Job prospects for South African youth

 

 

South Africa’s recent fall in the global markets to over R10 to the US Dollar and a national growth rate of just 0.9% has caused an increase in the official national unemployment rate, which has gone from 24.9% to 25.2%, as well as an increase in the percentage of the unemployed that have given up on looking for a job (now at just under 38%).

 

These factors have all weighed down on the youth job market and the number and range of opportunities available to both high school and university graduates.

 

The blame for the increase cannot necessarily be placed on one part of the economic process, whether its unions and wage increase disputes or profit margins and cuts higher up in the chain. 

 

 

Each part of the process is responsible for a part of the blame, and in order to fix it, the entire system, as well as the capitalization and unfair profit distribution should be addressed. 

 

While workers unions like COSATU are disputing wage increases, looking for rates much higher than the national inflation rate, causes difficulty for new employees looking to get into the industries at an entry level with a fair wage, profit margins and exploitation of agriculture and high product price markups create an imbalance at a higher level.

 

However, the use of apprenticeship and internship programs may help drive the youth employment rate up while developing much needed skills and workforce competency in the long run. 

 

The apprentice system, much like the one used in Germany (a country where the unemployment rate is the lowest in the destabilized European Union at around 7.6%) provides young employees with skills development and career options after they have left school and are looking at specializing in a certain field. 

 

Apprenticeships are typically used in manual labor-intensive industries such as automotive, mechanics, etc., whereas internships provide skills development and career opportunities in other areas. 

 

These systems are most successful when interns and apprentices are utilized for more than just grunt work, allowing them to get used to practical work systems and pressures while learning from more experienced employees.

 

This kind of employment system is not necessarily an answer to all of our economic problems, as the jobs typically given to young people in these positions are not very high-paying, it provides a some alleviation to the increasing unemployment rate and promotes career growth for the foreseeable future.

 

 

Written by: Wesley Geyer

Creative writer at ATKA SA

Prominent Female Entrepreneurs In South Africa

Over the last ten years, South Africa has seen a major rise in the development and continued success of some of its most prominent female entrepreneur’s.

 

Many of these promising developments have come in fields such as medicine, social work, business, economics and cultural development.Furthermore, many of these entrepreneurs have been given recognition not only for their excellent work in their respective fields, but also because they have managed to break down some social barriers that face women in many societies around the world.

 

Lesley-Ann van Selm

Lesley-Ann van Selm is a highly successful social entrepreneur, who is the founder and managing director of Khulisa Crime Prevention Initiatives. She has won a number of awards, including the Pinnacle Award at last year’s Southern Africa Social Entrepreneurship (SASE) Awards, which focuses on social developments that have potential to thrive financially, as well as the MIB Group Majuba Forest Entrepreneur of the Year Award.

Khulisa Crime Prevention is a Section 21 - non-profit company, which was launched at Leeuwkop Prison in 1997. It is a crime prevention initiative that involves ex-offenders in starting rehabilitation and reintegration processes for juvenile offenders while they are still in prison. In 2001 she was elected as an Ashoka Fellow. 

 

Linda Olga Nghatsane

 

 

The winner of the 2007 Shoprite/Checkers Business Entrepreneur Woman of the Year award, Linda Olga Nghatsane is an ex-public health practitioner who famously built up a successful career in not only health services, education and rural development, but also a highly successful farmer - having built a farm with her husband which eventually went on to turn over around R2 million a year. 

In addition to the farm itself, Linda Nghatsane also launched a business called Abundant Life Skills (ALS) that offers training and consultancy services related not only to farming, but also educating people about issues such as HIV/AIDS; managing childhood illnesses; health and sanitation and public health.As chairperson of the Nelspruit Agricultural Development Committee she also does all she can to motivate women to get involved in agricultural projects as a means to fighting poverty and providing healthy food. 

 

Dr. Thabang Molefe

A category winner of the 2008 Shoprite/Checkers Business Entrepreneur Woman of the Year award, Dr. Thabang Molefe is an outstanding example of successful South African female entrepreneurs.

A qualified medical practitioner and professional beauty therapist, Thabang opened Soweto’s very first health spa eight years ago.At the time, all she had was a small amount of money she had saved and the determination to succeed. 

 

At the time of her award, she had already created more than 40 jobs for women in communities where she established Roots Healthcare Centre businesses in Gauteng, KwaZulu-Natal and the Free State.

 

Brenda Roopai

 

Brenda’s luxury travel and tourism business has gone from strength to       strength and has notably won the Emerging Tourism Entrepreneur of the Year Award last year.The competition is open specifically to South African black entrepreneurs operating small, micro and medium level hospitality or tourism related businesses. 

Founder of City of Choice Travel & Tours, Brenda had won a business plan competition in the tourism sector two years before she clinched the ETEYA award. Describing herself as ambitious and passionate, she was head girl of both her primary and high schools.

 

After completing a nursing degree, she worked as a pharmaceutical rep and did a postgraduate diploma course in business management. It was only in 2007 that she decided to make a change to the tourism industry, largely inspired by the annual tourism industry Indaba held in KZN. Interestingly, ETEYA has identified more than 300 small, medium and micro enterprises (SMMEs) in the past eight years, and of these, about 60 percent are businesses that are owned and run by women.

 

Shona McDonald

Cape Town-based Shona McDonald is a highly successful woman who has clinched several prestigious awards for entrepreneurship over the past couple of years.

In 2008 her company, Shonaquip, won the Western Cape Productivity Award based on the growth and continuing success of her business since 2004. She also won the Social Entrepreneur Regional Business Achiever’s Award from the Business Woman’s Association (BWA) of South Africa.Shona has also won the Ernst and Young Social Entrepreneur of South Africa Award and the Top Woman Entrepreneur in Business Award, as well as the Schwab Foundation for Social Entrepreneurship’s South African award.

A business that grew out of the pain of having a child with cerebral palsy, Shona founded Shonaquip as a close corporation in 1992, selling wheelchair buggies and support devices for disabled children. These were devices that she had designed and built to cater for her own disabled child, Shelley, simply because there weren't any locally made wheelchairs that fitted her needs.In the early days Shona had two people working for her, and they operated out of her garage.

Today Shonaquip is a well-established and highly regarded business that builds more than 6 000 wheelchairs a year, and generates more than US$4-million in revenue. The company employs more than 65 people who help to improve the lives of some of the many disabled people in this country. 

 

Written By:  Wesley Geyer

Creative Writer at ATKA SA

 

ROCCI | 5 Tips To Keep Your Employees Happy

 

1. Building real trust

To many employers, the idea of building relationships with their staff begins and ends with the annual company team-building retreat. While these retreats may help somewhat when it comes to getting to know the people you work with, it doesn't necessarily convert into trust within the workplace. In the face of the tough economic times being felt around the world at the moment, one of the most fundamental ways that an employer can earn the trust of their staff is to be honest about what kind of trouble might be coming, while at the same time assuring them that their job security will not be threatened, instead of building false trust with lunches, outings and special gifts.

2. Fair and consistent feedback

The only way to keep your employees happy is to let them know that their effort in the workplace is appreciated and beneficial. If that is not the case, and employers make the mistake of ignoring the employees deliberately, or punish them by reducing salaries, changing shifts or commenting negatively, the employee is likely to get fed up and start looking for another job. In the mean time, the added stress of not doing well will most likely negatively impact on performance in the future. By staying honest and open about how employees could improve, and by actually telling them what they are excelling at, employers will benefit from having their staff working to do even better during the next feedback session.

3. Maintain employee respect

In the current job market, employers tend to think that their staff will do virtually anything to keep a steady source of income. This leads to unfair workloads, working hours and a general tendency to treat employees as desperate people who ‘need this job’. Just because employers think like this, doesn't make it true. Although many employees will be willing to put up with a lot more than usual if they are in a tight financial situation, it is always more beneficial to a company to treat their employees respectfully and to make them feel like they are a crucial part of the team. By doing this, employers and managers will be able to avoid situations where their star employees are willing to jump over to another company as soon as the opportunity arises. If you treat every employee as if they are crucial to the survival of your company, they will be more likely to gain confidence and remain at the job they are good at.

4. Provide opportunities for professional growth

For many people, having a job and having a career are two completely different things. If you have a job, you go to work every day in order to earn your salary at the end of the month. You recognize that you will probably be doing the same job for the rest of your life unless you quit and get a new one where the cycle may repeat itself. However, if you make it clear to employees that their efforts at their current job will allow them to gain opportunities at higher positions further down the road, chances are you will have employees working much harder and with more enthusiasm, because of the possibility of beginning a long and successful career full of growth over the course of their working lives. Even though this may not be possible in all companies, especially smaller ones with limited positions available, offering training opportunities for higher positions and skills development is a huge confidence and morale booster for employees looking for long-term success.

5. Scrap the 9-5 work day

In the 21st century, everyone seems to have a whole lot more to do every day than there looks to be time for. At the same time, our capabilities in the communication and technological fields allow for generally easy transitions into out-of-office work. Along with that, the idea of having to go to an office for eight hours a day without having any control over how your day is structured is no longer something that is necessary for productivity. Even if allowing employees to work from home over Wi-Fi is not a possibility, studies have shown that employees respond better to being given freedom to choose their own working hours. Setting clear goals for weekly or daily productivity will allow you to keep a handle on their progress, while still giving them the opportunity to work according to their own schedule.

What does the Tax Administration Act mean for businesses?

 

The recently passed Tax Administration Act is the latest in a series of changes made to the Tax laws in South Africa, gradually making the laws surrounding both personal and business taxes stricter in hopes of increasing returns and to get individuals and businesses to file their returns more responsibly.

 



The TAA gives more control to SARS in terms of effecting penalties, not only for late submissions, which has been the norm for many years, but for a variety of other issues that might arise with any one individual tax return.

 



For businesses, it is not as common for problems to happen as it is for individuals on their tax returns. This is because businesses, depending on the size, will have professional accounting staff employed in order to have the company’s tax set in order in-house, whereas individuals either have to do it themselves, or spend money to hire a consultant.

 



In the past (that is, the days before the Tax Administration Act) SARS had the ability to impose fines of up to 200% on taxpayers (whether private individuals or registered businesses) due to under-paying, major mistakes or outright failure to submit. In most cases, however, these fees were waived if the mistakes could be proven to have been committed unintentionally. Mostly, the only fines that would be dealt out by SARS were late fees, expect of course in serious cases of fraud and/or negligence.

 



Under the TAA, however, the increments of payment fines has been set out according to a fixed system based on two major factors: taxpayer behavior and severity of the act (the act being failure to comply with SARS policies in any number of ways).

 



The penalty increments, while remaining the same in stature for business and individuals, is significantly more important to avoid for businesses, purely because the amount of money that will be involved will be higher (along with the fact that having a business with a poor tax record is something that should be avoided entirely!).

 



For instance, in a standard case (a case involving a first time offender) that has ‘ substantially understated’ the values on their tax returns will be charged a 25% fine. A repeat offender of the same offence will pay 50%. Also, if the taxpayer (or business) in question fully and voluntarily discloses all information after being called for an audit, the fine will be reduced to 5%, and if they disclose fully before being called for an audit, the fine will be reduced to 100%.

 



This example is of a simple case of under calculating values on the tax forms, and there are various other offences that are affected by the TAA changes, many of which are more serious, but in most cases, the reduction in fines for voluntary disclosure before and after the audit process will stand (at least partially).

 

The West Rand as an Industrial Powerhouse

 

For a long time, the West Rand of Johannesburg has been considered a major contributor in the industrial sector of Johannesburg. Not only is it home to some of the most densely populated industrial parks in the city, but it also holds some of the most successful mining companies in the area. Areas such as Randfontein and Carletonville (although not traditionally viewed as part of the immediate ‘West Rand’ of Johannesburg, it is linked via mining resources and economic trade) are recognized as two of the most successful mining areas in the country, known for the mining of a variety of valuable resources such as gold, silver, smaller diamond mines, and steel ore.

 



The development of the West Rand territories has increased significantly over the past few years, with many more industrially minded companies (as well as individuals employed by these companies and prospective entrepreneurs) moving into the area to capitalize on the high development rate.

 



The area is not, however, a purely industry based developmental area. Other prominent fields include conservation (as seen in the renowned Rhino and Lion Park in Krugersdorp), a number of guesthouses, art galleries, vehicle dealerships, trade schools and even newspaper publishers (the most successful of which is the nationally recognized Caxton Press, dealing with local publications such as the Roodepoort Record and more).

 



A major part of the success of the West Rand has been the establishment and engagement by, the Roodepoort Chamber of Commerce and Industry, through which many of the local businesses have found ways to become a part of the community, build partnerships and allow extended growth in every area of the economy.

 

 

How business protects human rights

 

When we think of business in terms of how it relates to human interaction and the protection of our basic human rights, there is not always a clear connection between the two. Since business is usually seen as a sector of society that idealizes professionalism and individual progress.

 

However, there is, especially in South Africa, quite a strong link between business and various communities, both in terms of outreach and development programs and the development of labour relations.

 

The link between community and business in South Africa is relatively strong, and there is a wide range of already established and startup initiatives that enable communities to develop skills directly related with companies and their internship programs. Outreach programs, some of which extend to other countries (such as the Texas A&M Entrepreneurship Program in the USA) focus their skills development on potential entrepreneurs and small business owners looking to get a leg up in their fields.

 

The Labour Relations Act also provides a substantial platform for human right development and protection initiatives. Aspects of the Act, such as the clauses which allow for labour and trade unions to collectively bargain and gives concessions to various underprivileged and unskilled worker groups give communities and individuals the ability to lawfully defend their basic rights, even in the workplace.

 

Roodepoort By-Laws concerning fireworks

 

The various festive seasons that are celebrated in South Africa due to the vast cultural differences shared by its people are usually times of happiness and great fun for those of us celebrating. These periods are normally times of feasting, gift giving, remembrance and socializing.

 

However, the practice of setting off firework displays has, for a relatively long time, been banned outright in most residential areas throughout South Africa due to the harmful and sometimes erratic manner in which they are used. Not only do they pose a danger to us and our children, but to our beloved pets, most of whom have significantly heightened sense of hearing and fear when trapped in confined spaces during these fireworks displays.

 

The municipalities of Roodepoort and Krugersdorp on the West Rand of Johannesburg, as with most other municipalities around the country, have stringent laws that govern the use of fireworks, both as public displays and as recreational entertainment.

 

Firstly, one of the most important aspects of the laws states that it is illegal to set off any number of fireworks inside of a residential area. This means that it is strictly prohibited, no matter what the reason for use is. However, over the past few years there seems to have been a downturn in effective monitoring of this from the police and security services.

 

Another one of the laws that usually finds itself used more often during these periods is one that states that ‘no person is to disturb the public peace by mans of shouting, quarrelling or any excessive noise’ between 10pm and 7am. This means that any party should either be stopped or at least have its noise levels controlled considerably after 10pm on any given night, or the violator could be charged with a fine of up to R2000 or three months in jail.

 

The bottom line is that it is illegal to set off any form of fireworks in a residential area. If you are caught committing the offense you could face jail time.