Reflect on Elon Musks statement that DEI must DIE and the subsequent actions by companies like Harley-Davidson. You have been appointed as a human resources adviser to Elon Musk. Explain how his company employees productivity

Module

General Management (GMAN01-7)

NQF LEVEL 7

FORMATIVE ASSESSMENT ASSIGNMENT A

Assignment (GMAN01-7/DLO1 03/2025

Due Date

27 January 2025

Exam Date

17 March 2025

Marks

10

Assignment A (GMAN01-7/DLO1 03/2025)
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SECTION A (10 MARKS)

Question 1 (10 marks)

Read the case study below and answer the question that follows:

No Elon, DEI must not DIE, and heres how we can make it stick

We know that diversity wins in business as in life, but why is it such a struggle to create truly diverse and inclusive workplaces? New research digs deep to explore how leaders in South Africa can bring about real change.

Diversity, equity and inclusion (DEI) has become a lightning rod in the US political and culture wars. Last December, Elon Musk posted on his social media platform, X (formerly Twitter), that DEI must DIE, and this week, motorcycle maker Harley-Davidson became the latest manufacturer to drop DEI initiatives amid sustained pressure from anti-DEI activist Robby Starbuck.

Meanwhile, in the rest of the universe, DEI is recognised as a secret elixir to building successful and sustainable organisations benefiting everything from talent attraction and retention to bottom-line profits, with ample data and research to back this up.

Just as genetic diversity is crucial for the planets survival, so diversity is a winning strategy in business because it strengthens the ability of individuals and groups to resist diseases, disruption and other stresses. In other words, resilience.

Diversity is especially important in a globalised world where business is conducted across borders, among divergent cultures and peoples. Its encouraging, therefore, that despite pockets of backlash in the US, theres been a burgeoning interest in DEI worldwide.

But and its a BIG but even the most well-intentioned diversity efforts can flounder unless the delicate relationship between perception, commitment, identity and trust is maintained. And this can further fuel the backlash. What this really tells us is that change is hard. Upending and overhauling entrenched systems is painful and requires commitment and nerve. Fortunately, some organisations are blazing a trail to show us the way.

Required:
Reflect on Elon Musks statement that DEI must DIE and the subsequent actions by companies like Harley-Davidson.

You have been appointed as a human resources adviser to Elon Musk. Explain how his company employees productivity could improve by applying the following Hawthorne contributions to management’s behavioural (human- relations) viewpoint.

Hawthorne effect: When employees are given special attention, productivity will likely change regardless of whether working conditions change. Support your answer with information from the case (3)

Informal work groups and the social environment of employees greatly influence productivity. Support your answer with information from the case (3)

Awareness of employees feelings and involvement in decision-making reduces resistance to change. Support your answer with information from the case (3)

In your opinion, is Elon Musk correct in his view that DEI must DIE? Motivate your (1)