HRM2602 2025 ASSIGNMENT 2 SEM 1 2025 HRM2602 2025
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR HRM2602. IT IS BASED ON PRESCRIBED
MATERIAL AND EXTERNAL RESEARCH. THE DOCUMENT CONTAINS BOTH
SHORT NOTES AND A RESPONSE EXAMPLE FOR EACH QUESTION.
STUDENTS ARE THEREFORE ADVISED NOT TO COPY AND PASTE BUT USE
THE DOCUMENT AS A RESEARCH GUIDE THAT WOULD HELP THEM DRAFT
THEIR OWN FINAL COPIES.
, HRM2602 2025 ASSIGNMENT 2 SEM 1 2025 HRM2602 2025
Introduction
This assignment explores key issues in human resource management, including
workplace diversity, stress and burnout, competency-based planning, and remote
work arrangements. Each question is addressed using a combination of the case study
provided and relevant HRM theory, with in-text citations and a list of references
provided at the end.
Question 1
1.1 Leah's Perspective: Shanah's Behaviour
From Leah's perspective, Shanah is guilty of sexual harassment and abuse of
power. The branch manager made an inappropriate comment implying that physical
contact (a hug) could lead to a better performance rating. His words "If you play along,
sweetheart, it might just be worthwhile for you" demonstrate coercive behaviour linked
to a workplace evaluation. After Leah rejected his advances, he retaliated by giving
her tight deadlines and a lower appraisal score. Furthermore, his sexist comment
"women, they are nothing but trouble and blondes have no brains anyway" shows
discriminatory behaviour and creates a hostile work environment (Nel et al., 2022).
1.2 Amanda’s Comments and Diversity Distortion
Amanda's statements "Just make sure that you work for a woman in future" and "Don't
let a man upset you!" are not appropriate. These are examples of gender
stereotyping, a form of diversity distortion. Diversity distortion refers to making
assumptions or holding biases based on group characteristics such as gender or race
(Grobbler et al., 2022). Amanda assumes that all women are better managers than
men and that men are naturally difficult to work with, which is a generalisation that
promotes unfair bias and can undermine team cohesion and inclusivity in the
workplace.
1.3 Physical Statements for a Stress Symptoms Questionnaire
As a wellness manager, the following physical symptoms would be useful in identifying
stress among employees:0717513144
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR HRM2602. IT IS BASED ON PRESCRIBED
MATERIAL AND EXTERNAL RESEARCH. THE DOCUMENT CONTAINS BOTH
SHORT NOTES AND A RESPONSE EXAMPLE FOR EACH QUESTION.
STUDENTS ARE THEREFORE ADVISED NOT TO COPY AND PASTE BUT USE
THE DOCUMENT AS A RESEARCH GUIDE THAT WOULD HELP THEM DRAFT
THEIR OWN FINAL COPIES.
, HRM2602 2025 ASSIGNMENT 2 SEM 1 2025 HRM2602 2025
Introduction
This assignment explores key issues in human resource management, including
workplace diversity, stress and burnout, competency-based planning, and remote
work arrangements. Each question is addressed using a combination of the case study
provided and relevant HRM theory, with in-text citations and a list of references
provided at the end.
Question 1
1.1 Leah's Perspective: Shanah's Behaviour
From Leah's perspective, Shanah is guilty of sexual harassment and abuse of
power. The branch manager made an inappropriate comment implying that physical
contact (a hug) could lead to a better performance rating. His words "If you play along,
sweetheart, it might just be worthwhile for you" demonstrate coercive behaviour linked
to a workplace evaluation. After Leah rejected his advances, he retaliated by giving
her tight deadlines and a lower appraisal score. Furthermore, his sexist comment
"women, they are nothing but trouble and blondes have no brains anyway" shows
discriminatory behaviour and creates a hostile work environment (Nel et al., 2022).
1.2 Amanda’s Comments and Diversity Distortion
Amanda's statements "Just make sure that you work for a woman in future" and "Don't
let a man upset you!" are not appropriate. These are examples of gender
stereotyping, a form of diversity distortion. Diversity distortion refers to making
assumptions or holding biases based on group characteristics such as gender or race
(Grobbler et al., 2022). Amanda assumes that all women are better managers than
men and that men are naturally difficult to work with, which is a generalisation that
promotes unfair bias and can undermine team cohesion and inclusivity in the
workplace.
1.3 Physical Statements for a Stress Symptoms Questionnaire
As a wellness manager, the following physical symptoms would be useful in identifying
stress among employees:0717513144
