,IOP3707 Assignment 1 (COMPLETE ANSWERS)
Semester 1 2025 - DUE 7 April 2025
CASE STUDY: XYZ Home Loans (Please note the case study is not a
real company situation.)
Mr Superhero has been appointed at ABC Banking and will soon start in
his new job as HR Director. At his previous company, XYZ Home Loans,
where he held the same position, he had to work a notice period of two
months to ensure a proper handover and the upskilling of his six direct
reports. During his notice period, Mr Superhero took two weeks’ leave
although company policy does not permit it. Furthermore, he decided to
go for extremely expensive training in leadership and executive coaching
with money from the training budget which was earmarked for his
subordinates’ training. His leadership and executive coach training lasted
two weeks and he never used his new coaching skills at XYZ Home
Loans. To tell the truth, he planned to set up his own coaching practice.
After his leave and coach training, he had one month left to hand over
and upskill his staff.
The CEO was quite upset when she heard about his leave and training.
When she confronted him about it, Mr Superhero replied that he was
unaware of the leave policy despite his position as HR Director. In
addition, he believed that he was entitled to spend money on his own
training and that it wasn’t wrong of him to use the training budget meant
for his subordinates. Back in his office, Mr Superhero worked behind
closed doors when his staff needed him to hand over. He made vague
promises that he would make himself available on his last day. It seemed
that Mr Superhero did not provide any direction to his team. His direct
reports were confused about their roles and responsibilities. As a result,
everyone went in his or her own direction. There was no team cohesion
and no purpose. During his tenure at XYZ Home Loans, Mr Superhero
had a dislike in one of his direct reports and he made sure that he was
demoted before he left. He felt that, as HR Director, he had the right to
punish people as and when he pleased.
, Lastly, Mr Superhero asked his six direct reports to each write an
impressive reference letter before his last day at XYZ Home Loans and
to arrange a farewell gift of R20 000. Mr Superhero was quite pleased
with himself.
QUESTIONS
1.1 Discuss moral leadership and explain what it is to act like a moral
leader. Support your answers with suitable examples from the case
study. (14)
What is Moral Leadership?
Moral leadership refers to a style of leadership in which a
leader consistently demonstrates ethical behavior,
fairness, and integrity in their decisions and actions. A
moral leader prioritizes doing what is right over personal
gain and acts as a role model for ethical conduct within an
organization. Such leaders inspire trust, encourage
collaboration, and create an environment where
employees feel valued and respected.
Moral leadership is essential in organizations because it
fosters transparency, accountability, and a positive work
culture. It ensures that decisions are made based on
ethical principles rather than self-interest, which
contributes to employee engagement, organizational
growth, and sustainability.
Semester 1 2025 - DUE 7 April 2025
CASE STUDY: XYZ Home Loans (Please note the case study is not a
real company situation.)
Mr Superhero has been appointed at ABC Banking and will soon start in
his new job as HR Director. At his previous company, XYZ Home Loans,
where he held the same position, he had to work a notice period of two
months to ensure a proper handover and the upskilling of his six direct
reports. During his notice period, Mr Superhero took two weeks’ leave
although company policy does not permit it. Furthermore, he decided to
go for extremely expensive training in leadership and executive coaching
with money from the training budget which was earmarked for his
subordinates’ training. His leadership and executive coach training lasted
two weeks and he never used his new coaching skills at XYZ Home
Loans. To tell the truth, he planned to set up his own coaching practice.
After his leave and coach training, he had one month left to hand over
and upskill his staff.
The CEO was quite upset when she heard about his leave and training.
When she confronted him about it, Mr Superhero replied that he was
unaware of the leave policy despite his position as HR Director. In
addition, he believed that he was entitled to spend money on his own
training and that it wasn’t wrong of him to use the training budget meant
for his subordinates. Back in his office, Mr Superhero worked behind
closed doors when his staff needed him to hand over. He made vague
promises that he would make himself available on his last day. It seemed
that Mr Superhero did not provide any direction to his team. His direct
reports were confused about their roles and responsibilities. As a result,
everyone went in his or her own direction. There was no team cohesion
and no purpose. During his tenure at XYZ Home Loans, Mr Superhero
had a dislike in one of his direct reports and he made sure that he was
demoted before he left. He felt that, as HR Director, he had the right to
punish people as and when he pleased.
, Lastly, Mr Superhero asked his six direct reports to each write an
impressive reference letter before his last day at XYZ Home Loans and
to arrange a farewell gift of R20 000. Mr Superhero was quite pleased
with himself.
QUESTIONS
1.1 Discuss moral leadership and explain what it is to act like a moral
leader. Support your answers with suitable examples from the case
study. (14)
What is Moral Leadership?
Moral leadership refers to a style of leadership in which a
leader consistently demonstrates ethical behavior,
fairness, and integrity in their decisions and actions. A
moral leader prioritizes doing what is right over personal
gain and acts as a role model for ethical conduct within an
organization. Such leaders inspire trust, encourage
collaboration, and create an environment where
employees feel valued and respected.
Moral leadership is essential in organizations because it
fosters transparency, accountability, and a positive work
culture. It ensures that decisions are made based on
ethical principles rather than self-interest, which
contributes to employee engagement, organizational
growth, and sustainability.
