not only does poor employee mental health impact people's personal lives, but also hampers
productivity, resulting in smaller profit margins. Companies need to "tap into" workplace wellness now
more than ever, says Kemble Morgan, registered pharmacist and entrepreneur.
“I recall a time when anxiety started becoming a buzzword amongst many disgruntled employees…
“A fast-paced lifestyle has now led us to a place where the working world is finally sitting up to take
notice of their healthcare needs,” he says.
In the past, some corporate wellness programmes were well intentioned but poorly executed. Today,
however, employees are more informed, and psychologically healthy workplaces have become more
common.
Figures from workplace health and wellness solutions company Occupational Care South Africa show
that absenteeism costs the South African economy between R12 billion and R16 billion each year – with
much of it relating to workplace stress, burnout syndrome and employee health.
Last year it was reported that South Africans are among the hardest workers in the world. Posen points
out that the velocity and volume of work that has resulted in employees working longer hours and feeling
more pressure, and having little time for basic health habits like sleep, exercise and nutrition, has
increased over the years. The resulting absenteeism, sick leave, staff turnover and burnout end up
costing companies a lot of money – and adding employee wellness programmes costs even more.
, 3
IOP2604
10/11 2020
If stress and work burnout can impact the growth and productivity of a business, and disrupt the
workforce, causing financial losses, then the need for companies to provide employees with resources
to help them attain better health cannot be overstated.
a) What methods can employers use to create healthy, positive organisations? (10)
b) Develop a holistic employee wellness initiative with diverse ways to encourage a healthier,
happier workforce. (15)
Subtotal: [25]
QUESTION 2
Read the following scenario carefully and answer the questions that follow on your answer
sheet:
The impact of COVID-19 on the well-being of healthcare workers
Thembelihle Mokapa, a professional nurse in Mpumalanga said this during an interview with a reporter:
"We work, we care for and support our family, and we care for ourselves. We commit to juggling these
roles in life, but doing so often puts us in overwhelming situations and constantly managing conflicting
priorities. This pattern of physical and mental strain can take a toll on our well-being, our ability to care
for others, and sometimes, our health and safety at work".
Medical staff caring for COVID-19 patients face mental stress, physical exhaustion, separation from
families, stigma, and the pain of losing patients and colleagues. Many of them have acquired COVID-
19 and some have died. In Africa, where the pandemic is escalating, there are major gaps in response
capacity, especially in human resources and protective equipment.
Caring for patients with COVID-19 disease causes considerable mental stress, resulting in high levels
of anxiety and post-traumatic stress disorders, especially among nurses. These conditions have a major
impact on healthcare workers, but also undermine their decision-making ability and quality of interaction
with patients. It is worth bearing in mind that the strain experienced at work is compounded by the very
same disruptions and uncertainties felt by members of the general population at this time.
In any biological disaster, fear and stigmatisation are heightened, and healthcare workers may be a
target of the latter. Many healthcare workers in the recent Ebola and SARS epidemics experienced
considerable stigmatization, loneliness and even loss of trust within their own communities. In Singapore
during the SARS epidemic in the early 2000s, for example, one nurse in a lift was told that her presence
in the lift was spreading the virus to others, and another was scolded by fellow passengers for making
trains “dirty”. These factors are of critical importance and healthcare workers need to feel socially
supported; this may affect their self-efficacy, sleep quality and anxiety levels. The degree to which we
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