Guidelines for Submitting Summative Assessment 2 (SA2)

1. Summative Assessment 2 (SA 2) must be submitted online on or before the day of the Summative Assessment 1 (SA 1) sitting.

2. The essay must be a minimum of five hundred (500) words and should not exceed six hundred and fifty (650) words.

3. The essay structure must be as follows:

A. Name

B. Surname

C. Student Number

D. Name of your Support Centre (i.e. Boston, Braamfontein)2

Tells the reader what the essay is about.

Is based on research and relates to the essay question or topic that has been set.

Conclusion:

Is a summary of what has been covered in the essay, it may also include suggestions / recommendations.

Reference list:

(not included in the word count): the Harvard Referencing Method must be adhered to with regards to in-text citations and the reference list.

Please make sure you read and adhere to Boston’s Harvard Method of Referencing: A Beginner’s Guide when referencing, as well as The Beginners Guide to Plagiarism, both are available in the HE Library module on ColCampus.

 

4. The essay must be typed, using the following format settings only:

 

A. Font: Arial

 

B. Font Size: 12

 

C. Line Spacing: 1.5

5. For this assessment the following must be adhered to:

A. You have been provided with one academic source (see below) this source is compulsory and must be consulted and referenced when answering the research question.

 

B. The compulsory source(s) must be accessed using the HE Library module on ColCampus unless otherwise stated e.g. through a hyperlink.

 

C. Compulsory source(s) to use:

Based on the information below as well as information from the compulsory article and your prescribed courseware complete the following task:

The term employment relationship describes the interconnections that exist between employers and employees in the workplace. These may be formal, such as contracts of employment and procedural agreements, among others. Or they may be informal, in the shape of the psychological contract, which expresses certain assumptions and expectations about what managers and employers have to offer and are willing to deliver (Kessler & Undy, 1996). Within organizations, the nature of the work carried out by individuals and what they feel about it are governed by the employment relationship. The concept of a psychological contract expresses the view that at its most basic level the employment relationship consists of a unique combination of beliefs held by an individual and his or her employer about what they expect of one another. A psychological contract is like a seesaw, it could be balanced or be in favour of one party (mostly the employer) in the employment relationship.

Adapted from: Armstrong, M. (2006). A Handbook of Human Resource Management Practice. London. Kogan Page.

1. In the world of work, a balanced psychological contract is a strategy HR managers can utilise for retaining employees. In the capacity of a human resource manager, you are obliged to manage the psychological contract to achieve a competitive advantage.

2. Discuss the following four constructs that you would consider for the optimal retention of employees in your organisation: work environment, financial security, growth and development and work-life balance.

Explain the functions of a manager and the areas of managerial authority and responsibility.