IOP3704 Assignment 2 (COMPLETE ANSWERS) Semester 2 2025 - DUE 2025; 100% correct solutions and explanations.

IOP3704 Assignment 2 (COMPLETE ANSWERS) Semester 2 2025 - DUE 2025; 100% correct solutions and explanations. IOP3704 – EMPLOYMENT RELATIONS ASSESSMENT 2 COMPULSORY ESSAY ASSESSMENT 2: SEMESTER 2 [2025] BASED ON LESSONS 3 TO 5 Assessment 02: Instructions The following are specific requirements relating to the layout and technical presentation of assignments: Cover page: The first page of your document should display information such as the module code, assignment number, and your name and student number. Table of contents: Always include a table of contents on the second page, listing the headings and subheadings of your assignment. The titles and subheadings should describe the content of the sections, should be numbered, and provide the page numbers. Introduction: There should be only one introduction to the assignment, not one per question. Discussion: This is also called the body of the assignment. Use the numbers of the questions as numbered for Assessment 2. Conclusion: There should be a conclusion at the end of your assignment. This section summarises the most important aspects addressed in the assignment. There should be only one conclusion and not one per question. Reference List: Provide full details in a list of references at the end of your assignment. Use the APA referencing method. Please make sure to reference all the sources you consulted to answer the questions. PLEASE READ THE CASE STUDY BELOW AND ANSWER THE QUESTIONS THAT FOLLOW. Case Study: Navigating Employment Relations Challenges at SkyJet Airlines SkyJet Airlines is a regional aviation company operating in Africa and the Middle East with a workforce of approximately 2,000 employees, including pilots, cabin crew, maintenance engineers, and ground staff. The workforce is diverse, multicultural, and often works under high-risk, high-stress conditions. Despite its operational success, SkyJet Airlines faced serious employment relations challenges that began to affect performance and safety compliance. Despite solid financial performance, the company was facing: • Increasing conflict between pilots and management. • High levels of stress among cabin crew. • Communication breakdowns across departments. • Rising absenteeism and staff turnover (especially among ground staff). • Low job satisfaction scores in annual internal surveys. In 2024, SkyJet Airlines began experiencing severe challenges in employee relations, including: • A sharp increase in industrial disputes. • Rising employee dissatisfaction. • High staff turnover (especially in the service and maintenance department and administrative roles). • Tensions between local unions and management. To address all these, the organisation leadership partnered with industrial psychologists and an internal HR task force to analyse the internal and external factors affecting employee relations and implement evidence-based interventions. The leaders and managers of the organisation also contracted with this team to strengthen the employment relations and enhance the overall health of the organisation. The following problems are present in SkyJet Airlines • Pilots and maintenance staff reported low job satisfaction, and there was a mismatch between job demands and personal capabilities. • There were frequent conflicts between cabin crew and operations managers over scheduling, duties, and communication breakdowns. • Crew members (especially pilots and cabin crew) reported high fatigue, emotional exhaustion, and work-life imbalance. • Many employees believed the annual performance reviews were biased and lacked transparency. • Line managers and supervisors lacked the psychological skills to motivate and handle conflicts among diverse crews. • Line managers and supervisors lacked the psychological skills to motivate and handle conflicts among diverse crews. Examples of Key Factors Affecting Employee Relations 1. A shift toward a top-down management style under a new CEO led to feelings of exclusion among employees, especially in decision-making processes related to workload and safety protocols. 2. Rapid expansion into new markets diluted the company’s original culture, creating confusion and misalignment between employees in different regions. 3. The service and maintenance department staff complained about last-minute shift changes and a lack of clarity in task assignments. 4. Soaring inflation rates in key operating regions led to decreased purchasing power for employees, especially in lower-income roles. 5. New labour laws in South Africa and Kenya increased union bargaining power, leading to more aggressive wage and safety demands. 6. The company’s automation and extensive use of AI systems threatened certain job roles, causing fear and resistance among employees. The Gap in Employment Relations seems to affect the company in ways that were not expected, and the management is in dire need of assistance. SkyJet’s leadership initially relied heavily on traditional HR practices centred on payroll, recruitment, and policy enforcement. However, the following issues emerged: Identified Challenges: • High crew turnover and absenteeism (particularly among flight attendants) • Conflicts between ground staff and management • Low morale and rising safety violations • Lack of psychological support for workers under extended contracts • Minimal communication channels for employee voice These issues were compounded by the unique nature of aviation work, including isolation, hierarchical command structures, and extended periods away from home. HR lacked the psychological insight to address these complex relational and behavioural dynamics, highlighting a significant gap in employment relations management. PLEASE USE THE CASE STUDY TO ANSWER THE FOLLOWING QUESTIONS: QUESTION 1: [10] Use the information in the case study and its scenario to critically analyse the gaps noted and advise on the contributions that Industrial Psychologists can make regarding the employment relations of SkyJet. QUESTION 2: [6]