CULTURE & BEHAVIOUR LEADERSHIP – 9 1


South Africa is a wonderful country to live and so are the people, we the “Rainbow Nation” worthy to be part of a society that has suffered so much over many decades. The time to build is now !

The people and the new democracy have proved that it can change and shape our socio-political and economic coinditions and advance acceptable culture & behaviour transformation. We have so many challenges facing us once more but we can be thankful to a few concious and active South Africans who are willing to sacrifice whatever it costs in order to have enhancement and improvement in the values and quality of life for all who live in and around South Africa.

The South African Constitution remains intact and so is the entrenched Bill of Rights that protect the rights of all who live in South Africa. The challenges however are enormous and require a lot of awareness to our democracy, addressing the socio-political transformation, and a definite revisit of our economy. The business, labour, government and civil society need to be realistic in acknowledging the poverty that prevails in our society. We need to collectively develop a sense of social awareness and responsibility to the masses of unemployed workers, the development of our youth and creating the necessary opportunities in entrepreneurship and job creation. Entrepreneurship and job creation come with responsibilities and balance with authority and accountability.

We cannot afford to play with people’s lives as our democracy and Bill of Rights are at risk and this being the foundation of our moral and civil society require all of our protection. Worker and employer relationship need to be revisited. It is true that business has neglected labour relations as can be seen by the incompetence of people employed in human capital positions and the frequent protests against service delivery and more than usual striking workers. The people that are employed to develop better labour relations protect the positions of the “bosses” as opposed to developing the skills of their “masters” as leaders. More awareness and labour relations advocacy programmes need to be implemented for all workers including senior executives, the managers and the supervisors.

The entire training and development arena require better control, monitoring and quality assurance that can develop competencies of leaders, managers and workers, that will create stability at the workplace and mutual understanding amongst people that all efforts are important to the business. The fact that supply and demand play a key factor in remuneration and benefits for people in various key positions in organisations, it stand to reason, regardless of the menial job that a person is appointed to perform, that employee has a right to a liveable and decent wage as well as safe and healthy working conditions. We find ourselves in a very unequal society more especially in the job market and we need to find ways of closing the wage gap if we want to avoid unnecessary strikes by workers and work stoppages that is harming our economy. It also harms the very principles of our democracy, our Constitution and our Bill of Rights.

We as Human Resources and Human Capital as well as all of our Training & Development experts and educators need to take part responsibility for the worker & employer relationship that is falling apart. We are aware that all the stakeholders need to be involved in what needs to be done in training and developing and improving our skills base. Needless to say that human capital, human resources personnel and training & development consultants work more for the employer, rather that working with both employer and worker to the mutual benefit of our economy. We hope that all the experts that are mentioned will realise the important role that we all have to play in order to transform the workplace in a valued culture & behaviour that we can all be righfully proud of. Let us acknowledge our shortcomings and work towards a better economic future for all and for better labour relations that are mutually beneficial given the nature of the inequalities in remuneration and benefits.

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One thought on “CULTURE & BEHAVIOUR LEADERSHIP – 9

  • Eduard Ellis

    Moegsien, well said now its got to be well done, its about ease of access to the second economy firstly, and Thats where Government has again got it wrong ( pumping billions into already existing FET colleges?

    Not taking into account that they need to take the learning to the student – how ? identify the accredited quality delivering providers nationally and fund them and further capacitance them and incentive’s for these skills development small to medium size organisations  to invest into communities  and allow CSI Corporate spend to be channeled to bolster this development in these communities.

    Then build with DTI and Government as well as the CSI Corp-orates self sustainable enterprise development initiatives for these communities.

    if you want contact me -magieddie@gmail.com

    I will give you the information and look at liaison of the projects and the model I am working with currently