Human Resource Management for Line Managers (HRM2605)
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University Of South Africa (Unisa)
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Human Resource Management in South Africa
Well-structured HRM2605 Assignment 6 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED. (DETAILED ANSWERS - DISTINCTION GUARANTEED!)..... 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 ...
HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024
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Human Resource Management for Line Managers (HRM2605)
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HRM2605
Assignment 5 Semester 2 2024
Unique Number:
Due Date: 25 October 2024
QUESTION 1
1.1.
1.1.1.
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.
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QUESTION 1
1.1.
1.1.1.
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.
2. Relationships with Co-workers (49% satisfied, 51% dissatisfied): The split between
satisfied and dissatisfied employees regarding their relationships with co-workers 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.
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