LRM3601
ASSIGNMENT 2 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 5 SEPTEMBER 2025
,Q1. Ethical Leadership in Labour Relations — Write-up Scaffold (≈1,200–1,500
words)
Tip on structure: Aim for ~180–250 words per sub-section (1.1–1.5), then a short intro
(100–130 words) and conclusion (100–120 words).
Short introduction (100–130 words)
Paragraph starter (rephrase in your own voice):
This essay explores how ethical leadership functions as role-modelling within South
African labour relations. Using Zapiro’s “Role-Modelling” cartoon as a visual cue, I
discuss how leaders’ behaviour shapes employee conduct; I then apply the ideas to a
private security context, propose a practical policy, and motivate why fair labour
practices and professional ethics are foundational for labour-relations work in South
Africa (Constitution s 23; BCEA; LRA Schedule 8).
1.1 Define “role-modelling” and explain its significance in ethical leadership (180–
220 words)
Key idea: Ethical leadership works through social learning: people copy salient,
rewarded leader behaviours.
Define role-modelling: In leadership, it’s when employees observe, internalise,
and imitate leaders’ conduct—especially what leaders reward, punish, and talk
about. Brown, Treviño & Harrison (2005) frame ethical leadership via social
learning theory: leaders are moral persons (honesty, care, fairness) and moral
managers (set standards, reinforce ethics, use rewards/discipline).
ScienceDirectResearchGate
Why it matters in labour relations: Leaders’ day-to-day choices signal what is
“really” acceptable. In SA workplaces subject to the LRA and BCEA, leader
, modelling influences whether discipline is consistent (Schedule 8), whether rules
are applied fairly, and whether employees trust grievance/disciplinary processes.
CCMAGovernment of South Africa
Tie to governance: King IV emphasises that governing bodies should lead
ethically and effectively and govern organisational ethics to build an ethical
culture—i.e., role-modelling at the top. nhbrc.org.zaECGI
Sentence to customise:
Thus, role-modelling is the practical mechanism that turns codes and policies into lived
norms; without it, ethics statements rarely change behaviour.
1.2 Analyse the “Role-Modelling” cartoon (Zapiro) and link to labour-relations in
SA (180–240 words)
What the cartoon shows (briefly, don’t describe every detail):
Zapiro depicts SAPS “new recruits” being “taught” options like docket-quashing,
tender fraud/kickbacks, and political/gang bribes—a satire of leaders modelling
corruption to juniors. (Published 25 July 2025 in Daily Maverick.) Daily
MaverickInstagram
Interpretation:
The teacher figure symbolises leadership; the “curriculum” of corruption shows
how misconduct is normalised when senior people model it.
Through a labour-relations lens, this mirrors organisational climates where
supervisors trivialise discipline, ignore procedures, or reward shortcuts—
undermining substantive and procedural fairness required for
discipline/dismissal under LRA Schedule 8 (Code of Good Practice:
Dismissal). CCMA
It also foreshadows conflict: employees who refuse unethical instructions may
face retaliation (an unfair labour practice risk) and whistle-blowing issues.
ASSIGNMENT 2 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 5 SEPTEMBER 2025
,Q1. Ethical Leadership in Labour Relations — Write-up Scaffold (≈1,200–1,500
words)
Tip on structure: Aim for ~180–250 words per sub-section (1.1–1.5), then a short intro
(100–130 words) and conclusion (100–120 words).
Short introduction (100–130 words)
Paragraph starter (rephrase in your own voice):
This essay explores how ethical leadership functions as role-modelling within South
African labour relations. Using Zapiro’s “Role-Modelling” cartoon as a visual cue, I
discuss how leaders’ behaviour shapes employee conduct; I then apply the ideas to a
private security context, propose a practical policy, and motivate why fair labour
practices and professional ethics are foundational for labour-relations work in South
Africa (Constitution s 23; BCEA; LRA Schedule 8).
1.1 Define “role-modelling” and explain its significance in ethical leadership (180–
220 words)
Key idea: Ethical leadership works through social learning: people copy salient,
rewarded leader behaviours.
Define role-modelling: In leadership, it’s when employees observe, internalise,
and imitate leaders’ conduct—especially what leaders reward, punish, and talk
about. Brown, Treviño & Harrison (2005) frame ethical leadership via social
learning theory: leaders are moral persons (honesty, care, fairness) and moral
managers (set standards, reinforce ethics, use rewards/discipline).
ScienceDirectResearchGate
Why it matters in labour relations: Leaders’ day-to-day choices signal what is
“really” acceptable. In SA workplaces subject to the LRA and BCEA, leader
, modelling influences whether discipline is consistent (Schedule 8), whether rules
are applied fairly, and whether employees trust grievance/disciplinary processes.
CCMAGovernment of South Africa
Tie to governance: King IV emphasises that governing bodies should lead
ethically and effectively and govern organisational ethics to build an ethical
culture—i.e., role-modelling at the top. nhbrc.org.zaECGI
Sentence to customise:
Thus, role-modelling is the practical mechanism that turns codes and policies into lived
norms; without it, ethics statements rarely change behaviour.
1.2 Analyse the “Role-Modelling” cartoon (Zapiro) and link to labour-relations in
SA (180–240 words)
What the cartoon shows (briefly, don’t describe every detail):
Zapiro depicts SAPS “new recruits” being “taught” options like docket-quashing,
tender fraud/kickbacks, and political/gang bribes—a satire of leaders modelling
corruption to juniors. (Published 25 July 2025 in Daily Maverick.) Daily
MaverickInstagram
Interpretation:
The teacher figure symbolises leadership; the “curriculum” of corruption shows
how misconduct is normalised when senior people model it.
Through a labour-relations lens, this mirrors organisational climates where
supervisors trivialise discipline, ignore procedures, or reward shortcuts—
undermining substantive and procedural fairness required for
discipline/dismissal under LRA Schedule 8 (Code of Good Practice:
Dismissal). CCMA
It also foreshadows conflict: employees who refuse unethical instructions may
face retaliation (an unfair labour practice risk) and whistle-blowing issues.
