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WHE721S - EMPLOYEE WELNESS HEALTH AND ERGONOMICS - 1ST OPP - NOV 2024 |
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nAmlBIA UnlVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTYOF FACULTYOF COMMERCE,HUMAN SCIENCESAND EDUCATION
DEPARTMENTOF GOVERNANCEAND MANAGEMENTSCIENCES
QUALIFICATION:BACHELOROF HUMAN RESOURCESMANAGEMENT
QUALIFICATIONCODE: 07BHRM
LEVEL:7
COURSECODE:WHE721S
COURSENAME: EMPLOYEEWELLNESS,HEALTHAND
ERGONOMICS
SESSION:
DURATION:
November 2024
3 HOURS
PAPER:
MARKS:
THEORY.
100
EXAMINER(S)
FIRSTOPPORTUNITYEXAMINATIONPAPER
Elaine January-Enkali
MODERATOR: Ms Barbara Dreyer
1. Answer ALLthe questions
2. Write/type clearly and neatly
3. Number the answers clearly.
INSTRUCTIONS
THIS QUESTIONPAPERCONSISTSOF 4 PAGES(Including this front page)
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SECTION A - CASE STUDY (20 MARKS)
CaseStudy: Employee Well-Being During Remote Work
Background
In 2020, Windhoek High Tech Solutions transitioned to remote work in response to the COVID-
19 pandemic. The management observed a significant change in employee productivity,
engagement, and overall well-being. With the continuation of remote work post-pandemic,
the company decided to analyze its effects on employees' mental health, work-life balance,
and productivity levels.
CaseStudy Overview
Company : Windhoek High Tech Solutions
- Industry: Technology
- Employees: 200
- Employee Demographics: Diverse workforce, ages ranging from 22 to 60 years
- Remote Work Implementation: Began in March 2020
Key Issues
Mental Health Challenges - Employees reported feelings of isolation, anxiety, and burnout.
Work-Life Balance - With the blurring of lines between work and home life, employees found
it challenging to disconnect from work.
Communication Gaps - Initially, there were difficulties in maintaining effective communication
and collaboration virtually.
Productivity Variance - Some employees thrived in a remote environment, while others
struggled to maintain productivity.
Data Collection
Surveys: Conducted quarterly surveys to assessemployee well-being, stress levels, and work
satisfaction.
Focus Groups : Held focus group discussions to gather qualitative data on challenges faced by
employees.
-Performance Metrics: Monitored productivity outputs and compared them to pre-remote
work levels.
Findings
Mental Health : 45% of employees reported experiencing higher levels of stress and anxiety.
Work-Life Balance: 60% felt that work hours often extended into personal time, making it
difficult to maintain boundaries.
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Communication: 70% of employees stated that virtual communication was less effective than
face-to-face interactions.
Productivity: 40% reported a decline in productivity, while 25% felt more productive at home.
Initiatives Implemented
To address these findings, High Tech Solutions implemented the following initiatives:
Mental Health Support: Provided accessto counseling services and virtual mental health days.
Wellness Programs: Launched a wellness program that included yoga classes, meditation
sessions, and fitness challenges.
Flexible Work Hours: Allowed employees to set their schedules to better align with personal
commitments.
Improved Communication Tools: Adopted collaboration tools that enhanced team
communication and fostered social interactions among employees.
Questions
1. What were the main challenges faced by High Tech Solutions in promoting employee well-
being during remote work? Discuss how these challenges can impact employee morale and
productivity. (7)
2. Based on the findings, evaluate whether the initiatives implemented by the company are
sufficient to address the challenges. Suggest any additional strategies that could enhance
employee well-being. (5)
3. What role should management play in supporting employee well-being in a remote work
environment? Provide specific actions they can take to create a supportive workplace culture.
(4)
4. Considering the trends in remote work, what recommendations would you make for the
company to sustain employee well-being in the long term, regardless of whether they
continue remote work or return to the office? (4)
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SECTION B - STRUCTURED QUESTIONS (80 MARKS)
QUESTION2
2.1 Discuss the principles which underpin the objectives of an occupational wellness, health
and ergonomics health service. {10}
2.2 Briefly discussthe occupational wellness, health and ergonomicsservicesinterdisciplinary team
members and their respective duties. (14)
2.3 Discuss the Namibian Labour Act - { ACT 11 OF 2007 - SECTIONS39 -47) in terms of the
following:
a) The scope of the Act (2)
b) The aim of the Act (4)
c) Meaning of the term 'reasonably practicable' (4)
2.4 There are employees {"vulnerable workers") that need different treatment during
employment. Discuss in detail the various categories of vulnerable workers. (10)
2.5 Discuss the domino theory and how it can be applied to the causation of accidents (12)
2.6 There are six main elements of occupational medicine practised in industry as part of
occupational health. Discuss the following elements:
a) Preventative (7)
b) Promotion (4)
2.7 Discuss HIV /AIDS management in the workplace under the following aspects:
a) Employers' responsibilities {3)
b) The features of successful HIV/AIDS workplace programmes in the workplace (10)
THE END
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