, HRM2602 ASSIGNMENT 2 SEMESTER 2 2026
QUESTION 1 – TIMHAKA CONSTRUCTION SOLUTIONS
1.1 Identify and discuss Mzamani’s condition (4 marks)
Mzamani’s condition can be identified as a possible substance-abuse problem that may
be affecting his functioning in the workplace. Substance abuse refers to the harmful or
inappropriate use of alcohol or other substances in a manner that may negatively affect an
employee’s health, behaviour, relationships and ability to perform work responsibilities
effectively (Grobler et al., 2017). In an organisational context, substance abuse may
manifest through absenteeism, declining work performance, impaired judgement,
behavioural changes, accidents and difficulties in maintaining appropriate workplace
relationships.
In Mzamani’s case, the concern should therefore not simply be treated as misconduct
without first considering whether an underlying substance-abuse problem is contributing
to his behaviour or performance. The Employment Equity Act 55 of 1998 recognises that
employers should take appropriate steps to accommodate employees where health-related
circumstances affect their ability to work, while the Code of Good Practice on the
Management of Alcohol and Drug Abuse in the Workplace encourages employers to
address substance abuse through prevention, counselling, rehabilitation and support
rather than relying exclusively on disciplinary measures (Employment Equity Act 55 of
1998; Department of Employment and Labour, 1999).
Accordingly, Mzamani’s condition should be approached as a potential employee-wellness
concern requiring proper assessment and appropriate intervention.
1.2 Constructive approach to the possible substance-abuse problem (8 marks)
A constructive approach would involve early identification, supportive intervention,
referral and rehabilitation, while still protecting the organisation's operational and
safety requirements. Substance abuse can negatively affect productivity, employee morale,
QUESTION 1 – TIMHAKA CONSTRUCTION SOLUTIONS
1.1 Identify and discuss Mzamani’s condition (4 marks)
Mzamani’s condition can be identified as a possible substance-abuse problem that may
be affecting his functioning in the workplace. Substance abuse refers to the harmful or
inappropriate use of alcohol or other substances in a manner that may negatively affect an
employee’s health, behaviour, relationships and ability to perform work responsibilities
effectively (Grobler et al., 2017). In an organisational context, substance abuse may
manifest through absenteeism, declining work performance, impaired judgement,
behavioural changes, accidents and difficulties in maintaining appropriate workplace
relationships.
In Mzamani’s case, the concern should therefore not simply be treated as misconduct
without first considering whether an underlying substance-abuse problem is contributing
to his behaviour or performance. The Employment Equity Act 55 of 1998 recognises that
employers should take appropriate steps to accommodate employees where health-related
circumstances affect their ability to work, while the Code of Good Practice on the
Management of Alcohol and Drug Abuse in the Workplace encourages employers to
address substance abuse through prevention, counselling, rehabilitation and support
rather than relying exclusively on disciplinary measures (Employment Equity Act 55 of
1998; Department of Employment and Labour, 1999).
Accordingly, Mzamani’s condition should be approached as a potential employee-wellness
concern requiring proper assessment and appropriate intervention.
1.2 Constructive approach to the possible substance-abuse problem (8 marks)
A constructive approach would involve early identification, supportive intervention,
referral and rehabilitation, while still protecting the organisation's operational and
safety requirements. Substance abuse can negatively affect productivity, employee morale,
