AN INCENTIVE PROGRAMME CAN WORK IF IT IS DONE RIGHT

This is Saturday 28th's post.

It's all in the planning - so many times because of lack of planning and lack of research, the whole bang shoot falls over.

Make sure that you have researched everything and that you have planned properly. That you know what the worst case scenario as well as the best case scenario is.

Always have a "Plan B"

Remember to have fun. Enjoy your business, love what you do and do what you love!

An incentive programme can work if done right
Employee rewards can make a huge difference to morale in the office
Workplace staff
27 February 2008 at 06h00

Anyone who's been involved with running an incentive programme can tell you that there are many reasons why it sometimes doesn't do as well as it should. Unfortunately, even a carefully planned programme can disappoint because of a few simple, but crucial, oversights. Below, we identify 10 of the most common mistakes when implementing an incentive programme.

1. A programme is under-funded

Under-funding impacts on all the critical components of an incentive programme, from the reach and frequency of the communication strategy, to the number of participants who are rewarded, to the amount of the reward that is given to impact on positive behaviour change.

2. Basic compensation plans are inadequate to start with

When employees are dissatisfied with their pay, no amount of incentive magic can help. When properly paid, on the other hand, the incentives are seen as just that - incentives to work even harder.

3. Motivational factors are not understood or taken into account

It's vital that you know what drives participants. Is it money, security or material assets? Is it the challenge or a desire to be the best? Avoid guesswork by using tried-and-tested performance theories that incorporate the motivational factors behind success. "Best practice involves segmenting your participant base in terms of reward strategies," says Jean-Claude Latter, sales director of the Achievement Awards Group. "Studies on generations highlight significant differences which need to be taken into account," he says.

4. A programme is too complicated

It's tempting to get clever with your programme rules structure, but its too difficult to understand or implement, many if not most of your participants will struggle to share your vision and enthusiasm.

5. A programme doesn't have clearly set, measurable objectives

It's essential to set clearly defined and measurable objectives before the programme is implemented so that you and your participants know exactly what needs to be achieved. If performance goals are too easy, participants will not feel challenged and will be quickly bored. If they are too difficult, they may seem unattainable and not worth striving for. Make sure the goals are challenging yet attainable to everyone on the team.

6. External factors affect employee performance
Make sure that, as far as possible, you minimise the impact of external factors on participant performance. For instance, if one of your sales team places an order on time to meet target, but it's held up at the factory, it shouldn't adversely affect his or her points-earning potential. Participants should be measured and rewarded on those factors that they can influence and impact upon

7. A company forgets the training potential

Companies forget the potential training value in the incentive program, which can be especially important in upgrading average or below-average performers.

8. Reward and recognition aren't up to the job

Taking part in a reward program should be "worth it". Rewards should be substantial enough to make a real difference in a participant's life and should be something to strive towards.

9. Participants don't know where they stand

Without regular feedback, even top candidates may drop out because they have no idea how they're doing. Regular results feedback and progress reports will also encourage average performers to do better and ensure the programme maintains momentum. The programme design should also incorporate self feedback mechanisms.

10. There's no programme evaluation

At the end of the programme period, you'll need to do a full evaluation against your objectives, otherwise you may never know if the programme was successful or not; and, if it wasn't, why it wasn't. You need to find out what you should be adjusting to ensure it keeps delivering a steady return on investment. "Far too often, we find that the evaluation of results and return on investment (ROI) are not considered until the end of the programme, as an afterthought or in some instances not done at all as it is too difficult," says Latter.One does not have to wait until the end of the intervention to start evaluation. Data collection and analysis planned, based on the initial situational analysis will allow for continuous adjustment, thus increasing the chance of a positive results and ROI.

Achievement Awards Group is a leading provider of full-service incentive and performance improvement solutions. Visit www.awards.co.za for more info.

WHAT TO DO WHEN . . . . YOU'RE NOT SURE ABOUT LEAV

ARTICLE 6

WHAT TO DO WHEN . . . . YOU’RE NOT SURE ABOUT LEAVE

PART 3

By Nikki Viljoen – N Viljoen Consulting CC.

I promised that we would have a look at the subject of accumulation of leave.

This is not a good idea people – not good for the Business at all! Actually the Letters and/or Contracts of Appointment that I have deals very clearly with this point. Let’s examine why it is not a good idea and then I will let you know how I deal with it in the employee contracts.

So George has been working for Mike now for a period of 17 years. Both George and Mike are very ‘proud’ of the fact that George has not taken a single days worth of leave in that entire time. The perception of course is that George is so dedicated to his work that he will sacrifice himself in order to make sure that the business works . . . well! Seventeen years – that’s a long time not to take leave, in fact it is a whopping 255 days leave that is due to George – almost 9 months worth of leave due! Incredible wouldn’t you say? Well not for me, I would say EEEeeeeeeekkkkk! Houston we have a problem!

Let’s have a look at the real reason that George has not taken leave. You see, personally I don’t believe that anyone could be that dedicated! Even people who own their own Businesses or work for themselves take a break from time to time and there is anyone ‘dedicated’ to what they do, it’s them. Wouldn’t you agree?

One of the biggest frauds that I have come across in my career as Internal Auditor (a career that spans more than 30 years, I might add) ‘popped’ up when we put a stop to all overtime and insisted that people within the organization took their leave. You see, the people who are committing fraud, or who (as in this case) were ‘in charge’ of all the people that they had coerced into committing the fraud, had to be around in case a question or two was asked – so that they could cover their tracks, make the appropriate excuses or make a timeous exit, should the need arise.

That is one of the reasons that the Basic Conditions of Employment Act is quite specific about leave and how it should be taken. Taking a day here or there doesn’t cut it. Your staff need to take their leave in blocks/weeks/chunks or any other way you would like to describe it.

Let’s be reasonable, apart from anything else, everyone needs a break, everyone needs to rest and honestly speaking, you are not doing yourself and/or your business any favour by having people around that are dog tired. Contrary to popular belief, they do not work to their best capacity and neither do you. So let them take their time off and make sure that you do too.

So that’s the first reason that your staff MUST take leave – let’s have a look at some of the others.

Although George has been with Mike for seventeen years now, he has been headhunted by Mike’s rival company. Apart from anything else, they are prepared to give George, double the salary that he is earning right now and they are also going to throw in a car, a petrol allowance and a cell phone. George of course, being the loyal employee that he is turns down the offer! Yeah right! George hands his resignation in so quickly, it’s written and handed in before Mike can even blink!

Think about this one for a moment - Mike now has to “pay out” the 255 days leave that he owes George and get this – it’s not at 15 days at the rate that George was paid in the first year and then 15 days that George was paid in the 2nd year and so on. It is 255 days at George’s current rate of pay! What exactly do you think that this is going to do to Mike’s cash flow, presuming of course that he has one?

This is the kind of stuff that ‘closes’ businesses down – fast.

In the employment contracts that I use, it is stipulated that employees have to take a minimum of 80% of their leave as at 31 December of each year. The balance of 20% may be accumulated until 31 March of the following year and if not taken by then is forfeited by the employee.

As you can see, it is in your own best interests to ensure that your staff take their leave every year – all of it.

Next week, we will look at a whole new topic!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za

ACT FAST TO KEEP BLACK TALENT, CAPE TOLD

This is Thursday 26th's post.

Actually, whilst I understand the dilemna that the Capetownians find themselves in - all companies, both big and small, who have skilled talent in their midst, need to take this into account.

It is an 'employees' market out there and loyalty is no longer what keeps employees in a company any longer. Finding the right talent is exceptionally difficult - keeping them is another ball game altogether!

Act fast to keep black talent, Cape told
Staff Reporter

22 February 2007 at 11h00

Cape Town companies will have to apply more creative and aggressive retention strategies if they want to attract and retain top black talent often lost to stiff competition from Johannesburg.

Debbie Goodman-Bhyat, managing director of Jack Hammer Executive Headhunters in the city centre, said: "Many top black executives I've come across see Cape Town as career-limiting when compared with Gauteng, where there is a perception that the sky is the limit."

As a result, some Cape companies are battling to meet employment equity targets. She said although salaries weren't necessarily higher in Gauteng, many of the largest blue chips were based there, meaning that employees in these large organisations had more opportunities for high-level senior roles, combined with a wider range of jobs to choose from.

She said this could sometimes result in heftier pay packages. However, there was certainly not a huge discrepancy between pay within the two regions.

So why the reluctance of black executives to move south? And for those that do make the trek, why the difficulty in retaining them? "The reality is that the 'lifestyle choice' Cape-based professionals so heavily defend is not necessarily considered such an attractive option by black professionals who prefer Johannesburg because of the social networks this bigger, faster-paced metropolis provides," said Goodman-Bhyat."Over and above this, family support networks are already in place there."

In order to keep black talent in Cape Town, Goodman-Bhyat recommends that Cape firms apply more creative and aggressive retention strategies, preferably collectively, in order to address the issue in a holistic way.In addition, companies will have to be willing not only to relocate a Johannesburg-based executive's entire family to Cape Town, all expenses paid, but also ensure that they receive the necessary support and benefits to keep them here. She said until the right working environment was provided, as well as ensuring that black executives were comfortable outside work, Cape Town would have difficulty in competing with Johannesburg.

THE POWER OF NETWORKING - PART 67

THE POWER OF NETWORKING

PART 67

By Nikki Viljoen of N Viljoen Consulting CC

Networking and your competition. Let’s take this discussion a bit further this week.

How do you Network effectively when you are competing with several other companies and businesses that offer the same product and/or services as you do and who operate out of the same area that you do? Clearly you need to stand out ‘head and shoulders’ above the crowd and you obviously should never, and I mean NEVER – put your competition down or malign them in any way. Concentrate rather on what you do and what you do that makes it different.

Let’s focus on what you do need to do – you need to work very carefully on every aspect of your Business, from your Business Presentation to your Business Card, your promotional/marketing items such as pens, to the way that you present yourself as an individual, to your elevator speech.

Your Business Presentation needs to be professional, but also memorable. Going on and on about statistics and the like is extremely boring for the person listening. So if you want to use some statistics, choose one – perhaps put some humour into it (to make it stand out and be memorable) and use it at the end of the presentation where it will make and have the most impact!

You need to know what you want to say to people when you introduce yourself. Fumbling and stammering with lots of ‘Um’s and er’s and, and, and, and’s’ is really not going to cut it for you. Let’s face it – if you don’t know who you are and what it is that you do, how can you expect anyone else to? So take the time and prepare what you want to say to people.

I have written so much about Elevator speeches it really feels like a deje vu moment for me, yet it is of critical importance, especially if you are confined to a limited amount of time in which to introduce yourself and make an impression!

Take the time, invest it in yourself and your business. Make sure that what you are saying is clear and also that it makes sense. Make your statement make people want to contact you and engage with you, even if it is only to ask you what you meant!

For example my elevator speech is “My name is Nikki Viljoen of Viljoen Consulting. I am an Internal Auditor and Business Administration Specialist and I prevent loss!” Many people come up to me afterwards and say ‘What do you mean you prevent loss – how do you prevent loss?’ A huge foot in the door for me wouldn’t you say?

The more you work on your Networking, the more your Networking will work for you!

Nikki Viljoen is an Internal Auditor and Business Administration Specialist and she can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.
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A GUIDE TO RUNNING YOUR OWN BUSINESS

Well done Jenny - you are spot on! and. . . Don't forget to network, network and then network some more!

A guide to running your own business
Jenny Handley
02 June 2008 at 04h00

"Attempt the impossible in order to improve your work." - Bette Davis, Hollywood actress

If the three Ps of property are position, position, position, know that for starting a successful business, preparation is the first P. If you are considering a venture away from the confines of a corporate environment, consider the following:

Stick to what you know rather than trying something completely outside your area of expertise. Many people dream of owning a restaurant. People have a rosy, unrealistic view of drinking coffee and greeting guests all day, when it is more about management of staff and stock control. Work out how many cups of coffee you have to sell to pay the rent!

Walk before you attempt to run. Start with small steps and do not be scared to service small customers.

Create demand. You may even begin by servicing some customers free or at a discount in order to prove your worth. Request testimonials and references for good work performed, so that you can then attract more customers by word-of-mouth publicity.

Small customers grow into significant customers, just as a small business evolves into a medium-sized enterprise and then into a large corporation. Everyone starts somewhere. Ensure that the bigger picture is part of your plan. What happens if there is incredible demand far sooner than you envisaged? Contingency plans are crucial; look at all the possibilities.

Remember that money is the by-product of excellence, so never aim to get rich, aim to get good results.

Consider investment in human capital more valuable than other resources. Your contacts and alliances are an integral part of your business.

You cannot over-prepare when it comes to budgeting, so ensure that you look at both best- and worst-case scenarios. Do not underestimate the saying "what may go wrong, will go wrong". Balance this with a healthy dose of optimism.

Seek new opportunities. Some may come to you, but actively go and seek rather than waiting for them to land in your lap. In contrast, if the corporate world is treating you well, but you are feeling restless, then consider using the last principle in your current position: create your own challenges and prepare for the next step up the ladder.

Jenny Handley, co-author of Raise your Game with Gavin Cowley, owns a PR and marketing company. For details of Raise your Game books, training material and courses, and personal brand strategy sessions, contact info@jhpr.co.za.

MOTIVATION - I BELIEVE WE CHANGE

MOTIVATION – I BELIEVE WE CHANGE


By Nikki Viljoen of N Viljoen Consulting CC

It is said that “we don’t have to change friends if we understand that friends change.”

Well in my book, so do we. We change! We grow and move forward. Sometimes we stop dead in or tracks and need to be kick started to get going again and sometimes something happens and we even go back wards.

Think about it for a moment. As children we learn and as we learn we grow – both physically and emotionally. What was really important to us as children growing up is usually nothing that we get up tight about as teenagers. Our understanding of our immediate environment and the people in it change as we grow.

Then as teenagers, the hormones kick in and we swing like a great big pendulum, going from ecstatic highs to dangerous lows, very seldom spending any length of time, balanced, somewhere in the middle.

Once the hormones settle down and we become more emotionally stable and enter young adulthood, what seemed like a ‘life and death’ situation as a teenager usually becomes nothing more than a slight embarrassment as we think back to what we were so ready to give our very lives for – presuming of course that we can actually remember the incident at all!

Then as adults we grow as we experience day to day life and the trials and tribulations that we set up for ourselves. From each experience we learn (hopefully) and we grow.

As we grow we change, hopefully for the better, and we morph into who and what it is that we want to become.

Friendships that were forged in our youth often do not survive to adulthood and this is because as individuals, we grow at different speeds, and often in different directions.

We expect others around us, our family, our friends and colleagues to accept us for what and whom we are, at any given moment in our lives and yet there appears to be this problem that we have in seeing and accepting the changes that our friends, family and colleagues have also gone through to become what they are.

We all change, whether it is for the better or for the worse – it is entirely up to us. Let us embrace that change both in ourselves and in our friends. Let us accept the changes in both ourselves and in our friends. Let us be all that we can be and accept our friends just as they are.

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

VEHICLE OWNER SMELLS A RAT OVER FINE PICTURES

This is Saturday 21st's post.

What does he mean when he says that 'the prosecutor will probably cancel the fines'? Good grief man, now Mr. Fernandes has to take time out of his busy schedule to go and sort out someone else's mess - personally I would charge for the time that has been wasted - my time!

Vehicle owner smells a rat over fine pictures

Anna Cox
May 04 2007 at 12:34PM

What are the odds of a speeding car being caught on camera at the same spot, overtaking the same car on two different occasions? An irate Victor Fernandes smelt a rat when he received four fines through the post, all for different amounts. Although the dates and speeds differed, Fernandes could see that two of the photographs had been duplicated. Fernandes, who runs an electrical business, said his driver had received four fines in recent months. On one set of fines, the speed is listed as 110km/h and on the other, with the identical photo, 95km/h with the amounts of R400 and R100 to be paid respectively.

The others state speeds of 99km/h and 103km/h, with the amount of R200 and R300 owing, also bearing the same photo. Fernandes said that it was not possible for his driver, who was caught on the N1 south at the N12 west Misgund interchange, to have committed the same offence twice at the same place with the same car overtaking in one of the instances.

"There is something strange going on. A chance is being taken here. If this has happened to me twice in one month, it is obviously going on with others as well. Motorists should check the fines before they make payments," he said.

Johannesburg Metro Police Department spokesperson Wayne Minnaar said this was an unusual and unique case. "There obviously has been an administrative error. Mr Fernandes should go and see the prosecutor who will probably cancel the fines," he said.

This article was originally published

WHAT TO DO WHEN . . . . YOU'RE NOT SURE ABOUT LEAV

Here's Friday 20th's post

ARTICLE 6

WHAT TO DO WHEN . . . . YOU’RE NOT SURE ABOUT LEAVE

PART 2

By Nikki Viljoen – N Viljoen Consulting CC.

Ok, here we go – now we have exactly what the Act says, now let’s find out exactly what it means!

Let’s get my favorite protagonists back. George the employee and Mike the employer.

George has been working for Mike for almost a year now and it’s time for him to take some leave. George is reluctant to take leave as he is really in need of some additional finance. The roof of his house in Soweto has blown off and he needs the additional finance to do the repairs. Mike on the other hand, can’t really do without George because he has landed a deal that has stretched his resources really thin. So they come to a compromise – George has requested that Mike pay him out for his leave and since Mike has the new deal he is in a financial position to pay George for the leave that he does not take!

Sounds like a win, win situation doesn’t it? Look again!

Firstly the only person to really win out of this situation is SARS - you see the extra finance in George’s pay packet means that he has gone into the next tax bracket, so he is actually paying more tax out to SARS than the leave pay is actually worth.

Secondly although George now has the additional funds that he needs to repair his roof – the additional work, without him taking a rest, means that his body and his mind is tired and it will be a whole year before he can actually take some time out again. His judgment is slow, his reflexes are slow and he is not only putting himself at risk, but also his work mates because he could actually be the cause of an accident.

Thirdly, although Mike has been able to complete his project on time, George will probably only be half as productive as usual for the rest of the year because he has not had time to rest.

Finally, if the Department of Labour and/or the CCMA found out that Mike had paid George’s leave out – Mike could be in serious trouble and face a huge fine for not obeying the law.

The only time it is legal for Mike to pay George out his leave pay is if George resigns – then all of the leave pay would need to be paid out in full.

Next week let’s have a look at accumulation of leave.


Let’s have a look at what this all means next week.

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za

THREE HELD FOR SELLING FAKE DRIVERS LICENCES

This was Thursday 19th's post.

Well, well, well - finally we get something right! Still it is just a drop in the ocean - so I say let's get back out there and get the rest!

Well done!

Three held for selling fake drivers' licences
December 06 2006 at 08:31PM

Three men were arrested after one tried to sell a fake driver's licence to a plainclothes policeman outside the Johannesburg metro police department (JMPD) offices on Wednesday.

Chief Superintendent Wayne Minnaar said the man was arrested outside the offices in Loveday street. He took JMPD officers to a flat in Braamfontein where two other men were also arrested and a computer and other equipment used to manufacture the fake licences were seized.

The men, who allegedly sold the licences for R600 each, are expected to appear in the Johannesburg magistrate's court soon.

Minnaar said the licences were of no value because they were not registered on the national database. - Sapa

THE POWER OF NETWORKING - PART 66

and here's Wednesday the 18th's post.

THE POWER OF NETWORKING

PART 66

By Nikki Viljoen of N Viljoen Consulting CC

I left you last week saying that “Networking in it’s purest form and if done properly is so much more.” Let’s take it from there.

Networking, for me is not only a practice (you know the story about practice makes perfect), it is also about the process. Yes it does take practice and the more you practice the better you will become at it and the reason that you will become better at it is because you will have defined your process and what works best for you.

What will work for everyone however is if you understand that networking is something that must be done all the time – it take continuous effort and if you don’t regard it as an essential marketing tool you will be selling yourself very short. Networking done in this way means new business at very little or no cost what-so-ever.

We all see thousands upon thousands of adverts every week. Adverts on bill boards, in neon lights, on TV in the magazines and newspapers – hell you can’t even wait for the robot to change these days without someone shoving something in your face! Yet in all honesty, how many of these actually have any influence on our lives – personal or business for that matter? I know that I use the ad breaks on the telly to switch the kettle on or pour myself another drink!


So why on earth would I want to spend my hard earned cash on advertising? Well my answer of course, is I wouldn’t. Actually, I don’t advertise anywhere. I network! All of my business comes out of Networking!

Referrals from my clients and the people who I network with, have far more impact on prospective clients, than any kind of flyer or flashing neon lights or even a page in the newspaper.

What do you think would work best for you? Let’s have a look at networking and your competition next week.

Nikki Viljoen is an Internal Auditor and Business Administration Specialist and she can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

DON'T BECOME A VICTIM OF PHISHING

This is Tuesday 17th article.

Take care out there - everybody is after your hard earned money. Spend it rather than let it get stolen from you.

Don't become a victim of phishing
Andrew Parker
20 June 2006 at 10h39

A chain is only as strong as its weakest link. Last week I explained the basics of the Hypertext Transfer Protocol over Secure Socket Layer, or HTTPS, which is one of the fundamental technologies used to secure internet communications.

It is very important to realise, though, that such technologies merely secure the channel you are using. In other words, they secure a connection between two end-points. One of those end-points is, hopefully, a trusted vendor or site, the other is you. Are you the weakest link?

You may have heard of "phishing". Why it's spelt like that I have no idea, but the name is an apt one. Phishing e-mails are created to appear as if they have been sent to you by a trusted organisation, like a bank or insurance company.

Their purpose is usually to direct you to a phoney website, created to look like the home page of your bank, for instance. Once you're there, the site will try any number of tricks to get you to fill in information that could be used to access your bank accounts, or even to assume your identity. In other words, they're fishing for information.

Classic Phishing e-mails use lines such as: "there is a problem with your account", or "we are performing routine maintenance/an account upgrade/an identity check".

The alarm bells should start ringing when you see such messages. They should escalate to wailing sirens if you are told to enter any account details, PIN number, ID numbers or similar. Don't do it. The prevalence of phishing e-mails has meant that banks and the like will never request such information using e-mail, and you should never have to submit these details to your bank for any reason other than to access internet banking sites.

Ignorance
I know that for many readers the above is merely stating the obvious, yet I rant on because I've seen how believable some of these e-mails can be. It's now so easy to copy a company's logo and appearance by simply copying elements of their web page, which makes these phoney e-mails difficult to detect if you don't know what to look for. Don't become a victim through ignorance. Study the following web resources for more advice, and tell your friends about this problem:

www.microsoft.com/athome/security/email
www.antiphishing.org/consumer_recs.html
www.en.wikipedia.org/wiki/phishing
www.honeynet.org/papers/phishing

In South Africa, sadly, one is accustomed to seeing high walls, razor wire, electric fences and a rottweiler protecting a suburban home. Yet we're less enthusiastic about protecting our computers and data.

To stop a would-be hacker from gaining access to your computer, create a security perimeter around it using a firewall. Simply put, a firewall checks incoming data and says: "Yes, you're allowed in", or "Go away, I'm not that stupid". They're not to be confused with antivirus software. Better firewalls check outgoing data, too, just to be sure your PC hasn't succumbed to a nasty.

I've reviewed the excellent free firewall from Zone Labs in an earlier Switched On; e-mail online@intech.co.za for a copy of this column. You can download Zone Alarm from www.zonelabs.com - click "Zone Alarm" in the column to the left of the web page.

Next week I'll be covering the Windows operating system - how and why to update it, with links to information that will help you "lock it down" securely.

MOTIVATION - FAILURE

I know it's Friday and I am very far behind! Here's Monday 16th's post!

MOTIVATION – FAILURE


By Nikki Viljoen of N Viljoen Consulting CC

Today’s quote comes from Gita Bellin, who says “People may fail many times, but they become failures only when they begin to blame someone else. Experience is determined be yourself – not the circumstances of your life.”

This for me, is like a kick up the backside! How many times do we not only say the words, but we also hear them – “it wasn’t my fault! It was because . . . .”

Well clearly it was my fault!

You see, I set it up that way and until I take responsibility for my own actions, I will never be able to correct the situation and move forward.

Let me give you an example. I know a lady, let’s call her Jane who is happily married. She has been married to the same man for the last 20 plus years and has had 4 children by this man. She owns her own business and he works in the hospitality industry. Jane is a bit of a control freak – actually she is a hell of a control freak!

When her and her husband first got married (let’s call him John), she set down the ground rules. She would control the finances, the household and everything that went with that. John is a pretty easy going guy and hell if she wanted the responsibility who was he to deny her.

So every month John’s salary got paid into the joint account and Jane paid all the bills – no problem. Then the kids arrived, one by one. Jane managed the children, the household and the finances. Still no problem.

Then some time down the line the children became extremely difficult – school became a huge problem and both the household and Jane’s business began to suffer. The children were all diagnosed with ADD and they were also all dyslexic. Jane really started to take strain.

Instead of Jane asking John for help, she started to pick arguments and fights. She started to nag and complain about everything in general and nothing in particular. The fights extended to the bedroom, where she now started denying John sex as a sort of a punishment. John had no clue what was going on so he did what he always did when there was strife in the home – he went to work, double shifts and on some occasions even triple shifts!

Clearly this situation could not continue and Jane ended up having an epileptic fit.

Jane blamed John for her health, the state of their marriage, the ADD and dyslexia that the children had and I guess even the weather!

Was John to blame? I personally don’t think so. John was doing what he had always done and in my opinion the only thing that he could be blamed for was ‘not noticing’ what was going on around him and then doing something about it!

It was at this point that she and John actually sat down and had a discussion about how to save their marriage, how Jane had to regulate what she did and the amount of stress that she could cope with and John committed to helping out at home more.

Jane had set her life up the way she wanted it to run and when the wheels came off, instead of recognizing that it was exactly as she wanted it, she blamed every thing on everybody else. Jane felt she had failed because John had not “been there” for her or ‘helped’ her in any way.

The moment that she was able to understand that she was the one who was responsible for the mess and that she needed to ask for assistance instead of just moaning and groaning and picking fights, they were able to deal with the problem as a unit.

Don’t get me wrong, the problem has not gone away – the children still all have ADD and dyslexia, but now both Jane and John pick up the strain and deal with it together supporting each other and backing each other.

Jane now feels that she has more control over her own life and John feels like he is more involved with his wife, his children and his family.

It’s like that old saying “be careful what you wish for . . .” Getting what you wish for or how you set something up, carries a responsibility and with that comes accountability.

Part of that responsibility means having to ‘step up to the plate’! Understanding that you have made a mistake and taking ownership of the mistake and the problem and then doing something about it!

Own your mistake, learn from it, do something about it and then move on!

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

SMOOTH TALKING THIEF WALKS AWAY WITH CASH

Man oh man! This is nothing new - 5 years ago, when I was still working in the corporate world we sent a memo around to all the store staff telling them that they were not to open the cash drawers for any reason other than to process a sale. Not to make change, not to show anyone what a bank note looked like or any o[ther fabricated reason. If 'clients' wanted to 'see' a bank note they were to direct them to the nearest bank.

Why? well for this very reason. We were 'hit' in several of the stores by 'foreigners' who came in and shopped - they never bought anything but invariably engaged the sales staff in a converstation. During the conversation they would advise that they were 'new' in the country - hold up something that looked like a 'bank wallet that was very fat with travellers cheques' and say that they had never 'seen' SA currency and then ask to look at a cross section of the notes. Money was always missing once they had 'looked' and it was clear that the 'shopping' was done while they waited for other shoppers to leave. One of them always 'asked' the price of something as the money was being examined - but one thing always remained the same - money went missing. Unfortuately it was always only found to be missing at the end of the day cash up and the 'smooth' robbers always sauntered out smiling and promising to return to purchase goods as soon as they had 'changed' their travellers cheques at the bank!

Make it a rule in your business - never, ever, ever take money out of the till for anything other than to give your client change!

Smooth-talking thief walks away with cash

Liz Clarke
November 08 2006 at 04:38AM

Is it magic? Is it hypnosis? Is it the power of suggestion? Whatever persuasive skills are involved, a smooth-talking "foreigner" is robbing shops of thousands of rands in and around Durban - and getting away with it.

Well, maybe not for much longer. His captivating manner and magician's deftness have been captured on closed-circuit television cameras. The footage is being examined by store management and police in the hopes of identifying the eloquent thief and stopping him in his tracks.

The CCTV footage shows a well-dressed man and his female accomplice approaching a till. The man appears to be in conversation with the cashier, pays for his goods and the cashier opens the till and takes out a bundle of notes.

At this point the man leans over and takes the pile of notes from her. Without her noticing he siphons off a portion of the notes and slides them into his wallet. At the same time the woman appears to distract the cashier by waving her arms. The remaining notes are then placed back in the till and the "customers" move off.

In the past few weeks the "well-dressed businessman from Dubai" has hit at least five stores using the same technique. This includes "mesmerising" his victims with a smile and "hypnotic" stare and persuading the till operator to open it and allow him to handle the notes. In some instances he is accompanied by a young child. His latest target was Everfresh fruit and vegetable outlet in Durban North. The store fell prey to his sleight of hand at the weekend, with more than R2 000 in banknotes going missing from one of the tills.

Store manager Zeca Virissimo said he was sceptical when he first heard the story about this "gently spoken" thief. "After all, it's a pretty bizarre story," he said. "My till assistant said at the height of weekend shopping - with plenty of people in the queue - this person simply looked at her, smiled, and asked her to open the till so he could identify a R200 and R100 note." He told her he was opening a jewellery shop in the same centre and needed to describe to his partners in Dubai what the notes looked like. He then took a fistful of notes from her and fanned them out. He put them back and she thought that was that until it was later discovered that R2 000 was missing."Police said an alert would be going out to the community.
This article was originally published on page 4 of Pretoria News on November 08, 2006

WHAT TO DO WHEN . . . . YOU'RE NOT SURE ABOUT LEAVE - PART 1

ARTICLE 6

WHAT TO DO WHEN . . . . YOU’RE NOT SURE ABOUT LEAVE

PART 1

By Nikki Viljoen – N Viljoen Consulting CC - March 2008.

Annual Leave and the various requirements, is something that we hear about time after time.

The Basic Conditions of Employment Act – Section 20, deals with some of the conditions that apply to annual leave.

The Act says:
(1) An employer must grant an employee: -
(a) at least three calendar weeks (15 days) annual leave on full pay in respect of each 12 months of employment (the ‘annual leave cycle’)
(b) by agreement, at lease one day of annual leave on full pay for every 17 days on which the employee worked or was entitled to be paid, or
(c) by agreement, at least one hour of annual leave on full pay for every 17 hours on which the employee worked or was entitled to be paid.
(2) An employer must grant an employee an additional day of paid leave if a public holiday falls on a day during an employee’s annual leave on which the employee would otherwise have worked.
(3) An employer may reduce an employee’s entitlement to annual leave by the number of days occasional leave on full pay granted to the employee at the employee’s request in that annual leave cycle.
(4) An employer must grant at least three calendar weeks annual leave on full pay in respect of each 12 months of employment (the annual leave cycle) not later than six months after the end of the annual leave cycle or the year in which the leave was earned.
(5) Annual leave must be taken: -
(a) in accordance with an agreement between the employer and the employee; or
(b) if there is no agreement in terms of paragraph (a), at a time determined by the employer in accordance with this clause.
(6) An employer may not require or permit an employee to take leave during: -
(a) any other period of leave to which the employee is entitled in terms of this part of the Sectoral determination; or
(b) any period of notice of termination of employment.
(7) An employer may not require or permit an employee to work for the employer during any period of annual leave.
(8) An employer may not pay an employee instead of granting paid leave in terms of this clause except on termination of employment.
(9) An employer must pay an employee leave pay at least equivalent to the remuneration that the employee would have received for working for a period equal to the period of annual leave, calculated on the basis of the employee’s rate of remuneration immediately before the period of leave.
(10) An employer must pay an employee leave pay: -
(a) before the beginning of the period of leave; or
(b) by agreement, on the employee’s normal payday.

Let’s have a look at what this all means next week.

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za

JUVENILE OFFENDERS GIVEN A CHANCE TO LEARN

Well done Dell and Xerox ! In my opinion the more ex prisoners that we can intergrate as contributing members of society, into the economy - the better the future of South Africa.

Here's a challenge to all "Big Business" out there - we can all make a difference! Let's all work towards a common goal!


Juvenile offenders given a chance to learn
December 06 2006 at 07:48AM
By Karen Breytenbach

For the first time ever in the Western Cape, a group of juvenile offenders will have the tools, writing and layout skills to be able to print their own newspaper in prison. Correctional Services Minister Ngconde Balfour was scheduled to unveil a new computer centre at Hawequa Youth Correctional Facility in Wellington on Tuesday, but had to be in Pretoria on short notice to reshuffle the senior management of his department after Correctional Services Commissioner Linda Mti resigned.

The prisoners and management were nevertheless excited about receiving 15 slick flat- screen computers from the Dell Foundation, and a printer from Xerox, through the help of the Southern African Media and Gender Institute (Samgi).

One prisoner, who was incarcerated eight years ago and is expecting to be released in 2009, said he was "very excited to learn everything about the computer" and said he hoped it would help him to find a good job one day. Another, who said he was imprisoned in 2002 and is to be released next year, said he hoped the training would change his life for the better. "Nothing is impossible," he said.

Samgi, which has been involved with the facility since 1998, will facilitate training of a select group of inmates on how to use basic computer programmes, while simultaneously educating them about gender issues and respect for women. A staggering 80% of these offenders were found guilty of sexual offences.

Finance and Tourism MEC Lynne Brown, in her unveiling speech yesterday, said the country did not have "enough young men and women with skills to drive the economy" and reminded the offenders that computer skills could enable them to play an active role in society. "While we take care of the economy, it is equally important to take care of other people, and in particular women and children," she said.

Chairman of the Dell Foundation, Rob Nunn, said their aim was to "bridge the digital divide by giving as many people access to technology as possible, who wouldn't otherwise have the chance".

This article was originally published on page 4 of Cape Times on December 06, 2006

THE POWER OF NETWORKING - PART 65

THE POWER OF NETWORKING

PART 65

By Nikki Viljoen of N Viljoen Consulting CC

This is what I left you with at the end of the Networking tip last week and it is something that I want to re-iterate again!

“Networking is about building relationships. Relationships that are mutually beneficial, that are sustained and worked at. Relationships that will, over time give you returns on your investment (which is the time that you have spent working on those relationships).

Attending a few networking meetings and handing your card out to a few dozen people is not going to do it. You have to meet up with those people, have a discussion, get to know them and what it is that they do – start a business relationship and then work at maintaining that relationship.

Networking for me is a foot in the door – it’s a fast way to meet people, especially like minded people who are as passionate about their business as I am about mine.”

So if attending a few networking meetings and handing your card out to a few dozen people is not going to do it – what will? As a natural networker, for me this is quite simple – I Network where-ever I am.

You see, you are never going to know where your next big deal is going to come from. It might be someone that you have met at a networking meeting, it might be someone that you have met through your social network and more importantly, it might be someone that you have never laid eyes on before, but who has been referred by someone that you have met while watching your son’s soccer match that you very nearly missed because you were ‘too busy’!

Networking is something that must become second nature to you. It must be something that you do without thinking. It must be an automatic response. It must be something that has access to every conceivable part of your life.

Many people who realise the importance of networking, and who actually ‘get it’ come adrift on this point. They see networking as something that only needs to be done at networking meetings, or in a business environment. To them networking is something that they do when they attend a local business event – where they hand out their 30+ business cards and then leave the function thinking that they have done the job well. They could not be more wrong if they tried!

Networking in it’s purest form and if done properly is so much more – stick around for next weeks tip to find out more.

Nikki Viljoen is an Internal Auditor and Business Administration Specialist and she can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

HOW TO ACE ANY MEETING - And breathe

Finally in this mini-segment on 'how to ace any meeting' don't forget to breathe! Take a big breath (and if the TV ad is to be believed, picture everyone sitting there in the nude), gather your thoughts and get going.

There is a joke that goes around from time to time that goes something along the lines of "the average woman uses 20 000 words a day to express herself, whilst the average man use 7 000" I can just see all the males doing the 'nudge, nudge, wink, wink' thing. Yes women do talk a lot more than men!

What happens is that women tend to speak until they run out of breath whilst men, on the other hand use their breath to speak. This means that men would use fewer words, yet their words would usually have more impact.

So the lesson here is, slow down, think about what it is that you want to say. Don't rush from one sentence into the next - pause for a second or two between sentences.

By doing this, your words will have far more impact on those that are listening as they will also have the time to absorb what it is that you are saying. It will make an impression.

Above all, relax - if you have prepared yourself properly you should have no problem at all.

MOTIVATION - CHANGES

MOTIVATION – CHANGES


By Nikki Viljoen of N Viljoen Consulting CC

Today’s quote comes from our very own Nelson Mandela who says “There is nothing like returning to a place that remains unchanged to find ways in which you yourself have changed.”

I can only imagine how he must have felt as he returned to Robin Island as a free man, and saw again the harsh reality of his prison, still exactly the same as it had always been.

I can only imagine the hurt, the pain, the injustice and the anger that he must have felt all the years that he was a prisoner there.

Yet this man, for me – and I am sure for millions of people around the world, is a living example of what can be achieved, not only on the outside, but also on the inside.

It is within each and every one of us, to grow, to change, to evolve – yet many choose to live their lives in anger and in pain or as victims inside walls that they have put up.

I have made a conscious decision to put the past behind me, where it belongs and live my life in the present. I have made a conscious decision to be all that I can and the best that I can. I have made a conscious decision to make a difference every single day of my life, whether that difference is in my own life, or in the lives of those that touch my life – I will make a difference.

I am growing as an individual because I have chosen to – what about you? Have you changed?

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

HOW TO ACE ANY MEETING - Be memorable

This is yesterday's post.

For me, it's not really being dressed to the hilt (usually everybody else is as well), it's about saying or doing something that is so profound that everyone will remember you for it.

So if you are required to make a speech or say something at a meeting, try and close your spot or your piece, with something memorable that will ensure that people remember you. Obviously if the profound something should have something to do with the theme of the day or all you will have done is made a name for yourself as a twit!

So make a statement, make a difference and make it stick!

WHAT TO DO WHEN .... THERE'S A DISCREPANCY ON THE JOB DESCRIPTION - PART 4

ARTICLE 5

WHAT TO DO WHEN . . . . There’s a discrepancy on the Job Description

PART 4

By Nikki Viljoen – N Viljoen Consulting CC - March 2008.

Here we have Mike the owner of the Business with a problem on his hands as George the ‘Horse and Carriage’ driver has refused to do any convoy work, on the grounds that it was not in his job description.

The matter has gone to the Arbitrator at the CMMA and we are about to find out how the story ends.

The bottom line is that Mike had instituted a clear procedure on what was to happen in the event that there was a dispute. George and the Union had failed to adhere to this procedure. There was also a clear history, where previous drivers had done ‘convoy’ work and the Arbitrator could not find any evidence to show that the instruction was unreasonable in any way.

The Arbitrator also found that Mike was entitled to instruct the ‘Horse & Carriage’ drivers to work in the new vehicles (or convoys as they are known), when they were unable to perform their normal duties and/or when there was insufficient work for their ‘Horse & Carriage’ duties, and that the ‘Horse & Carriage’ drivers were not entitled to refuse to carry out such an instruction on the grounds that it was not in their job descriptions.

Although in this particular instance, Mike won his case, it would be advisable to ensure that you have proper job descriptions in place. Since it was the ‘clause’ that won the day, it would also be a good idea to include the clause “should a grievance be felt with regard to any instruction issued, representation may be made to supervision or higher authority by means of the grievance procedure, but in the first instance the instruction shall be obeyed.” Obviously then, you would also need to have a ‘Grievance Procedure’ in place too.

It must also be evident that Job Descriptions are not written in blood or cast in stone, as situations change all the time – so it would also be a good idea to have something like “the functions and responsibilities listed in the job description may be changed at any time, depending upon the operational requirements of the employer, and within the parameters of the post held by the employee.”

As usual though, all procedures, policies and controls and the changes that are made to them, must be made readily available to the staff.

The lesson to be learnt from this case though, is that you must have policies and procedures in place.

Next week we will start on a new case study.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za

HOW TO ACE ANY MEETING - Cut the Waffle

Good day bloggers - my apologies for getting so behind with the posts - here is Thursday 5th's post.

How to Ace any Meeting - Cut the Waffle!

There's nothing worse than sitting in a meeting that is going no-where, when you have piles of work waiting for you on your desk, and the person who is talking is going on and on and on about . . . . nothing!

If you are expected to speak at a meeting - make sure that the meaning of your piece is clear. Use simple language that is easily understood by all.

If you are nervous - talk through the major points with a friend or colleague and get them to note down how many time you use the same words such as 'sort of' or 'kind of' or 'I feel' or any other words that sound as though they are part of a 'waffle'.

It's not a great idea to start a sentence with "This is probably a bad idea but . . . . " - if you don't believe in what you are saying then rather don't say it at all.

THE POWER OF NETWORKING - PART 64

THE POWER OF NETWORKING

PART 64

By Nikki Viljoen of N Viljoen Consulting CC

Now I am sure that you all know that you need to network. It is vital to ourselves as individuals and it is vital to our businesses to network. So why is it that so few of us network successfully?

One of the biggest challenges in my opinion, is that not everybody understands the most basic but vital rules about networking. Knowing these could help you to unlock a huge amount of opportunities, give you new ideas and help you to nurture new business friendships and relationships.

Many people feel that they invest a great deal of time, effort and even money to network. That said they don’t see any results and are left frustrated and annoyed at what their perception of no end results. To them I say, you are not networking correctly! Change your tactics, change your mindset and you will see a huge improvement in your leads and your business will grow.

Networking is not about giving out your business card to all and sundry. What does that mean? Look at what you do with business cards – chances are that if you have gone to a meeting or even out for an evening with a whole bunch of people and several have just given you their cards (often without you even asking for one), you will turf that card as soon as you get home. Well they are probably doing the same thing!

Networking is about building relationships. Relationships that are mutually beneficial, that are sustained and worked at. Relationships that will, over time will give you returns on your investment (which is the time that you have spent working on those relationships).

Attending a few networking meetings and handing your card out to a few dozen people is not going to do it. You have to meet up with those people, have a discussion, get to know them and what it is that they do – start a business relationship and then work at maintaining that relationship.

Networking for me is a foot in the door – it’s a fast way to meet people, especially like minded people who are as passionate about their business as I am about mine.

Nikki Viljoen is an Internal Auditor and Business Administration Specialist and she can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

HOW TO ACE ANY MEETING - Location, Location

Good day bloggers - my apologies for falling so far behind on my blogs - this is Tuesday 3rd's post.

I am told that a survey shows that sitting in the correct location, when attending a meeting - particularly if that meeting is going expect me to answer questions or even ask them, will assist with alleviating stress.

Apparently a survey that was taken shows that about 65% of us sit next to our closet allies, in a meeting and/or any other type of stressful situations.

Whilst this makes sense to most of us, I am assured that sitting opposite them is much better. You see, if you are looking at a friendly face - you will be encouraged and will become more confident and therefore be able to perform at your best ability.

Another tip is to direct at least half of your attention to your immediate supervisor (or whomever it is that you would report into and who is at the meeting) and always sit up straight.

When you slope backwards or lounge about - the perception is that you have a lack of conviction about what it is that you are saying. Sloping forward, on the other hand indicates aggressivenesss.

Be properly prepared and have your notes in front of you in case you should 'freeze' and or lose your thread.

Good luck on your meetings!

MOTIVATION - ABILITY

MOTIVATION – ABILITY


By Nikki Viljoen of N Viljoen Consulting CC

Today’s quote comes from Stevie Wonder, who says “We all have the ability. The difference is how we use it.”

There is a great advert on TV at the moment about talent. It goes something along the lines of talent and whether we are born with it or not. It ends with something like, whether we are born with it or not, in order for it (whatever the talent happens to be) happen we have to work at it.

Look at all the emerging actresses and actors that seem to be springing up lately, and let’s not forget the new singers and Idol contestants. I know that I always think that they have just ‘sprung’ up out of no-where, but that is just because I haven’t seen them before. It doesn’t mean that they have not been passionate about what they do since they were knee – high to a brick. It doesn’t mean that they haven’t practiced it at every opportunity.

I mean do you really think that the winners of say “Idols”, or “You think you can dance”, woke up one morning and decided to enter a competition, without any kind of preparation, cracked the audition and actually made the finals or even won? This is the real world – stuff like that just does not happen! These people have worked day and night to get to the level of competency that they have achieved. Whether they actually have the talent or the ability is largely dependant on how much effort they have put into or invested in it.

So now here’s a thought – what makes it any difference in business? You may have the greatest widget ever invented or the best service in the world, but if you don’t work at it and get it out there, market it, brand it and get exposure to it, from as many people and/or organizations as possible, nothing is going to happen.

That is why it is so important to be passionate about what it is that you do – I could think of nothing worse than slogging day in and day out over something that I didn’t really believe in, or something that I didn’t even like (much less love) – quite frankly that would just be a huge waste of time and energy and would also be soul destroying.

So tell me, have you used your ability today and if so, how have you used your ability today?

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.

TV SERIES FOCUSES ON EMPOWERMENT

This is yesterday's post.

I believe that Summit TV as well as CNBC has a huge amount of information that is given freely, not only to Big Business, but to the SMME arena and in particular the Entrepreneur - the challenge of course, is finding the time to watch it!

TV series focuses on empowerment
Network Reporter

10 January 2007 at 06h00

In a new series on Summit TV, leaders in organisations - such as Metropolitan Asset Managers, Moreland Developments, Xstrata and the MAPPP SETA - bring viewers face to face with South African business's views, strategies and insights about the current empowerment framework from their industry-specific vantage points.

Presented by Aakash Bramdeo of etv news fame, the Impumelelo Empowerment Series sees Bramdeo interviewing guests - all captains of South African business and industry - about their organisations' empowerment issues and goals. The eight-minute empowerment-focused feature series is sponsored by Impumelelo, South Africas's top empowerment companies' publication, and will be broadcast three times a week with two repeats.

Impumelelo, now in its seventh edition, is rated as one of South Africa's top business-to-business empowerment and transformation company directories. Published by TopCo Media, it showcases the empowerment and business successes and achievements across government and private business sectors and highlights the best empowered companies in the country.

Summit TV, on DStv's channel 55, has become essential viewing for the country's top business decision makers, and attracts over 180 000 viewers, of which 58% are chief executive officers, managing directors, business owners or senior management.

Unique brand

In the first programme, Bramdeo speaks to Metropolitan Asset Managers managing director, Abel Sithole. In subsequent programmes, he interviews Bongani Gumede, Moreland Developments' Director of Corporate Services; Xstrata's Communications Manager, Songezo Zibi and the CEO of MAPPP-Seta, Melanie Bernard-Fryer.

The Impumelelo Empowerment Series is the first partnership of its kind between Summit TV and TopCo Media, and presents, to both the publication and its profiled clients, a unique brand extension programme which offers clients (advertisers) an opportunity to align and consolidate their media campaigns across different media while remaining part of Impumelelo, the directory of the country's top empowered companies.

WHAT TO DO WHEN .... THERE'S A DISCREPANCY ON THE JOB DESCRIPTION - PART 3

Good morning bloggers - here is Friday's post.

ARTICLE 5

WHAT TO DO WHEN . . . . There’s a discrepancy on the Job Description

PART 3

By Nikki Viljoen – N Viljoen Consulting CC

The question on the table is whether Mike was ‘reasonable’ in requesting George to drive ‘in convoy” as apposed to George driving his usual ‘Horse and Carriage’.

The CCMA Arbitrator said that in order to answer the question, which was “whether an employer may instruct an employee to perform tasks allegedly falling outside of his job description”, the answer would depend on:

a. what the terms and/or conditions of George’s contract is;
b. what the nature of the task that George was asked to perform is;
c. the circumstances in which the instruction was given, and
d. what Mike’s operational requirements are.

SATAWU, being the union that George belongs to, said that they had relied on the document (being the job description) which listed the duties and tasks of a “Horse and Carriage” drive. Acting as a ‘convoy driver’ was not listed on the job description, therefore in their opinion George did not have to perform this task.

Mike stated that the Job Descriptions, with their list of duties etc, were actually complied during an excise where he was trying to grade a list of duties and the salaries that were most appropriate for those duties. So each Job description that was compiled was mostly used as a gage and to determine appropriate wage rates rather than to constitute an extensive and comprehensive Job Description.

To prove the point, SATAWU requested that Mike produce the minutes of the relevant meeting, where the task team or committee, who were setting the job grades, met. Apart from that, the union did not call any witnesses or even disagree with the statement made by Mike.

The arbitrator agreed with Mike’s statement regarding the Job Descriptions, stating that the document (Job Description) did not have ‘contractual force’.

When all the documents were submitted, evidencing that the Job Descriptions were being used to rate wages, the arbitrator discovered that the “Horse & Carriage” drivers had, in the past been requested to perform ‘convoy’ related work and that they had in fact done so.

The Arbitrator found that “employees do not have a vested right to preserve their working obligations completely unchanged” from the moment that they are appointed. You see as Businesses grow and expand, so to do the requirements that the Business needs for their employees to meet their obligations to their clients.

Mike had also presented his “Employee Handbook” which he had issued to all of his employees, George included.

The Arbitrator referred to this handbook, that stated “employees shall obey the legitimate instruction of the supervision of any employee in authority over them”.

The union argued that George had a right to lodge a grievance over what he perceived as a duty that was not his.

Again the Arbitrator referred to the handbook, which further stated that “should a grievance be felt with regard to the instruction, representation may be made to supervision or higher authority, but in the first instance the instruction shall be obeyed.”

Clearly Mike had all his ducks in a row and clearly neither George nor his union had followed laid down procedures.

Next week we will see how the story ends.

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za

USE THE BOY SCOUT MOTTO WHEN YOU'RE JOB HUNTING

This is Thursday 29th's post.

Also ensure that you look presentable and that you are on time. There is nothing worse that arriving late for an interview - you have then told them exactly who you are. Have a list of contactable references available to.

Use the boy scout motto when you're job hunting
Natalie Fraser

18 January 2008 at 06h00

Whether you're being interviewed for a senior management position or your first job, it is equally important to ensure that you make the best impression possible. All interviews are nerve-racking, no matter how much experience you have.

In order to eliminate unnecessary nervousness and to put yourself in a strong position you need to be prepared. The days of interviewers asking all the questions are gone. It is imperative that, as an interviewee, you ask the questions you need to in order to (a) show your interest and illustrate your skills in relation to the company's particular needs; and (b) to ensure that you have enough information to determine whether or not accepting this position would meet all your career development requirements.

The most crucial aspect of successful interviewing is preparation. Undertake extensive research before the interview so that you have a clear idea of the company and how you could add value to their existing team.

The Internet makes pre-interview research simple - simply type in the company's name in any search engine and you're likely to get a wealth of information. You should, depending on the position you're applying for, look for the following information:

Product range - what is the company selling?

Competitors - where are they placed? How fierce is the industry?

Target market - who are they selling to? Adverts are a good indication.

Company size - how much opportunity would there be for career growth?

Use this information to align your skill set and experience. Highlight and illustrate how your particular skills and strengths can be transferred. Remember, sometimes you have to spell it out - don't assume that the interviewers will see for themselves how your experience relates to their particular company.

It is always best to quantify your successes, for example, how much money you've saved, systems you've improved that have meant time or money savings, revenue you've increased through sales etc.

As important as the preparation is ensuring that you have a clear idea of the questions you're going to ask the interviewer. They should be designed to illustrate your interest and commitment to the position as well as to help you decide if the company is going to provide you with the kind of working environment and career development prospects you seek.

Questions that you should ask during an interview would include, among others:

Why is the position available?

What are the primary challenges/objectives of this position?

What are the short- and long-term goals of this position?

How does the company contribute to employee development?

What makes the company different from its competitors?

What is the corporate/work culture like? What is the management structure/style like?

Does the company promote from within?

What is the typical career path for this position?

Questions that should never be asked during an interview include:
What is the salary?

What are the company benefits?
How much leave do I get?

Any question relating to information that is published in the company literature or in its advertising - this shows that you have not done any preparation and is a definite bad reflection on you!

By using these tips you should be able to go into your next job interview feeling confident. This confidence and preparation will certainly give the interviewer a good impression and assist you in getting that job!

Natalie Fraser is chief operating officer of Apso - the Association of Personnel Service Organisations. Contact her on 011-615-9419.

THE POWER OF NETWORKING - PART 63

Good morning bloggers - here is Wednesday 28th's post:

THE POWER OF NETWORKING

PART 63

By Nikki Viljoen of N Viljoen Consulting CC

I am often asked, why is it that I am such a good networker. What is it that makes me a ‘natural networker’. Well quite honestly, there is only one response to both of those and that is – I work at it every single day of my life.

For me, it is like any other relationship in life – it has to be worked at or it will never be productive and it will never go the distance. That is why the divorce rate is so high – once married, people don’t continue to invest time and effort and respect into it. That is also why partnerships fail and businesses fall over.

We’ve all heard the words “It’s not what you know, but who you know.” Hell, if the truth be told we have all uttered them at one point or another. I’d like to take that one step further and say – “It’s not what you know, it’s not even who you know, it’s who you know, who knows who you don’t know!”

For me, it’s getting to know all the ‘who I don’t know’s” and that I can only do by getting to know all the “who I know’s”, building a relationship with them, interacting with them, sharing all the ‘who I know’s but they don’t know’s” with them, so that they will share all the “who they know’s, but I don’t know’s” with me. Wow, that was a bit of a tongue twister, but I am sure you get my meaning!

For me Networking is one of the most powerful tools at my disposal. It is what I use on a daily basis, both consciously and subconsciously to build my business, to land that special deal, to broaden my ‘virtual’ company, which adds value to me as and individual and to my business, so it is extremely difficult for me to understand why so many people find their attempts at networking so frustrating, futile and unrewarding. They have got to be doing something wrong or they don’t understand the ‘how to’ or they don’t work at it.

Do you understand the Power of Networking? Do you have any idea what doors it can unlock and the number of opportunities that will come falling out of it – like a closet that has been filled to capacity and the door is suddenly opened, spewing it’s contents all over the floor.

If you don’t and you want to understand more about networking as a tool – stick around and I’ll share some more of the simple secrets about how to network next week.

Nikki Viljoen is an Internal Auditor and Business Administration Specialist and she can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.