HRM2601
Assignment 2 Semester 2 2025
Unique Number:
Due Date: 12 September 2025
INTRODUCTION
Effective human resource management is critical for maintaining employee morale, fostering
collaboration, and achieving organisational goals. The scenario involving Amina Adam at
Mzansi Retail Group highlights several challenges common in dynamic workplace
environments, including leadership style, communication barriers, and work-life balance.
Amina’s authoritative approach and limited engagement with staff have created tension and
misunderstandings, impacting both team cohesion and productivity. Additionally, her late
arrivals, although offset by after-hours work, have led to perceptions of disengagement
among colleagues. These issues demonstrate the importance of upward communication,
supportive leadership traits, and strategies that promote employee well-being. Furthermore,
the absence of a formal orientation programme underscores the need for effective
onboarding to integrate new employees successfully. This assignment analyses key human
resource practices such as communication methods, leadership development, work-family
balance strategies, orientation, internal staffing approaches, and job satisfaction surveys to
propose solutions that will improve morale, productivity, and organisational effectiveness at
Terms of use
Mzansi Retail Group. By making use of this document you agree to:
Use this document as a guide for learning, comparison and reference purpose,
Terms of use
Not to duplicate, reproduce and/or misrepresent the contents of this document as your own work,
By making use of this document you agree to:
Use this document
Fully accept the consequences
solely as a guide forshould you plagiarise
learning, reference,or and
misuse this document.
comparison purposes,
Ensure originality of your own work, and fully accept the consequences should you plagiarise or misuse this document.
Comply with all relevant standards, guidelines, regulations, and legislation governing academic and written work.
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is" without any express or
implied representations or warranties. The author accepts no responsibility or liability for any actions taken based on the
information contained within this document. This document is intended solely for comparison, research, and reference purposes.
Reproduction, resale, or transmission of any part of this document, in any form or by any means, is strictly prohibited.
, +27 67 171 1739
INTRODUCTION
Effective human resource management is critical for maintaining employee morale,
fostering collaboration, and achieving organisational goals. The scenario involving
Amina Adam at Mzansi Retail Group highlights several challenges common in
dynamic workplace environments, including leadership style, communication
barriers, and work-life balance. Amina’s authoritative approach and limited
engagement with staff have created tension and misunderstandings, impacting both
team cohesion and productivity. Additionally, her late arrivals, although offset by
after-hours work, have led to perceptions of disengagement among colleagues.
These issues demonstrate the importance of upward communication, supportive
leadership traits, and strategies that promote employee well-being. Furthermore, the
absence of a formal orientation programme underscores the need for effective
onboarding to integrate new employees successfully. This assignment analyses key
human resource practices—such as communication methods, leadership
development, work-family balance strategies, orientation, internal staffing
approaches, and job satisfaction surveys—to propose solutions that will improve
morale, productivity, and organisational effectiveness at Mzansi Retail Group.
QUESTION 1
To create a more open and collaborative environment, staff at Mzansi Retail Group
can use four practical upward communication methods to share their views with
Amina.
First, suggestion programmes can be introduced in the form of a secure online
platform or a physical suggestion box that guarantees anonymity. This gives
employees a safe way to offer creative ideas or raise concerns without fear of
judgement (Wärnich et al., 2018).
Second, formal complaint procedures should be in place, allowing employees to
raise issues step by step, starting with supervisors and moving upward if needed. An
independent ombudsman or HR representative can investigate complaints fairly and
confidentially (Wärnich et al., 2018).
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is"
without any express or implied representations or warranties. The author accepts no responsibility or
liability for any actions taken based on the information contained within this document. This document is
intended solely for comparison, research, and reference purposes. Reproduction, resale, or transmission
of any part of this document, in any form or by any means, is strictly prohibited.
Assignment 2 Semester 2 2025
Unique Number:
Due Date: 12 September 2025
INTRODUCTION
Effective human resource management is critical for maintaining employee morale, fostering
collaboration, and achieving organisational goals. The scenario involving Amina Adam at
Mzansi Retail Group highlights several challenges common in dynamic workplace
environments, including leadership style, communication barriers, and work-life balance.
Amina’s authoritative approach and limited engagement with staff have created tension and
misunderstandings, impacting both team cohesion and productivity. Additionally, her late
arrivals, although offset by after-hours work, have led to perceptions of disengagement
among colleagues. These issues demonstrate the importance of upward communication,
supportive leadership traits, and strategies that promote employee well-being. Furthermore,
the absence of a formal orientation programme underscores the need for effective
onboarding to integrate new employees successfully. This assignment analyses key human
resource practices such as communication methods, leadership development, work-family
balance strategies, orientation, internal staffing approaches, and job satisfaction surveys to
propose solutions that will improve morale, productivity, and organisational effectiveness at
Terms of use
Mzansi Retail Group. By making use of this document you agree to:
Use this document as a guide for learning, comparison and reference purpose,
Terms of use
Not to duplicate, reproduce and/or misrepresent the contents of this document as your own work,
By making use of this document you agree to:
Use this document
Fully accept the consequences
solely as a guide forshould you plagiarise
learning, reference,or and
misuse this document.
comparison purposes,
Ensure originality of your own work, and fully accept the consequences should you plagiarise or misuse this document.
Comply with all relevant standards, guidelines, regulations, and legislation governing academic and written work.
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is" without any express or
implied representations or warranties. The author accepts no responsibility or liability for any actions taken based on the
information contained within this document. This document is intended solely for comparison, research, and reference purposes.
Reproduction, resale, or transmission of any part of this document, in any form or by any means, is strictly prohibited.
, +27 67 171 1739
INTRODUCTION
Effective human resource management is critical for maintaining employee morale,
fostering collaboration, and achieving organisational goals. The scenario involving
Amina Adam at Mzansi Retail Group highlights several challenges common in
dynamic workplace environments, including leadership style, communication
barriers, and work-life balance. Amina’s authoritative approach and limited
engagement with staff have created tension and misunderstandings, impacting both
team cohesion and productivity. Additionally, her late arrivals, although offset by
after-hours work, have led to perceptions of disengagement among colleagues.
These issues demonstrate the importance of upward communication, supportive
leadership traits, and strategies that promote employee well-being. Furthermore, the
absence of a formal orientation programme underscores the need for effective
onboarding to integrate new employees successfully. This assignment analyses key
human resource practices—such as communication methods, leadership
development, work-family balance strategies, orientation, internal staffing
approaches, and job satisfaction surveys—to propose solutions that will improve
morale, productivity, and organisational effectiveness at Mzansi Retail Group.
QUESTION 1
To create a more open and collaborative environment, staff at Mzansi Retail Group
can use four practical upward communication methods to share their views with
Amina.
First, suggestion programmes can be introduced in the form of a secure online
platform or a physical suggestion box that guarantees anonymity. This gives
employees a safe way to offer creative ideas or raise concerns without fear of
judgement (Wärnich et al., 2018).
Second, formal complaint procedures should be in place, allowing employees to
raise issues step by step, starting with supervisors and moving upward if needed. An
independent ombudsman or HR representative can investigate complaints fairly and
confidentially (Wärnich et al., 2018).
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is"
without any express or implied representations or warranties. The author accepts no responsibility or
liability for any actions taken based on the information contained within this document. This document is
intended solely for comparison, research, and reference purposes. Reproduction, resale, or transmission
of any part of this document, in any form or by any means, is strictly prohibited.
