+27662594903 UNISAPRO
This document is the intellectual property of its creator and is intended for personal study use only. Any form of
reproduction, redistribution, copying, or commercial use without prior written permission is strictly prohibited.
Unauthorized use may result in legal action. By purchasing or accessing this material, you agree to respect the
author’s copyright and use it solely for individual learning purposes.
, +27662594903 UNISAPRO
HRD4801 ASSIGNMENT 4 2025
DUE DATE 13 OCTOBER 2025
UNIQUE NO: 819183
QUESTION ONE
1.1 TYPES OF PERFORMANCE PROBLEMS
LACK OF ROLE CLARITY (2 marks)
One of the most evident performance problems is the HR Clerk’s lack of clarity about her job
responsibilities. She explicitly states that the Office Manager did not clearly explain her duties,
leaving her uncertain about what to prioritise. Lack of role clarity is a critical performance
barrier because employees require clear expectations to organise tasks effectively and to
understand performance standards (Aguinis, 2019). Without proper guidance, confusion and
reduced productivity are inevitable.
INADEQUATE FEEDBACK AND SUPERVISION (2 marks)
Another problem is the absence of regular guidance and feedback. The Clerk mentions she
does not know whether she is handling her work effectively, which highlights a deficiency in
supervisory support. Performance management research stresses that feedback is vital for
reinforcing good practices and correcting ineffective ones (Armstrong & Taylor, 2020). Without
feedback, employees may remain unaware of areas for improvement.
TASK OVERLOAD AND ROLE CONFLICT (2 marks)
The Clerk is expected to perform duties beyond her formal role, such as answering the main
telephone (normally the receptionist’s responsibility) and making copies of documents for staff.
This reflects role conflict, where job responsibilities are diluted with unrelated tasks, leading to
frustration and inefficiency. According to Robbins and Judge (2019), role conflict reduces
motivation and creates stress, which in turn affects job performance.
TIME MANAGEMENT AND WORKFLOW INEFFICIENCIES (2 marks)
The Clerk also experiences inefficiencies in work processes, particularly having to walk across
the building to scan and send HR documents. This represents structural and workflow
This document is the intellectual property of its creator and is intended for personal study use only. Any form of
reproduction, redistribution, copying, or commercial use without prior written permission is strictly prohibited.
Unauthorized use may result in legal action. By purchasing or accessing this material, you agree to respect the
author’s copyright and use it solely for individual learning purposes.
This document is the intellectual property of its creator and is intended for personal study use only. Any form of
reproduction, redistribution, copying, or commercial use without prior written permission is strictly prohibited.
Unauthorized use may result in legal action. By purchasing or accessing this material, you agree to respect the
author’s copyright and use it solely for individual learning purposes.
, +27662594903 UNISAPRO
HRD4801 ASSIGNMENT 4 2025
DUE DATE 13 OCTOBER 2025
UNIQUE NO: 819183
QUESTION ONE
1.1 TYPES OF PERFORMANCE PROBLEMS
LACK OF ROLE CLARITY (2 marks)
One of the most evident performance problems is the HR Clerk’s lack of clarity about her job
responsibilities. She explicitly states that the Office Manager did not clearly explain her duties,
leaving her uncertain about what to prioritise. Lack of role clarity is a critical performance
barrier because employees require clear expectations to organise tasks effectively and to
understand performance standards (Aguinis, 2019). Without proper guidance, confusion and
reduced productivity are inevitable.
INADEQUATE FEEDBACK AND SUPERVISION (2 marks)
Another problem is the absence of regular guidance and feedback. The Clerk mentions she
does not know whether she is handling her work effectively, which highlights a deficiency in
supervisory support. Performance management research stresses that feedback is vital for
reinforcing good practices and correcting ineffective ones (Armstrong & Taylor, 2020). Without
feedback, employees may remain unaware of areas for improvement.
TASK OVERLOAD AND ROLE CONFLICT (2 marks)
The Clerk is expected to perform duties beyond her formal role, such as answering the main
telephone (normally the receptionist’s responsibility) and making copies of documents for staff.
This reflects role conflict, where job responsibilities are diluted with unrelated tasks, leading to
frustration and inefficiency. According to Robbins and Judge (2019), role conflict reduces
motivation and creates stress, which in turn affects job performance.
TIME MANAGEMENT AND WORKFLOW INEFFICIENCIES (2 marks)
The Clerk also experiences inefficiencies in work processes, particularly having to walk across
the building to scan and send HR documents. This represents structural and workflow
This document is the intellectual property of its creator and is intended for personal study use only. Any form of
reproduction, redistribution, copying, or commercial use without prior written permission is strictly prohibited.
Unauthorized use may result in legal action. By purchasing or accessing this material, you agree to respect the
author’s copyright and use it solely for individual learning purposes.
