MAN300/MAND362
ASSIGNMENT – SEMESTER 1 2025
UNIQUE NO. 146826
DUE DATE: 22 APRIL 2025
, MAN300/MAND362
Assignment - Semester 1 2025
Unique No.
Due Date: 28 March 2025
Management Practice II
1.1 Identify and discuss the potential risks that DEG Design faces in this
situation. (6 Marks)
DEG Design faces several risks due to Nash’s public outburst on his YouTube channel:
1. Reputational Damage – The public criticism of a client and employer could harm
DEG Design’s credibility. Potential clients may perceive the company as
unprofessional and hesitate to engage with them.
2. Loss of Clients – The exposed client may decide to terminate their business
relationship, and other clients might withdraw as well due to concerns about
confidentiality and professionalism.
3. Legal and Confidentiality Issues – If Nash disclosed any confidential details
about the client or company, DEG Design could face legal repercussions for
breaching confidentiality agreements.
4. Employee Conduct Concerns – The absence of an IT policy means there are
no clear guidelines on social media conduct, making it difficult to hold Nash
accountable. This could set a precedent for other employees to act similarly.
5. Internal Work Environment Disruptions – Nash’s actions may create tension
within the team, with employees taking sides or feeling uneasy about company
policies.
6. Financial Loss – A negative reputation or loss of clients could lead to reduced
revenue, impacting the company’s financial stability.
, 1.2 Evaluate the impact of Nash's actions on DEG Design and identify the specific
losses or damages the company could suffer. (4 Marks)
Nash’s actions have direct and indirect negative consequences for DEG Design:
Client Relationship Damage – The client may feel disrespected and discontinue
their collaboration, leading to financial loss.
Brand Image Degradation – Negative publicity can discourage potential
customers from engaging with the company.
Employee Morale Decline – Team members may feel uncertain about
workplace conduct expectations, leading to a disengaged workforce.
Legal Consequences – If the client pursues legal action for defamation or
breach of confidentiality, the company could face lawsuits and financial penalties.
1.3 Propose and justify measures that DEG Design should implement to prevent
similar incidents in the future. (10 Marks)
To prevent similar situations, DEG Design should implement the following measures:
1. Develop a Comprehensive IT and Social Media Policy – The company should
establish clear guidelines on acceptable online conduct, ensuring employees
understand the consequences of unprofessional behavior.
2. Confidentiality Agreements – Employees should sign confidentiality
agreements prohibiting them from disclosing client or company-related issues
publicly.
3. Employee Training on Professionalism and Ethics – Regular workshops
should educate employees on handling client frustrations professionally and
maintaining ethical work practices.
4. Internal Conflict Resolution Mechanisms – The company should provide
internal support for employees facing workplace frustrations, such as HR
consultations or open communication forums.
ASSIGNMENT – SEMESTER 1 2025
UNIQUE NO. 146826
DUE DATE: 22 APRIL 2025
, MAN300/MAND362
Assignment - Semester 1 2025
Unique No.
Due Date: 28 March 2025
Management Practice II
1.1 Identify and discuss the potential risks that DEG Design faces in this
situation. (6 Marks)
DEG Design faces several risks due to Nash’s public outburst on his YouTube channel:
1. Reputational Damage – The public criticism of a client and employer could harm
DEG Design’s credibility. Potential clients may perceive the company as
unprofessional and hesitate to engage with them.
2. Loss of Clients – The exposed client may decide to terminate their business
relationship, and other clients might withdraw as well due to concerns about
confidentiality and professionalism.
3. Legal and Confidentiality Issues – If Nash disclosed any confidential details
about the client or company, DEG Design could face legal repercussions for
breaching confidentiality agreements.
4. Employee Conduct Concerns – The absence of an IT policy means there are
no clear guidelines on social media conduct, making it difficult to hold Nash
accountable. This could set a precedent for other employees to act similarly.
5. Internal Work Environment Disruptions – Nash’s actions may create tension
within the team, with employees taking sides or feeling uneasy about company
policies.
6. Financial Loss – A negative reputation or loss of clients could lead to reduced
revenue, impacting the company’s financial stability.
, 1.2 Evaluate the impact of Nash's actions on DEG Design and identify the specific
losses or damages the company could suffer. (4 Marks)
Nash’s actions have direct and indirect negative consequences for DEG Design:
Client Relationship Damage – The client may feel disrespected and discontinue
their collaboration, leading to financial loss.
Brand Image Degradation – Negative publicity can discourage potential
customers from engaging with the company.
Employee Morale Decline – Team members may feel uncertain about
workplace conduct expectations, leading to a disengaged workforce.
Legal Consequences – If the client pursues legal action for defamation or
breach of confidentiality, the company could face lawsuits and financial penalties.
1.3 Propose and justify measures that DEG Design should implement to prevent
similar incidents in the future. (10 Marks)
To prevent similar situations, DEG Design should implement the following measures:
1. Develop a Comprehensive IT and Social Media Policy – The company should
establish clear guidelines on acceptable online conduct, ensuring employees
understand the consequences of unprofessional behavior.
2. Confidentiality Agreements – Employees should sign confidentiality
agreements prohibiting them from disclosing client or company-related issues
publicly.
3. Employee Training on Professionalism and Ethics – Regular workshops
should educate employees on handling client frustrations professionally and
maintaining ethical work practices.
4. Internal Conflict Resolution Mechanisms – The company should provide
internal support for employees facing workplace frustrations, such as HR
consultations or open communication forums.
