Read the following case study and then answer questions 1.1 to 1.4 : Phumelele Phumelele is a large manufacturing company in South Africa and it has been in business for the past 16 years. Phumelele has several smaller branches in India, China, Hawaii, and Australia. An administrative position has recently opened in China. The administrative matters in China have been chaotic for the past couple of years. Dave Chauke is the executive vice president of Phumelele. He is known for leadership that is associated with questionable decisions and leadership that are regarded as unsuccessful. Dave is also known to be emotionally unstable. He seeks advice from the executive team on how to solve the administrative challenges at their branch in China. One member of the executive team suggests that a third-country national be appointed in the vacant administrative position because that is an inexpensive option; most of the members suggest that a local person who has the required expertise be appointed in the post. However, Dave decides to fill the administrative position in China with someone who is close to him to make sure the work is done well. Joe Ayob is an administrative assistant whose performance record has not been good at all; nevertheless, Dave chooses him to relocate to China for two years. Joe will be appointed in the position of senior administrative assistant and train local junior assistants to take over the position. Most senior managers are against Joe's appointment and they request that a local person, Pieter Coetzee, be appointed instead. Pieter has been an exceptional administrative assistant at Phumelele for about 10 years and he has experience in respect of all aspects of the complex systems that Phumelele uses. Dave becomes angry at the executive team's failure to accept his choice and later sends angry emails to all the executive team members, informing them that his decision should not be questioned as he is the executive vice president and he knows what he is doing. He reiterates that Joe will be perfect for the overseas assignment. On receiving the news, Joe is very excited that his friendship with Dave is finally paying off. Dave offers Joe a generous expatriate relocation package that includes a 30% increase in salary, as well as a bonus after the successful training of new assistants. He will also receive a housing allowance, assistance with tax preparation, full medical aid and subsidised tuition for his children at an international school. Joe is not given any training as he is preparing to depart for China. Dave is of the opinion that training is not necessary because Joe has been in China before. He asks Joe to use the internet to get to know China. Two years later Joe Ayob returns to Phumelele in South Africa after he has finished his work in China. On his arrival, he finds that the unfilled positions are not suitable for him. Consequently, he is now doing almost everything that is available to do, to the extent that he cannot explain the content of his job. Joe had hoped that he would be promoted to a better position because of his international experience. Instead, his salary has to be adjusted to a lower level because of the type of work he is doing now. Source: Compiled by Gumede (2023) 1.1 Critically discuss the expatriation cycle that is portrayed in the case study. Use the following steps of the expatriation cycle: selection (3 marks), training and development ( 3 marks) and, eventually, repatriation ( 3 marks) to answer question 1.1. (9) 1.2 One member of the executive team of Phumelele suggested that a third-country national be appointed to the administrative position in China instead of sending someone from the organisation's home country to fill the position. What is| the advantage of an appointment of a third-country national? 1.3 In your opinion, is Dave a successful leader? Substantiate your answer with references to the qualities of leadership that Dave portray in the case study. (10) Read the following scenario and then answer question 1.4 : Frustrations at work ANG Clothing (Pty) Ltd is a large factory near a very poor community, Thotho. The company recently introduced overtime work because of a high demand for its clothing material. Management thinks that overtime work will benefit ANG immensely. Source: Compiled by Gumede (2023) 1.4 What type of flexibility did the management of ANG Clothing adopt by introducing overtime work? Substantiate your answer with reference to the benefits that ANG could gain from the introduction of the identified type of flexibility