MGT2004 - Supporting Employee Performance Problem Solving Assessment 3

Task overview

Assessed Course Learning Outcomes

This assessment relates to the following course learning objectives (CLOs): Course Learning Objectives (CLO):

CLO 1. Review and/or reflect on the theory and implications related to motivation, performance management, training and developing employees.

CLO3: explain the function of organisational justice and its implications for supporting employee performance.

CLO4: Credibly communicate specialist knowledge to audiences concerning people’s performance and/or development matters.

The two concepts to be reviewed and discussed in this Assessment 3 Problem-Solving assignment are -: -: developing employees and organisational justice. 

All organisations should aim to attract, retain, motivate and develop their employees. This problem-solving assignment will give students the opportunity to delve deeply into the literature with regards to -: developing employees and organisational justice to understand these concepts, solve current problems, provide solutions and communicate recommendations to a fictional company.

Task Instructions

Students are to provide an introduction, answer the task questions and provide recommendations and a conclusion – as outlined below. Word requirement is 1800 words. Please refer to the MGT2004 Problem Solving Assignment 3 Template provided in Assessment section of the course study desk.

Details and requirements of this assignment are as follows 

1. Introduction 

2. The outcomes of managerial coaching are of interest to HR Departments as they demonstrate positive impacts managers can have on employee performance and engagement.

Question: Discuss and provide a definition of managerial coaching. As the HR Consultant providing advice to the HR Manager at XYZ (refer to Appendix A below), discuss the benefits and outcomes of managerial coaching for all employees.

3. Organisational Justice refers to the extent to which an organisation treats people fairly, it is the glue that allows people to work together effectively .

Question: Discuss organisational justice as this relates to the company XYZ (refer to Appendix A below). Identify ‘Components of Organisational Justice’ according to Cropanzano et al. (2007, p. 36) as these relate to the company XYZ (refer to Appendix A below) and offer solutions to solve the current problems.Ensure you reference Cropanzano et al. (2007) in your answer .

4. Recommendations. Provide at least two (2) recommendations about what should/could be done to improve the development of employees and organisational justice at company XYZ. (300words).

5. Conclusion.

Use evidence at least ten (10) peer-reviewed academic sources of information to support your response in this Report using the Harvard AGPS referencing style.

Description

Additional Information Required: It is good practice to regularly save drafts of your Assessment Items as you work on them, as these can be used by you to support any claims that you have not used AI beyond what is permitted for this level.

Academic Integrity

Students should be familiar with, and abide by, UniSQ’s policy on Academic Integrity and the definition of Academic Misconduct. Penalties apply to students found to have breached these policies and procedures. Please ensure you have completed the mandatory Academic Integrity training and have familiarised yourself with Academic Integrity at UniSQ.

Individual Assignment

This assignment must be all your own work. It is acceptable to discuss course content with others to improve your understanding and clarify requirements, but solutions to assignment questions must be done on your own. You must not copy from anyone, including artificial intelligence tools (such as ChatGPT), tutors and fellow students, nor allow others to copy your work.

Relevant Information and Resources

Ensure you use the following 

• Week 5 Developing, Coaching and Mentoring moodle book and readings – on the course activity page (study desk) and course readings folder;
• Week 7 Organisational Justice moodle book and readings – on the course activity page (study desk) and course readings folder;
• MGT2004 Assessment 3 Problem Solving Template - this word document is located in the Assessment tab – on the course StudyDesk.

Appendix A

Case Scenario: Suzie’s new job at XYZ

Please Note: This case study is fictional. Any resemblance to actual names and places is purely coincidental. The case is for students studying MGT2004 Supporting Employee Performance. © 2024 Jane Boeske USQ School of Business.

Suzie started work in her new job twelve weeks ago at XYZ Company. XYZ is a non-profit medium sized business that employs 30 staff. Initially she was excited about the job, however, over the past four weeks, she has begun to notice several concerning issues within her organisation.
First, despite working long hours and continuing to deliver high quality work – she has not received any feedback or recognition from her supervisor. Suzie realises that she is being paid significantly less than her male colleagues who have similar experiences and qualifications. This discovery leaves her feeling undervalued and frustrated, especially when she learns that some of her male counterparts also receive bonuses and perquisites (perks) that are not offered to her and they always seem to be talking, laughing and not doing much work.
Second, Suzie has noticed that the company does not have many workplace policies and procedures in place. There are no guidelines regarding performance evaluations, no guidelines for promotion, no grievance or conflict resolution procedures and so on. This lack of structure creates ambiguity and enables favouritism and unfair decisions to be made, which further contributes to her feelings of injustice within her team.
As a result of these issues, Suzie begins to feel demoralized and disengaged from her work. She really likes her new role and the experiences and opportunities it will provide; however, these recent issues are negatively affecting her work – she is less engaged, and her work quality and output are decreasing. So, in an effort to manage her expectations and understand the company more, Suzie decided to address her concerns with her supervisor directly. However, she was met with dismissiveness and defensiveness. Feeling trapped in this toxic work environment with no avenues for recourse, Suzie starts considering her options and these include - speaking directly with the Human Resources Manager, seeking employment elsewhere, or even taking legal action against the company for its unfair treatment of employees.

Appendix B

Appendix C

Advice on how to write this assignment 

Students should apply the principles you have learned from the Weeks 5 and 7 Moodle books and readings – located in the MGT2004 Course Readings folder.
This Problem-Solving assignment should be written in narrative form (i.e. proper sentences and paragraphs must be used - avoid bullet/numbered points), and should be 1800 words in length, give or minus a 10% margin only and single line spaced.
Overall word count does not include Tables and Figures which you are free to use if required. The List of References is also exempt from the word count.

You must include in your assignment response

1. MGT2004 Assessment 3 Assignment Template has been provided on the study desk for your use. This includes -: cover sheet with your Name, Student Number, Course Name, Course Examiner, Semester and Date of Submission and the Marking Criteria Sheet. This has already been formatted for your use. Please write your answers in the Assignment Template as a ‘Word’ document (.doc or .docx) ONLY (PDF files will not be accepted) and submit it via the link on the Study Desk;

2. We check if the student has used the correct template. This is the first check to see if students have followed instructions. The correct template also saves the marker time in having to add the rubric, which can waste considerable time. Did you know Markers are only allocated a certain amount of time for marking?;

3. Use the style guide and Harvard AGPS referencing guide on the Study Desk and there are resources in the Assessment Tab – to assist all students;

4. You must include a ‘List of References’ at the end of your assignment response. A minimum of ten (10) academic peer-reviewed references are required. The references you use will be an indication of your wider reading and assimilation of ideas. More marks are gained by the quality of research applied in practice and the overall quality of the answer;

5. Please also use the term “List of References” instead of “Bibliography”. A bibliography is not the same as a list of references; the difference between a list of references and a bibliography is explained as: a reference list is a list of all the sources you referred to in the body of your writing, whereas a bibliography might contain additional readings not referred to in your writing that you think might make for useful reading;

6. We review the references you have provided – using Ctrl F to locate the reference to the intext reference and we do run spot checks in Google Scholar.

7. A specific protocol is required when naming your Assignment. Please ensure your naming conforms with the following: Your family/surname, your first/given name and student number. Leave no gaps between each item. Using the following as an example, the assignment name would therefore. 

8. Please quote the relevant textbooks chapters and readings (peer-reviewed journal articles) to support your answers. Answers in the narrative section of your assignment unsupported by peer-reviewed journal articles and/or textbooks will be regarded as guesswork and generalisations and will not pass the assignment. Avoid writing quotes in your assignment;

9. Avoid using the following -: general web articles, Wikipedia, online dictionaries, general magazines, mindtools, businessballs, university notes, consulting web pages and other such non-academic sources of information. These are not acceptable;

10. Also avoid using slang language in your assignments. Examples include a ton of KPI’s; no brainer; mind-numbing, and so on. Always use professional and coherent language;

11. Also avoid contractions such as don’t, shouldn’t – always spell these words out – do not, should not and so on.

12. Avoid using artificial intelligence of any sort – in your assignments. Your assignments need to be your own individual work. We review Turnitin and check for the AI score for every assignment. Turnitin detects direct AI inserted text and paraphrased text. Thus, Turnitin knows if students have copy pasted or typed in AI text. NB: be aware of Grammarly and other language/grammar bots.

13. More marks will be gained when students demonstrate additional evidence of research (peer-reviewed /scholarly journal articles) and analytical discussion of this research.

14. If you feel you need to attach some other interesting report or facts not required in the main body of your answer, please add this as an appendix. Then in your text close to where you discuss this, you should add in brackets (refer to Appendix 1) - for example. This is not included in the word count either;

15. When submitting your assignment through the link provided, ensure that you press the ‘submit’ button twice – as students need to agree with the submission questions/requirements. Failure to do so will result in your assignment sitting in ‘draft’ mode and these will not be accepted for marking. Late penalties will apply to draft assignments submitted after the due date;

16. Proof-read your assignment and use a spell-checker;

17. Retain an electronic copy of your assignment for your records. If an assignment is misplaced the onus is on you, the student, to provide a copy.

18. To obtain a pass in this course, a 50% pass in aggregate must be achieved.

Appendix D

Assignment Assistance for Business Students:

Study Support
This UniSQ webpage is designed to offer study support to assist you in successfully completing your assignments and may be particularly useful to students who are returning to study. Always remember, however, to read your assignment instructions very carefully as your course examiner may require specific formats and layouts.

Study Guides and Strategies

This site covers many aspects of learning - study and writing skills, project management, evaluating web sites and more. You can choose to view the contents in any one of 30 languages!

How do I search the Databases?

Use this link to understand how to search and evaluate scholarly information and peer review resources at the library.

How do I avoid plagiarism?

Plagiarism is taken very seriously at universities so make sure you are aware of what constitutes plagiarism. You must familiarise yourself with this information on the following site.
Harvard AGPS referencing is required. Refer to the UniSQ Library website for details.
Use the Submission Links provided on the Study Desk to submit your assignments!
A Turnitin report will be generated when the assignment is submitted.

Understanding the Assessment Task

The assignment requires an in-depth 1800-word report for MGT2004: Supporting Employee Performance. It revolves around analysing the case of XYZ Company, focusing on challenges in employee growth and fairness. Students must:

• Draft a sharp introduction stating purpose and scope.

• Explore managerial coaching as a development strategy.

• Examine organisational justice theories and apply them.

• Suggest at least two recommendations for improvement.

• Summarise with a concise conclusion.

• Use 10 credible academic references in Harvard AGPS format.

Mentor’s Guidance Approach

The student worked closely with an academic mentor who:

• Decoded the assessment criteria and CLOs.

• Outlined a structured writing plan for each section.

• Recommended reliable literature and case examples.

• Reinforced the need to link theory with real workplace issues.

Writing the Introduction with Clarity

Instead of jumping straight into details, the mentor highlighted that the introduction must:

• State the aim of the report clearly.

• Provide brief context about XYZ Company’s challenges.

• Highlight the importance of coaching and justice in organisations.

Managerial Coaching as a Performance Tool

This part explored how coaching contributes to:

• Improved motivation, skills, and feedback loops.

• Building employee confidence through support.

• Linking theory to Suzie’s case, showing how her issues could be resolved by coaching interventions.

Organisational Justice and Employee Satisfaction

The mentor guided the student to break down the justice framework into:

• Fairness of outcomes (distributive justice).

• Fairness of processes (procedural justice).

• Fairness of interactions (interactional justice).
  This helped explain why Suzie felt undervalued and how XYZ could fix it.

Action-Oriented Recommendations

The recommendation section was shaped to provide solutions such as:

1. Introducing formal coaching and mentoring programs.

2. Creating transparent HR processes around pay and performance.
   Each was supported with academic research and practical applications.

Summarising the Key Arguments

The conclusion reinforced:

• The link between coaching and improved performance.

• The importance of justice in retaining employees.

• How research-backed solutions could resolve XYZ’s issues.

Research and Integrity Practices

To ensure academic credibility, the student was trained to:

• Use scholarly journals rather than unreliable sources.

• Apply Harvard AGPS referencing consistently.

• Uphold academic honesty by avoiding plagiarism.

Student’s Personal Takeaways

By completing the assignment under guidance, the student gained:

• A deeper understanding of theories in practice.

• Stronger critical thinking skills.

• Improved ability to recommend realistic HR solutions.

• Greater confidence in academic report writing.

Connecting to Course Learning Outcomes

The final work reflected achievements such as:

• Explaining motivation and performance frameworks.

• Applying justice theory in real scenarios.

• Presenting evidence-based solutions with professionalism.

Get Your Academic Edge Today Samples & Custom Solutions

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