IOP3707
ASSIGNMENT 1
DUE 7 APRIL 2025
,Read the following case study carefully and answer ALL the questions that
follow.
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.
, PSYCHOLOGY OF LEADERSHIP: ASSESSMENT 01
IMPORTANT: THIS ASSESSMENT IS COMPULSORY
Due date:
07 April 2025
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.
(Chapter 6 • Courage and Moral Leadership)
Moral leadership involves distinguishing right from wrong, acting with integrity, and
prioritizing the welfare of others and the organization over self-interest. It requires
leaders to operate at the postconventional level of moral development (Exhibit 6.4),
guided by universal principles of justice, fairness, and stewardship.
1. Disregard for Policies and Self-Interest
Case Example: Mr. Superhero took unauthorized leave during his notice period,
claiming ignorance of the policy despite being HR Director.
Moral Leadership Perspective
A moral leader adheres to organizational policies and models accountability. Ignoring
rules for personal convenience reflects a preconventional level of moral development
(self-interest, avoiding consequences).
Ethical leaders prioritize transparency and set an example. For instance, a moral
leader would clarify policies and ensure compliance, even during transitions.
ASSIGNMENT 1
DUE 7 APRIL 2025
,Read the following case study carefully and answer ALL the questions that
follow.
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.
, PSYCHOLOGY OF LEADERSHIP: ASSESSMENT 01
IMPORTANT: THIS ASSESSMENT IS COMPULSORY
Due date:
07 April 2025
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.
(Chapter 6 • Courage and Moral Leadership)
Moral leadership involves distinguishing right from wrong, acting with integrity, and
prioritizing the welfare of others and the organization over self-interest. It requires
leaders to operate at the postconventional level of moral development (Exhibit 6.4),
guided by universal principles of justice, fairness, and stewardship.
1. Disregard for Policies and Self-Interest
Case Example: Mr. Superhero took unauthorized leave during his notice period,
claiming ignorance of the policy despite being HR Director.
Moral Leadership Perspective
A moral leader adheres to organizational policies and models accountability. Ignoring
rules for personal convenience reflects a preconventional level of moral development
(self-interest, avoiding consequences).
Ethical leaders prioritize transparency and set an example. For instance, a moral
leader would clarify policies and ensure compliance, even during transitions.
