Description
Organization Behaviour & HRM
Dec 2025 Examination
Q1. Amore, a global e-commerce leader, has experienced rapid growth but faces significant HR challenges, particularly employee burnout and high turnover in its fulfillment centers. The company operates in a high-pressure environment, especially during peak seasons, which has raised concerns about employee well-being and retention. While Amore has implemented programs like ‘Work Well’ and advanced safety protocols, the HR team is now tasked with developing a more strategic approach to align HR practices with business objectives, ensuring both employee satisfaction and operational excellence.
Based on the scenario, evaluate the effectiveness of applying Strategic Human Resource Management (SHRM) principles in addressing burnout and turnover at Amore’s fulfillment centers while maintaining competitiveness. (10 Marks)
Ans 1.
Introduction
Amore an international leader in e-commerce, has seen rapid growth, however the success has come at employees who are burned out and high turnover at Amore’s fulfillment centres. These problems are not exclusive to Amore but are common to highly-pressured, fast-moving e-commerce businesses with strict deadlines and seasonal peaks demand long working hours and intense physical labor. While Amore has already implemented initiatives like the “Work Well’ program and advanced safety measures, these measures only address short-term concerns. To achieve long-term competitiveness as well as sustained growth Amore needs to strategically incorporate human resource practices in its business goals overall. Strategic Human Resource Management (SHRM) offers a framework to align workforce well-being and engagement with organizational performance. This study examines the ways SHRM principles can address high
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Q2(A). A mid-sized manufacturing firm is considering revising its management practices to boost employee engagement and output. The HR Director references the Hawthorne Experiments, which highlighted the importance of social and emotional factors in productivity. Some senior managers are skeptical, arguing that these findings may be outdated given today’s technological and structural changes.
Apply the insights from the Hawthorne Experiments to recommend how the firm could design management practices that address both employee motivation and productivity in the current workplace context. (5 Marks)
Ans 2a.
Introduction
The Hawthorne Experiments conducted between 1924 and 1932 at the Western Electric Company, revealed that productivity is not influenced solely by physical or pay conditions however, it is also influenced by psychological and social influences. These discoveries marked the beginning of human-to-human relations within management. Even though technology, automation and globalized competition are the dominant factors in today’s workplaces, employees remain individuals with needs of socialization, emotions, and a desire for recognition. For a mid-sized manufacturer and its employees, the lessons learned from the Hawthorne studies can
Q2(B). Southwest Airlines has built a reputation for prioritizing employee attitude and cultural fit during recruitment, believing that technical skills can be taught but attitude cannot. This approach has contributed to high employee engagement, low turnover, and strong customer service. However, as the airline industry evolves, questions arise about whether this strategy remains optimal for sustaining competitive advantage and operational excellence.
Analyze how this approach shapes organizational culture, employee engagement, and customer service outcomes. In your analysis, highlight both the strengths and possible limitations of relying primarily on attitude in recruitment, and explain how these factors affect the airline’s long-term performance. (5 Marks)
Ans 2b.
Introduction
Southwest Airlines has consistently followed the philosophy of “hiring for attitude, training for ability.” The idea is that the technical aspects can be taught through structured training programs however a positive attitude, cultural fit, and customer-centric mindset are not quickly cultivated. This approach has helped shape Southwest’s reputation for excellent customer service and high employee loyalty. But it is now facing new challenges such as digitization, automation, growing competition, and more stringent security standards, it is essential to analyze both the advantages and potential risks associated with this strategy.
Concept and Application
Impact of Attitude-Based Recruitment
Shaping a Distinctive Organizational Culture
The focus on attitude in recruitment has assisted Southwest establish a solid, cohesion-based
