|
Well, here we are in
2003! May I take this opportunity of wishing each and every one of you
a prosperous and peaceful 2003.
2002 was an interesting year for Merit Business Institute. I think the
main and most significant thing that happened was that we changed our
name from Training and Resource Development africa to Merit Business
Institute. This change came about as a result of the organic growth of
Training and Resource Development africa, and the formation of various
different and smaller divisions within the company. Each of these
divisions carried their own identity, and we felt it was time to bring
them together under one identity.
An area of our business which seems to have been growing without us
having been aware of it, is the area of training within Small to
Medium Enterprises. We have run various public courses during 2002,
and have had a number of people from Small to Medium Enterprises
registering and attending. We have therefore taken the decision that
although we will still be working largely within the corporate
environment, a large proportion of our concentration will be on the
Small to Medium Enterprise market.
In looking back over the last 11 years, it has been interesting to
note that for a long time companies were doing training because they
honestly believed their staff needed the training. Our government saw
fit to institute an employment equity act and a skills development
act, both of which were long overdue. Unfortunately this gave rise to
various companies now training because they had to, as a result of the
skills development levy that they were paying.
During 2003, let's be mindful of the fact that training is there for
two reasons. The first is to increase the profitability of the
company, and secondly to allow people to develop to their potential.
Thoughts on Management…Mistakes Help People Grow
Individuals learn only by the mistakes they make. An employer should
expect and should encourage his or her people to take the initiative
and make mistakes. Only in this way can they gain experience. This
method of handling employees may be expensive in its early stages, but
it is the only proper schooling for a position.
No individual can learn to be a "crack shot" unless he or she wastes
some ammunition. The employer should stand the expense of the
experiments made by a new worker who shows ability; it will pay off in
the long run. If mistakes continue and positive results do not come,
the individual must go. But, on the other hand, if after trial of this
kind an individual's calibre is determined, then the time for
promotion and increase of salary is at hand.
The great advantage of this method is that it inspires in the employee
confidence in himself or herself, without which he or she can make no
success for himself or herself or for the firm. It cultivates the
quality of initiative, which means business creation and profits for
the firm.
This article was adapted from the work first published by Richard W.
Sears (1863-1914) titled Personality In Business published by The
System Company in 1910 found on
http://www.LeadershipNow.com
back to top
|
