Read the project scenario below and answer ALL the questions that follow.

SCENARIO

The Management Committee at Ubuntu Innovations has contracted you, an independent Organisational Behaviour

Consultant, to assist the company with various organisational behaviour related issues.

Ubuntu Innovations is a software development firm based in Sandton, South Africa. The company has built a reputation for

delivering cutting$-$edge software solutions. Founded in $2010,$ the company has grown rapidly, boasting a diverse team of

$150$ employees. However, despite its success, Ubuntu Innovations is facing significant internal challenges that are affecting

its overall performance and employee satisfaction.

So as to try and better understand the internal challenges within Ubuntu Innovations you have conducted a survey, the

results of which show that the particular issues which require attention within the company are motivation of employees,

communication, organisational culture and organisational structure.

Note: In preparing answers to the various project questions, learners are required to read beyond the scope of the

MANCOSA Module Guide. Consult a range of sound academic sources $($such as textbooks and academic journal articles$)$ in

completing this project.

QUESTION $4(25$ Marks$)$

After reviewing and reflecting on the results of the survey, Sibongile Mkhize, the CEO of Ubuntu Innovations, meets with the

Management Committee. Sibongile is of the opinion that the motivation, communication and organisational culture

problems within Ubuntu Innovations are in part due to the hierarchical structure of the organisation. Sibongile discusses this

with the Management Committee:

Sibongile Mkhize $($CEO$)$: Good morning, everyone. As you know, we recently conducted a survey to identify the issues

within our organisation. The results are concerning. Communication, motivation, and our organisational culture are all major

pain points.

Thomas van der Merwe $($COO$)$: Yes, Sibongile. The survey results were quite revealing. It$$s clear that our employees are

unhappy with how things are currently being managed.

Aisha Patel $($HR Director$)$: I$$ve been going through the comments, and a recurring theme is that our hierarchical structure

might be contributing to these issues. Employees feel disconnected from decision$-$making processes and believe their input

isn$$t valued.

Johan Pretorius $($CTO$)$: That$$s right, Aisha. In my department, the developers feel that their ideas are often ignored

because everything has to go through multiple layers of approval. It$$s slowing us down and stifling innovation.

Naledi Nkosi $($Marketing Director$)$: I$$ve noticed similar issues in marketing. Important information often gets lost in the

chain of command, leading to confusion and mixed messages. This is affecting our campaigns and overall effectiveness.

Sibongile Mkhize $($CEO$)$: It seems like we$$re all facing similar challenges. Our current structure might be too rigid and

centralised. Could this be contributing to our communication and motivation problems?

Aisha Patel $($HR Director$)$: I believe so$.$ Employees need to feel empowered and valued. If decisions are always top$-$down,

they lose the sense of ownership and engagement. We might need to move towards a more decentralised and collaborative

structure.

Thomas van der Merwe $($COO$)$: Decentralisation sounds good in theory, but how do we implement it without losing control

and coherence in our operations? A more decentralised structure might lead to inconsistencies and chaos.

Johan Pretorius $($CTO$)$: We could start by flattening the hierarchy a bit, giving more decision$-$making power to team leaders

and involving employees in the decision$-$making process. This could improve communication and motivation.

Naledi Nkosi $($Marketing Director$)$: I agree, but I$\text{'}$m also concerned. If we allow too much autonomy, we might end up with a

lack of uniformity in our projects. It$$s risky to change a system that has worked for us for years.

Sibongile Mkhize $($CEO$)$: Hmm, I think in terms of a way forward we should ask our Organisational Behaviour Consultant

for their advice. As they are much more qualified to advise us on this issue.

In your role of Organisational Behaviour Consultant, write an email to the Ubuntu Innovations$$ Management Committee in

which you present relevant theory and advise on an organisational structure which would assist in improving the

motivation, communication and organisational culture issues within the company. Provide in$-$text source referencing