, HRM2602
ASSIGNMENT 2 SEMESTER 2
2026
DUE 4 SEPTEMBER 2026
QUESTION 1 – TIMHAKA CONSTRUCTION SOLUTIONS
1.1 Identify and discuss Mzamani’s condition
Mzamani’s condition can be identified as a substance abuse disorder, which is clinically recognised
as a pattern of harmful use of alcohol or drugs that leads to significant impairment or distress.
According to the diagnostic criteria widely accepted in the mental health field, substance abuse
disorders are characterised by an inability to control use, continued use despite negative
consequences, and the development of tolerance or withdrawal symptoms. In Mzamani’s case, the
observable signs point clearly to this condition, as his work performance and behaviour have
deteriorated to the point where he poses a direct safety risk to himself and others on the
construction site. The case study emphasises that Mzamani exhibits impaired concentration, poor
coordination, and compromised judgment, all of which are classic symptoms of substance
impairment. These symptoms are particularly dangerous in a construction environment where
employees operate heavy machinery and work at significant heights. The scholarly literature on
occupational health and safety consistently warns that even mild impairment can lead to
catastrophic accidents in such high-risk settings. Therefore, Mzamani’s condition is not merely a
private matter but a workplace concern that demands immediate and careful intervention.
1.2 Constructive approach to the possible substance-abuse problem
The most appropriate and effective method for addressing Mzamani’s possible substance abuse
problem is the constructive confrontation approach, which is widely advocated in human resource
management literature as a balanced and humane strategy. This approach, as described by
prominent scholars in the field of employee assistance programming, involves directly addressing
declining job performance while simultaneously offering genuine support and assistance to the
affected employee. The underlying philosophy of constructive confrontation is that an employer
has both the right and the responsibility to intervene in an employee's personal life only when that
personal life begins to negatively affect job performance and workplace safety. In Mzamani’s
situation, the HR manager should initiate a series of private, supportive, but firm discussions with
him, focusing exclusively on documented instances of poor performance, absenteeism, or safety
violations. During these conversations, the HR manager should avoid accusatory or judgmental
language that labels Mzamani as an addict, instead concentrating on specific observable behaviours
such as his inability to maintain steady concentration while operating machinery or his recent
near-miss incidents. The employee should be clearly informed that continued performance decline
will result in formal disciplinary action, up to and including dismissal, as outlined in the company’s
ASSIGNMENT 2 SEMESTER 2
2026
DUE 4 SEPTEMBER 2026
QUESTION 1 – TIMHAKA CONSTRUCTION SOLUTIONS
1.1 Identify and discuss Mzamani’s condition
Mzamani’s condition can be identified as a substance abuse disorder, which is clinically recognised
as a pattern of harmful use of alcohol or drugs that leads to significant impairment or distress.
According to the diagnostic criteria widely accepted in the mental health field, substance abuse
disorders are characterised by an inability to control use, continued use despite negative
consequences, and the development of tolerance or withdrawal symptoms. In Mzamani’s case, the
observable signs point clearly to this condition, as his work performance and behaviour have
deteriorated to the point where he poses a direct safety risk to himself and others on the
construction site. The case study emphasises that Mzamani exhibits impaired concentration, poor
coordination, and compromised judgment, all of which are classic symptoms of substance
impairment. These symptoms are particularly dangerous in a construction environment where
employees operate heavy machinery and work at significant heights. The scholarly literature on
occupational health and safety consistently warns that even mild impairment can lead to
catastrophic accidents in such high-risk settings. Therefore, Mzamani’s condition is not merely a
private matter but a workplace concern that demands immediate and careful intervention.
1.2 Constructive approach to the possible substance-abuse problem
The most appropriate and effective method for addressing Mzamani’s possible substance abuse
problem is the constructive confrontation approach, which is widely advocated in human resource
management literature as a balanced and humane strategy. This approach, as described by
prominent scholars in the field of employee assistance programming, involves directly addressing
declining job performance while simultaneously offering genuine support and assistance to the
affected employee. The underlying philosophy of constructive confrontation is that an employer
has both the right and the responsibility to intervene in an employee's personal life only when that
personal life begins to negatively affect job performance and workplace safety. In Mzamani’s
situation, the HR manager should initiate a series of private, supportive, but firm discussions with
him, focusing exclusively on documented instances of poor performance, absenteeism, or safety
violations. During these conversations, the HR manager should avoid accusatory or judgmental
language that labels Mzamani as an addict, instead concentrating on specific observable behaviours
such as his inability to maintain steady concentration while operating machinery or his recent
near-miss incidents. The employee should be clearly informed that continued performance decline
will result in formal disciplinary action, up to and including dismissal, as outlined in the company’s
