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QUESTION 1
1. Identify, discuss and provide examples from the case study of the psychosocial factors in the
work environment which are influencing factors that may be the cause of the relationship
problems between employees and leadership experienced in Company ABC.
1. Poor Leadership and Inconsistent Support
Leadership plays a critical role in employee well-being, motivation, and commitment. When leaders
are inconsistent, fail to provide support, or lack recognition systems, employees experience reduced
psychological safety, lower engagement, and increased cynicism. Rothmann & Cooper (2022)
highlight that managers often underestimate their influence on employees’ flourishing, commitment,
and intention to stay.
Example from the case study: Employees struggled with “inconsistency in leadership support” and
felt that leaders had a “minimal recognition system and limited career development opportunities.”
This contributed to work disengagement and detachment.
Poor Communication from Senior Management
Communication is a core organizational process. Downward communication (from management to
employees) should clarify roles, provide feedback, and promote meaningful work. When
communication is poor, employees experience role ambiguity, reduced trust, and lower job
satisfaction. Rothmann & Cooper (2022) note that communication quality affects well-being, and
poor upward communication can silence critical issues.
Example from the case study: “Poor communication from senior management” was a key concern.
Employees felt that “the individual roles of their leaders were ambiguous and unclear,” leading to
confusion and frustration with management.
Lack of Career Development and Growth Opportunities
Career development is essential for employee motivation and retention. When organizations fail to
provide growth opportunities, employees experience low professional efficacy, reduced meaning at
work, and increased turnover intentions. Rothmann & Cooper (2022) emphasize that career
development actions help meet employee expectations for interesting, meaningful work.
Example from the case study: The organisational psychologist found that employees experienced
“limited career development opportunities” and “no longer experienced meaning or personal growth
at work,” which directly contributed to low dedication and commitment toward leadership and
organisational goals.
Ambiguity of Leaders’ Roles
Role ambiguity is a significant job demand and source of occupational stress. When employees do
not understand what their leaders are responsible for or how decisions are made, it undermines trust,
increases anxiety, and damages leader-member exchange (LMX) relationships. Rothmann & Cooper
(2022) describe role ambiguity as a stressor that reduces well-being and performance.
Example from the case study: Employees explicitly stated that “the individual roles of their leaders
were ambiguous and unclear to them as employees.” This lack of clarity created confusion and likely
contributed to the cynicism and emotional exhaustion reported toward management.
QUESTION 1
1. Identify, discuss and provide examples from the case study of the psychosocial factors in the
work environment which are influencing factors that may be the cause of the relationship
problems between employees and leadership experienced in Company ABC.
1. Poor Leadership and Inconsistent Support
Leadership plays a critical role in employee well-being, motivation, and commitment. When leaders
are inconsistent, fail to provide support, or lack recognition systems, employees experience reduced
psychological safety, lower engagement, and increased cynicism. Rothmann & Cooper (2022)
highlight that managers often underestimate their influence on employees’ flourishing, commitment,
and intention to stay.
Example from the case study: Employees struggled with “inconsistency in leadership support” and
felt that leaders had a “minimal recognition system and limited career development opportunities.”
This contributed to work disengagement and detachment.
Poor Communication from Senior Management
Communication is a core organizational process. Downward communication (from management to
employees) should clarify roles, provide feedback, and promote meaningful work. When
communication is poor, employees experience role ambiguity, reduced trust, and lower job
satisfaction. Rothmann & Cooper (2022) note that communication quality affects well-being, and
poor upward communication can silence critical issues.
Example from the case study: “Poor communication from senior management” was a key concern.
Employees felt that “the individual roles of their leaders were ambiguous and unclear,” leading to
confusion and frustration with management.
Lack of Career Development and Growth Opportunities
Career development is essential for employee motivation and retention. When organizations fail to
provide growth opportunities, employees experience low professional efficacy, reduced meaning at
work, and increased turnover intentions. Rothmann & Cooper (2022) emphasize that career
development actions help meet employee expectations for interesting, meaningful work.
Example from the case study: The organisational psychologist found that employees experienced
“limited career development opportunities” and “no longer experienced meaning or personal growth
at work,” which directly contributed to low dedication and commitment toward leadership and
organisational goals.
Ambiguity of Leaders’ Roles
Role ambiguity is a significant job demand and source of occupational stress. When employees do
not understand what their leaders are responsible for or how decisions are made, it undermines trust,
increases anxiety, and damages leader-member exchange (LMX) relationships. Rothmann & Cooper
(2022) describe role ambiguity as a stressor that reduces well-being and performance.
Example from the case study: Employees explicitly stated that “the individual roles of their leaders
were ambiguous and unclear to them as employees.” This lack of clarity created confusion and likely
contributed to the cynicism and emotional exhaustion reported toward management.
