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NORTH-WEST UNIVERSITY

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YUNIBESITI YA BOKONE-BOPHIRIMA
NOORDWES-UNIVERSITEIT
VAAL TRIANGLE CAMPUS

Multikeusekaarte/
Multi-choice cards:
D
l!lenodigdhede vir hierdie vraestel/Requirements for this paper:
Nie-programmeerbare sakrekenaar/
Non-programmable calculator:
D Oopboek-eksamen/
Open book examinati on?
INEEil
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Grafiekpapier/
Graph paper: D Draagbare rekenaar/
Laptop :
D
TYPE OF ASSESSMENT/ EXAM (SECOND OPPORTUNITY) I KWALIFIKASIE/ BCom/BA
SOORT ASSESSERING: EKSAMEN (TWEEDE GELEENTHEID) QUALIFICATION:

MODULEKODE/ IOPS 311 TYDSDUUR/ 3 hours I

MODULE CODE: DURATION: uur

MODULEBESKRYWING/ ORGANISATIONAL PSYCHOLOGY/ MAKS/ 100

MODULE DESCRIPTION: ORGANISASIESIELKUNDE MAX:

EKSAMINATOR(E)/ MS I ME JURAIDA LATIF DATUM/ 13/07/2017

EXAMINER(S): DATE:

TYO/TIME: 09:00

MODERATOR: DR FW ST ANDER
Examination instructions I Eksamenvoorskrifte
1. Students are allowed into the venue in the first half 1. Studente mag in die eerste halfuur van 'n sessie
hour of a session , but no extra time is granted. tot die lokaal toegelaat word , maar geen ekstra tyd
2. No st.udent is allowed to leave the venue before word toegestaan nie.
half an hour of the examination session has 2. Geen student word toegelaat om die lokaal te
elapsed . verlaat binne die eerste halfuur van 'n
3. Students bring bags to the venue at own risk , and eksamensessie nie.
must put them in front of the room . 3. Studente bring sakke na die lokaal op eie r'isiko,
4. Students may not have cell phones/electronic en meet di! voor in die lokaal neersit.
devices with them and/or handle them. 4. Studente mag nie selfone/elektroniese toestelle by
5. No refreshments are allowed in the examination hulle he en/of hanteer nie.
venue . 5. Geen verversings word in die eksamenlokaal
6. Students may not leave the room for a smoke toegelaat nie.
break. 6. Studente mag nie die lokaal verlaat om le gaan
7. Write on both sides of each page. rook nie.
8. Write in black or blue ink only. 7. Skryf op beide kante van die bladsye.
9. No pages may be removed from the answer 8. Skryf slegs in swart of blou ink.
scripts. 9. Geen bladsye mag uit die antwoordskrifte
10. Students may not have unauthorised material with verwyder word nie.
them during a session , e.g. notes and/or objects 10. Studente mag nie ontoelaatbare materiaal by hulle
that contain notes. he tydens 'n sessie nie, bv. notas en/of voorwerpe
11 . No items may be borrowed during the session . wat notas bevat nie.
12. Students may not attempt to assist another 11 . Geen items mag tydens die sessie geleen word
student, or attempt to obtain assistance. nie.
13. Students must hand in their answer scripts to 12. Studente mag nie 'n ander student probeer help of
invigilators before they leave the venue . probeer om hulp le verkry nie.
14. The attendance slip on the back cover that also 13. Studente moet hul antwoordskrifte aan
serves as an undertaking, must be completed and toesighouers oorhandig voordat hulle die lokaal
handed in. verlaat.
14. Die presensiestrokie op die agterblad , wat ook as
onderneming geld , moet voltooi en ingegee word .

Student name I Student se naam: ... .. ......... .... ....... ... ....... ..... ........ .

University number I Studentenommer: ..... ..... ... ........ ... ................. ..

IOPS 311 SECOND OPPORTUNITY EXAM I TWEEDE EKSAMENGELEENTHEID 2017 1/4

QUESTION 1 I VRAAG 1 (18)

T
1.1 Outline Tuckman 's stages of group development. I Gee 'n oorsig van Tuckman se fases van
groepsontwikkeling. (5)

1.2 Differentiate between a charismatic leader and a transformational leader, by referring to their
characteristics. I Onderskei tussen 'n charismatiese en 'n transformele /eier, deur na e/keen se
kenmerke te verwys. (8)

1.3 What are the five characteristics of organisational development? I ·Wat is die vyf kenmerke van
organisasie-ontwikkeling? (5)

QUESTION 2 / VRAAG 2 (9)

2.1 Josh is a talented sales representative , who often negotiates good prices with potential customers. He
is able to influence potential customers by selectively presenting certa in information to them , as well
as by making a good impression by dressing for the occasion . Name the two political tactics that
Josh is using to influence the customers . Explain your answer.

Josh is 'n talentvolle verkoopsbeampte, wat gereeld goeie pryse met potensie/e k/ante beding. Hy kan
potensiele klante te bernvloed deur se/ektief inligting aan hul/e voor te le, en hy skep ook 'n goeie
indruk deur gepaste klere aan te trek. Noem die twee politieke taktieke wat Josh gebruik om die
klante te bei"nvloed, en verduidelik jou antwoord. (5)

2.2 Which two power tactics would you advise Josh to use, if he should ask you how he can effectively
use his power to sell more products without being unethical? I Watter twee magstaktieke sou jy se
moet Josh gebruik as hy sy mag effektief wit gebruik om meer produkte te verkoop, sander om oneties
op te tree? (4)

QUESTION 3 / VRAAG 3 (35)

***The Afrikaans text follows the English. I Die Afrikaans volg na die Engels.***
Elegance Styles is a small clothing retail store organisation . It has outlets in Johannesburg , Pretoria and
Cape Town . The CEO and owner of Elegance Styles has identified an opportunity to expand to retail
homeware and interior decoration , since many other organisations have been successful in these ventures.
Because the company is small , managers supervise employees, tasks are not very restricted , and
employees are allowed to participate in decision-making . Part of the company's strategy for growth is to
expand by add ing new product lines in a cost-effective manner. The company wants to change its
organisational culture to one that has a strong ethos of teamwork, creativity and innovation, flexibil ity, and
cares for its employees. You are an external organisational development consultant, and you need to advise
the organisation on how they can successfully implement the abovementioned changes.

IOPS 311 SECOND OPPORTUNITY EXAM I TWEEDE EKSAMENGELEENTHEID 2017 2/4

 Elegance Styles is 'n klein organisasie wat in die kleinhandel klere verkoop. HullfJ het winkels in
Johannesbut'g, Preteria en Kaapstad. Die Hoof Uitvoerende Beampte (HUB) en eienaar van Elegance Styles
1-
het 'n ge/eentheid geTdentifiseer om uit te brei met huisware en binnehuisversierings, want baie ander
organisasies het daarmee sukses behaal. Omdat die organisasie k/ein is, hou bestuurders toesig oor die
werknemers, hul take is nie besonder beperk nie, en werknemers kan aan bes/uitnemingsprosesse
deelneem. Om uit te brei deur nuwe produklyne by te voeg op 'n koste-effektiewe manier maak dee/ uit van
die organisasie se strategie vir groei. Die organisasie wil sy organisasiekultuur verander na 'n kultuur wat
ingeste/ is op spanwerk, kreatiwiteit en innovering, aanpasbaarheid sowe/ as 'n organisasie wat na sy
werknemers omsien. Jy is 'n eksterne konsu/tant vir organisasie-ontwikkeling, en jy moet die organisasie
raad gee oor hoe om die bogenoemde veranderings te implementeer.

3.1 Identify any four of the dimensions that the organisational structure of Elegance Styles could entail.
Motivate why each of the dimensions is applicable by referring to the case study. I ldentifiseer enige
vier van die dimensies wat die organisasiestruktuur van Elegance Styles kan behe/s. Motiveer hoekom
e/keen van hierdie dimensies toepaslik is, deur na die geval/estudie te verwys. (8)

3.2 After the organisation has expanded by adding the homeware department, will the structure be
mechanistic or organic? Motivate your answer by referring to the characteristics of each structure. I
Sal die organisasiestruktuur meganisties of organies wees nadat die organisasie uitgebrei het deur die
huisware-afdeling by te voeg? Motiveer jou antwoord deur na die kenmerke van e/ke struktuur te
verwys. (5)

3.3 Elegance Styles wishes to change its organisational culture. Explain how employees will learn about
the new culture. I Elegance Styles wi/ hul/e organisasiekultuur verander. Verduide/ik hoe die
werknemers die nuwe kultuur sal leer ken. (8)

3.4 Discuss the adverse impact that the implementation of a strong organisational culture could have on
the future of Elegance Styles, should the organisation continue with its plans. How can the
organisation 's culture possibly be dysfunctional in terms of their plans for the future? I Bespreek die
negatiewe impak wat die implementering van 'n sterk organisasiekultuur op die toekoms van Elegance
Styles kan he, indien die organisasie met hul/e p/anne sou voortgaan. Hoe kan die organisasieku/tuur
moontlik wanfunksionee/ wees met betrekking tot hulle toekomsplanne? (4)

3.5 As part of changing the organisation, which five-stage process should you as the consultant follow to
implement organisational development? Give a brief explanation of each of the five stages. I Watter
vyf-fase-proses moet jy as konsultant vo/g, om organisasie-ontwikkeling as dee/ van die verandering
van die organisasie te implementeer? Gee 'n kart verduideliking van e/keen van die vyffases. (10)

IOPS 311 SECOND OPPORTUNITY EXAM I TWEEDE EKSAMENGELEENTHEID 2017 3/4

 QUESTION 4 / VRAAG 4 [38]

,__ ***The Afrikaans text follows the English. I Die Afrikaans volg na die Engels.***
Pauline and Stacey filed a harassment compla int against their supervisor, Mr Grant This was the result of
the supervisor's decision to split them up at work , a decision which they believe was based on unfounded
gossip by the ir colleagues. Stacey and Pauline allege that they are treated differently from other employees
because they are not allowed to work together. Furthermore , they allege that they were not given an
explanation of the reason for this decision . In general , employees in Organisation X do have some degree of
choice and are permitted to swap shifts and posts. In addition, these two employees are concerned that their
reputation with management might have been damaged by gossip, as they have not been given an adequate
opportunity to defend themselves.

Pauline en Stacey het 'n klag van teistering teen hut toesighouer, Mnr. Grant, ingedien. Dit is as gevo/g van
die feit dat Mnr. Grant besluit het om hulle van mekaar te skei by die werk, 'n bes/uit wat vo/gens hul/e
gebaseer is op die ongegronde skinderpraatjies van hut kol/egas. Pauline en Stacy beweer dat hulle anders
as die ander werknemers behandel word, omdat hul/e nie mag saam werk nie. Verder beweer hul/e dat daar
nie 'n verduideliking van die rede vir die bes/uit aan hul/e gegee is nie. Oor die algemeen het die werknemers
by Organisasie X 'n mate van vrye keuse, en word hul/e toege/aat om skofte en paste te ruil. Boonop is
hierdie twee werknemers bekommerd dat hul/e reputasie by bestuur skade gely het as gevolg van die
skinderpraatjies, sander dat hul/e 'n kans gegun is om hu/se/f te verdedig.

4.1 Explain the conflict process that occurred in the abovementioned case study by means of a diagram . I
Verduide/ik die konflikproses in die bostaande geval/estudie wat p/aasgevind het, deur 'n diagram te gebruik.
(10)

4.2 Discuss three possible ways in which Pauline and Stacey could reduce their stress. I Bespreek drie
moontlike maniere waarop Pauline en Stacey hulle spanning kan verminder. (3)

4.3 Discuss any three outcomes of reduced stress in the workplace. I Noem enige drie uitkomste van
verminderde spanning in die werksp/ek. (3)

4.4 There is evidence of some miscommunication in Organisation X. Name four functions of communication
in any organisation . I Oaar is bewyse van wankommunikasie in Organisasie X Noem vier funksies van
kommunikasie in enige organisasie. (4)

4.5 Discuss Mr Grant's leadership stance. Also discuss the implications of sexual harassment in the
workplace as part of you r answer. I Bespreek Mnr. Grant se houding teenoor leierskap. Bespreek ook die
implikasies van seksue/e teistering in die werksp/ek. (6)

4 .6 Discuss the five styles of the managerial grid , and state which style you feel best suits the above
situation . I Bespreek die vyf style van die bestuursmatriks, en se watter sty/ jy dink die beste by die
bogenoemde situasie sat pas. (12)

TOT AL/TOT AAL: 100

IOPS 311 SECOND OPPORTUNITY EXAM I TWEEDE EKSAMENGELEENTHEID 2017 4/4