Rocketeer | July 2020

Ons waardes: Menswaardigheid

Julie 2020 | Volume 8

Redaksiespan:

Kompetisies:

In elke uitgawe van Rocketeer sal kompetisies wees vir kinders en personeel. Jy kan elke keer ‘n lekker prys wen as jy deelneem! Skeur die kompetisieblaaie uit en handig jou inskrywing in by jou naaste Kultuur-ambassadeur, of pos dit in jou naaste kultuur-boks. Wat is nou lekkerder as om iets te wen?

Vertel jou storie!

Ons wil hoor wat in jou afdeling, besigheid, divisie en lewe gebeur! Stuur jou nuus en foto’s na leanab@gwk.co.za sodat die res van GWK daaroor kan lees.

Gehoor in die GWK-gange

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Leana Bezuidenhout Leonore Louw Charné van der Merwe Sima Oliphant

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“Sit is nie lekker as ‘n mens nie lekker sit nie.”

Hello GWK! Daar is min dinge so lekker soos om tyd te spandeer in die geselskap van iemand wat jou goed oor jouself laat voel. Iemand wat ‘n positiewe invloed op jou gemoed het, wat jou laat voel jy is goed genoeg en jou kan laat lag.

Elkeen van ons moet probeer om só iemand te wees en die mense rondom ons menswaardig, goed genoeg en belangrik te laat voel.

The theme for this edition of Rocketeer, is our company value Human Dignity. We have a few articles explaining this term right down to its true meaning, as well as how it applies to our own environment within GWK. One of these is an article by Rendani Mmbodi from our IT department. We got to know Rendani when he was the winner of an employee competition and joined the Marketing and Communications team on a trip to Cape Town. He then impressed us with his article about this trip, and will be contributing to Rocketeer as one of GWK’s voices – his article on human dignity is worth the read.

Ons bevind onsself behoorlik in vreemde omstandighede. Omstandighede wat die potensiaal het om negatiwiteit, moedeloosheid en frustrasie te veroorsaak.

Daarom is dit te verstane dat dit soms voel of ‘n mens nie minder kan omgee oor iemand anders se menswaardigheid nie. En eintlik het ons almal dit nou ekstra nodig om menswaardig te voel.

That is why Human Dignity was defined as one of GWK’s company values. We should work in an environment where we all feel dignified, and we should create an environment where those around as feel dignified. We owe it to ourselves and those around us.

Geniet hierdie Rocketeer! Dit is altyd die geleentheid om op te vang met goedvoel-nuus uit ander besighede en nuwe trots en dankbaarheid te ervaar teenoor ons maatskappy.

- Leana

Diere-ondersteuning in my huiskantoor.

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- LEANa

DIE LEWE IN DIE ERA VAN Hierdie artikel gaan dalk ‘n bietjie donker begin. Maar druk deur en lees tot aan die einde, want dit is belangrike inligting en aan die einde behoort ons almal ‘n hernude gevoel van trots en lojaliteit te hê.

Ek wil ‘n oomblik van realiteit en reguit praat deel. Al die inligting in hierdie artikel is gegrond op geverifieerde feite en hoewel dit nie noodwendig rooskleurig is nie, is dit nodig dat ons almal vir ‘n rukkie oplet na die wêreld rondom ons.

So, hoe gaan dit met Suid-Afrika?

Die Nasionale Tesourie het vroeg tydens die inperking reeds ‘n “bloedbad” van werksverliese weens die Koronavirus voorspel. News24 berig dat die Nasionale Tesourie, wat die regering se jaarlikse begroting en finansies bestuur, voorspel het dat honderdduisende, selfs miljoene, mense

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hul werk kan verloor.

Nedbank voorspel ook ‘n vermindering van miljoene werksgeleenthede en TransUnion het data gepubliseer dat Suid-Afrikaners steeds deurlopend hul werk verloor as gevolg van die impak van die pandemie.

Wat die ekonomie betref, het Bloomberg gerapporteer dat SuidAfrika moontlik vyf jaar se ekonomiese uitsette kan verloor weens die regulasies wat in plek gesit moes word om verspreiding te beperk. Dit beteken dat daar steeds ‘n ernstige herstelperiode op ons wag.

Op die oomblik wil dit voorkom asof Mpumalanga die grootste im-

pak toon, met werkloosheid hiér wat meer as verdubbel het sedert die virus Suid-Afrika getref het.

Vroeër het EWN berig dat meer as 300 media-werknemers hul werk verloor het omdat twee groot mediauitgewers onlangs hul deure moes sluit. Werknemers van mediahuise wat nog oop is, moes salarisverminderings van tot 45% aanvaar. Meer onlangs het Media24 aangekondig dat verskeie gedrukte media gesluit sal word, wat hierdie syfer die hoogte sal laat inskiet.

“In ons projeksies vir Gauteng het ons twee scenario’s,” sê David Makhura, Gautengse premier, aan IOL. “In die beste scenario gaan ons

sowat 890 000 werksverliese sien. In die slegste scenario sal tot tweemiljoen mense in Gauteng hul werk verloor.”

Aanlyn-nuusblaaie loop oor van soortgelyke inligting.

Wat word vir die toekoms voorspel?

Dit gaan nie vinnig béter gaan in die besigheidswêreld nie en dit is ‘n realiteit wat werklik by elkeen moet insink.

Netwerk24 berig dat banke in die volgende paar maande met al hoe meer slegte skuld opgeskeep sit, dat al meer polisse in die versekeringsektor kan verval weens niebetaling en hoër eise kan verwag word vir onder meer sakeonderbreking, inkomstebeskerming en sterftes.

Mense kry swaar in hierdie tyd en daarom gaan ál groter onttrekkings uit beleggingsfondse gemaak word.

Die pandemie veroorsaak ‘n rimpeleffek van druk met groot risiko’s vir finansiële stabiliteit. Banke het verliese aangeteken en agterstallige lenings neem toe.

Volgens die Suid-Afrikaanse Reserwebank (SARB) is ‘n kapitaalbuffer opgebou oor die afgelope tien jaar om instellings teen korttermynskokke te beskerm, wat beteken dat SuidAfrikaanse banke veerkragtiger is as hul internasionale eweknieë, maar dat die meeste banke waarskynlik vir die volgende jaar of twee verliese sal aanteken.

Verder sê die SARB dat dit Suid-Afrika vyf jaar kan neem om ekonomiese produksie in te haal wat weens die Korona-pandemie verlore gegaan het. Die land was reeds vóór die pandemie in ‘n resessie en volgens die SARB kan die BBP vanjaar met 7% inkrimp. “Dit sal die eerste voljaarinkrimping wees sedert 2009 en hou ‘n groot skok vir die ekonomie in,” sê hulle.

Hoekom die donker prentjie?

Alles hierbo genoem, is die huidige prentjie vir Suid-Afrikaners. Daar is niemand waarvoor hulle kwaad kan wees daaroor nie, niemand om

aanspreeklik te hou nie, geen organisasie waarheen ‘n protes-optog gereël kan word nie. Covid-19 het die wêreld onkant gevang.

Maar ons werk vir ‘n maatskappy wat steeds salarisse betaal.

Ons is die uitsondering. Die bevoorregtes. The lucky ones.

Op Twitter skets gebruikers vir ons ‘n prentjie van die ander kant van die spektrum.

My dad really lost his job during a pandemic because my mom got cancer and they told him he took too much time off and now they’re gonna lose their house they’ve lived in for almost 22 years — dabella (@welldamnjackie_) May 7, 2020 Every time I see someone who has lost their job because of covid, I am humbled that my wife and I still have paying jobs. So I pray God will restore and provide work opportunities for all who are looking up to him right now.

And I pray for my company’s preservation. Amen.

— Ayo Edinger (@ayoedinger) May 7, 2020

Due to saving other people’s Lives #Nonsensical #DestroyingLives #FreeMe — chrisbromfield1 My bro lost his job, now been kicked out of his flat in Kempton Park since he’s unable to pay rent. He’s coming back home today. It’s either you lose a job or life. #Covid_19 #lockdown #covid19SA #CoronavirusInSA #ramaphosa — @KgomoYaMaphoto1 My leader, I beg you. This can no longer go on like this. I’ve lost my job already, my dignity. My ability to feed myself and others. This is no longer about Covid-19. This virus didn’t create the economic disaster — @Macfarlane123 Ons gaan dalk nie altyd in hierdie bevoorregte posisie wees nie. Niemand kan voorspel wat die toekoms vir GWK en sy mense inhou nie. Maar géén GWK-personeellid het sy werk, salaris en menswaardigheid verloor in een van die wêreld se moeilikste tye nie.

Wat kan ons doen?

For those who do not know, South Africa is really struggling. My best mate lost his job due to all the struggles and was completely unexpected. His fiancée is 7months and at the moment they cannot enjoy the pending birth.

— Pierre Visser@Pierre_Visser7 I lost my job due to this lockdown recession. No work from home too. I am scared now what to do? #coronavirus #recession2020 #scared #lockdown #lost #job — Bossbaby So thanks to the #COVID19 #lockdown I have Lost my Job Lost my Savings Lost my Car Lost my Freedom Lost my Livelihood Lost the Will to Live Lost Faith in Humanity & soon to probably Lose my Life

Hoewel ons in hierdie onseker tye van niks gewaarborg kan wees nie, moet ons elkeen doen wat ons kán. Want ons eie welstand hang op die oomblik af van GWK s’n. Ons kan elkeen nog ‘n bietjie meer moeite doen om GWK te beskerm.

Ons kan geleenthede soek om GWK te bou en winsgewend te hou.

Ons kan met hernude ywer ons werk benader. Ons kan negatiewe opmerkings en houdings aanspreek.

Ons kan maniere soek om geld te bespaar en uitgawes te verminder. Ons kan ‘n positiewe gesindheid teenoor ons take en werksomgewing kweek.

Ons kan ons kollegas bemoedig en aanpor. Ons kan ondersteuning bied waar dit nodig is, al is dit nie deel van ons posbeskrywings nie.

Ons moet GWK behandel met die toewyding wat hy die afgelope tyd aan ons bewys het.

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SHOW DIGNITY. “If you don’t recognise your value and worth, how can you recognize and support it in others?” – Donna Hicks Dictionaries define Human Dignity as sense of self-worth. Therefore, dignity is a sense of pride in oneself that a human being has with them. This conscious sense makes them feel that they deserve respect and honour from other human beings.

Why is this company value so important to GWK? Companies try everything to boost employee morale, such as offering rewards for productivity and bringing in speakers, but sometimes miss the most important aspect of company morale: A feeling of dignity and respect.

However, giving a feeling of dignity and respect requires effort from managers and fellow co-workers, and a push to create a feeling of dignity and respect in employees before the corporate culture degrades.

When employees aren’t being treated with human dignity, the longterm impact will show in business results. Employees feeling the lack of human dignity can show the following traits and even health problems: • Loss of self-confidence and self-esteem • Depression and anxiety • Concentration difficulties • Reduced work performance

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• Withdrawal • Decreased problem-serving ability • Irritability • Insomnia and stomach upset • Suicide • Heart attack Dignity and respect in the workplace follow the “golden rule” of treating others the way you want to be treated. A workplace where everyone shows each other dignity and respect usually has plenty of laughter, a freeflow of ideas and clear policies on expected work results and behaviour.

Healthy workplaces have a code of conduct and follow good professional practices, such as no personal attack or frivolous requests and demands.

This is the environment GWK strives to create for its employees.

Being treated in a dignified manner has always been important to people, but workplace dignity is considered to be more significant now than ever before in industrial history.

A person’s sense of self-respect can come from developing personally, or what Abraham Maslow, the famous 20th century psychologist, referred to as self-actualisation.

Personal growth and development is one of the ways people gain a sense of dignity. Feeling part of a greater

whole can be dignifying too. Knowing that you are working toward a common cause that’s making a difference can be a source of self-worth.

What causes a lack of human dignity in the workplace?

Kristen Lucas, who recently wrote a paper titled, Workplace Dignity, defines the concept as, “a personal sense of worth, value, respect, or esteem that is derived from one’s humanity and individual social position; as well as being treated respectfully by others.”

Since most of us spend around a third of our adult life in a workplace, it’s more than reasonable to expect and experience the kind of workplace dignity consistent with Lucas’s definition. Yet, this isn’t the case in many organisations around the world.

There are several factors threatening dignity in the workplace. Consider these three common examples: Overwork: People are often asked to do more than is reasonably expected of them. Overwork can constitute a form of indignity, particularly when it occurs with management support. This is not uncommon in times of budget constraints, cost-cutting, and

BE DIGNIFIED. - LEANa frugality, and is is something we all expect at times.

Abuse of power: A manager abusing their power and authority is also a common form of indignity experienced in the workplace. The use of idle threats and intimidation is humiliating to the recipient. Making it worse is that the person on the receiving end of this psychological bullying has little recourse, without taking a career risk.

Micromanaging: Being micromanaged can violate individual decision making. Managers often justify this behaviour with comments such as, “if I don’t make the decision, nothing will happen”, or “the wrong decision will be made if I don’t step in”.

How do we show Human Dignity to each other?

As mentioned previously, unwanted or discriminatory conduct in the workplace, whether it is intentional or not, can affect a person’s morale, job performance and physical health. If you want to do your part to contribute to a healthy working environment, it’s important to treat others with fairness and respect. One of the best ways to accomplish this goal is to behave to-

ward other people the same way you expect them to behave toward you.

• Practice good manners and courtesy in all situations. Treat each person you meet in the workplace as an individual. Recognise that other people may have needs different from your own.

• Make others feel valued for who they are and what they contribute.

Give your co-workers the opportunity to voice their own thoughts and ideas. Ask them for their opinions and then listen to what they have to say.

• Make every effort to build positive relationships with the other people at work. Encourage them to share their knowledge and to work together as a team. Sharing a common goal usually brings individuals together and can cut the number of misunderstandings that arise in the workplace.

• Do your part to make others feel appreciated. Offer praise to make someone feel special, or boost a co-worker’s confidence by giving him/her an unexpected compliment.

• Recognise diversity in the workplace. Instead of stereotyping a person, accept that people come from different backgrounds and

have dissimilar personalities and life experiences. Consider an individual’s values and beliefs so that you can see each person for who he is. Resist treating someone differently because of gender, age, disability, ethnic or racial background or choice of lifestyle.

• Consider other people’s feelings.

Avoid making false or malicious complaints or accusations against another person. Keep from offending, embarrassing, putting down or gossiping about other individuals as these actions can diminish a person’s dignity.

• Reach out to someone who seems to be having a tough time at work.

Ask the person if they need your assistance. Offer to be their friend, but respect their right to privacy if they say they want to be left alone for a while. Show consideration by giving them some space if they need it.

• Show concern and compassion for people’s lives outside of work. Let others know you care about them as individuals. Respect a co-worker’s confidence if he/she chooses to share personal thoughts or private information with you, but don’t pry if he doesn’t.

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vir ons mense - LEANa Daar word vandag báie van die mensdom vereis.

Selfs vóór die hele Covid-19-ramp het elkeen sy eie uitdagings gehad.

Rekeninge wat betaal moet word, kommer oor ons mense se veiligheid, kommer oor ons kinders se toekoms, frustrasie oor dinge waaroor ons nie beheer het nie, moedeloosheid as ons die nuus kyk – die lys gaan aan.

Saans gaan slaap ‘n mens sommer vies.

In ‘n warm bed. Met ‘n vol maag.

En vergeet ons dat hierdie voorreg iets is waarna derduisende mense maar net kan smag.

Die tweede aflewering van GWK se Net ‘n druppel-projek het afgeskop in Mei vanjaar en volg op die eerste projek – ‘n mediatoer na die droogste dele van die Noord-Kaap in De-

Zelda Johnson dryf GWK se gemeenskapsprojekte

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sember 2019. Hierdie droogte het ‘n geweldige groot impak op die land se boere gehad en baie moes hul plaashekke finaal sluit. Die boere wat die wa deur die drif kon trek, is op die oomblik steeds besig om finansieel te probeer herstel en dit sal ‘n lang proses wees voor hulle weer op dieselfde vlak tot die ekonomie kan bydra.

Onmiddellik volg ‘n rimpel-effek, veral in kleiner gemeenskappe. Die ekonomie van kleiner dorpe kan nog nie op hierdie boere se bydrae staatmaak nie en nou moet dié gemeenskappe die invloed van Covid-19 trotseer – sonder die ondersteuning van ‘n gesonde ekonomie.

Die landwye inperking het baie klein besighede se inkomste laat

verdwyn en werkloosheid in ons reeds arm gemeenskappe vier hoogty.

GWK het hierdie nood raakgesien en tot aksie oorgegaan. Net ‘n druppel is geloods om kosprodukte deur ons handelstaknetwerk te versprei in ons gemeenskappe, in die vorm van kospakkies en sopkombuise.

Vir dié projek het GWK ‘n stewige donasie gemaak – genoeg om kos vir drie maande in ons gemeenskappe te versprei. Die nood is egter baie groot en om dit vir nóg drie maande langer te kan voortsit, het ons die publiek, ons personeel en almal wat moontlik kan help, se hulp nodig.

Ja, in vandag se tye word daar baie van ons gevra. Maar die meeste van ons het ook iets om te gee.

Honger kinders staan en wag vir ‘n bakkie warm sop

Ritchie

, Booi Visser ps-komitee: se kker Cham er So et K Pi l GW ue m Die idoo en Sa , Clement Na Jan Kolberg Groblershoo

p

Die komitee van die GWK Sokker Champs, die jaarlikse sokkertoernooi vir spanne van GWK-werknemers vanuit ons onderskeie takke, het met ons gesels oor hulle betrokkenheid by Net ‘n druppel.

Hoewel dié toernooi in alle waarskynlikheid wel later die jaar aangebied sal kan word, het die komitee die volle begroting vir die 2020-toernooi eerder aan die projek geskenk.

Dié bydrae kan rofweg omgeskakel word in 465 kospakke waarvan elk ‘n gesin vir ongeveer twee weke kan voed.

Die GWK Sokker Champs is ‘n hoogtepunt op baie personeellede se kalenders en dit maak die feit dat hulle eerder die geld daarvoor vir die

Cradock

Net ‘n druppel-voedingprojek skenk, selfs meer spesiaal.

“Daar is kinders in ons gemeenskappe wat skool toe gaan en daar ‘n bord kos kry, maar vir wie daardie bord kos die enigste maaltyd van die dag is,” sê Clement Naidoo, komiteelid.

Samuel Pieterse sê dat dit vir die komitee ‘n voorreg en trots is om deel van die projek te word.

“Almal weet dat ons in ‘n tyd is waar ons mekaar moet beskerm,” sê hy. “Dit maak ons harte warm om te kan gee.”

Sedert die projek geloods is, is daar al skenkings ontvang, maar omdat die nood só groot is, is meer bydraes nodig. Elkeen wat betrokke raak se

bydrae is ‘n druppel wat die emmer vol maak. Elkeen se pogings om die boodskap van die projek na buite te versprei, help om ‘n honger maag te voed. En deurentyds is dit lekker om te kan sê “mý maatskappy gee om”.

As jy kan, ondersteun die projek. Dit voel goed om iets vir iemand anders te doen. *Gaan kyk na die video op GWK se sosialemediablaaie – hierin word ‘n prentjie, waarteen baie van ons al ‘n bietjie afgestomp is, geskets van mense wat werklik swaarkry ken. *Meer inligting is beskikbaar op die Net ‘n druppel-blad op GWK se webwerf.

Die sokkerkomiteelede help kos uitdeel

Groblershoop

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ANDRI

IN AGRICULTURE Newly appointed GWK Group Financial Director, Andri Bezuidenhout, started her duties 1 May 2020. She is focused, passionate and has many plans to take GWK to greater heights.

Andri, being the youngest of four children, grew up on a farm near Dullstroom, in a village named Tonteldoos. After finalising her studies at Tuks (University of Pretoria), Andri joined KPMG and worked for them in both South Africa and the United Kingdom. Following her return, she joined the Standard Bank Group and worked in various divisions, then moved to GWK in 2012. She enjoys travelling, running, hiking, reading and cooking and plans her weekends around family and friends.

This is what she had to say about her new role: You have been at GWK for years now, did you ever imagine you would be in this position?

Being in an executive position has been a goal since I’ve started with my career. While I was working for Standard Bank in Africa, I realised that there is a strong need for woman leadership in the agriculture industry, and I aligned my career path to gain the exposure in the industry. That’s when I joined GWK eight years ago.

I have never regretted my decision and is a privilege to take on this role in GWK. How important is it for you being in this position in terms of the difference you can make?

My focus remains to operate an efficient and effective professional services team and build strong partnerships with the Managing Director, other leaders and stakeholders.

As we are all aware, Covid-19 has brought unique challenges. However, we were fortunate to be classified as

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essential services and could continue with operations. My immediate focus is still to look after my employees, to be more sensitive to what people are feeling and helping them through this time. Regular communication is critical to steer the team, ensuring that we meet all required deadlines and key deliverables.

For the next coming months I will focus on regular communication with our critical stakeholders, simplify processes, assist the team to align the business and finance strategy to grow the business and ensure that IT as an enabler plays a more significant role in the execution of the various strategies of the businesses.

At the end, my success as a leader is how well the people who work for me succeed, and that is the difference I would like to make.

What is the one characteristic you believe every leader should possess?

Integrity.

How do you continue to grow and develop as a leader?

It is a combination of continuous learning through reading, short courses and coaching – and I surround myself with a few trusted mentors.

When you face challenges as a leader, what encourages you? What role does your team play?

My faith. I am privileged to be supported with a trusted and loyal team.

It really makes a difference!

What advice would you give to future aspiring female leaders?

Recognise and accept your own

ambition. Be prepared to make the trade-offs that come with it, particularly in terms of work/life balance.

Act with integrity and take charge of your own development by reading, studying, seeking out ‘stretch’ assignments, learning on the job, from your colleagues and your wider network.

Most importantly – enjoy it!

While we know that traditionally, agriculture is a ‘man’s world’, we have been seeing some significant changes. How do you see the future for women in agriculture and is there anything holding women back?

The role that women play in agriculture is changing. More and more women are becoming key leaders in the agricultural industry and play a greater role in many of the traditional male careers. Women also form the backbone of many rural economies, and by being part of agriculture they play an important role in poverty reduction and food security. The barriers woman face will be different, depending on the role they serve in the value chain. However, it is a privilege to navigate the terrain for other woman in the future.

Andri is proof that if you set goals and work hard towards them you can achieve anything. The landscape is slowly changing for women and in most cases maximising opportunities. It is important to be ready for everything that you aspire. Work hard, be better and keep your head up! We wish Andri well in her position and hope she continues to inspire many.

- SIMA

- SIMA

ECD School Celebration On 18 February, GWK along with the Bruwer family from Genade Boerdery opened an Early Childhood Development (ECD) centre for farm workers’ children on their farm Picton just outside of Douglas. Another win in the bag! This win does not only stand on the GWK pedestal, but it’s embedded in our hearts and the hearts of the communities we serve.

GWK has always demonstrated the importance of helping the communities within our operational areas.

To sustain the positive relationships with our producers, the focus of this project was on farm workers. The employed parents that work on the farm during the day do not have any care for their children and resources within farm areas are limited due to inaccessibility and farms being located far from the main areas.

Thus, GWK identified the need of ECD centres and built the first of its kind on the farm Picton with the help of the Bruwer family who owns the farm. This project not only helps our farmers which consequently helps us, but it also creates an opportunity for learning and education on the farm.

“Kids don’t remember what you try to teach them. They remember what you are.”

Opening this centre and showing the children that we care for them is exactly how we would like to be remembered.

ECD centres and programmes play an important role in the early prevention of various social problems in any community. They promote the development of young children, including ensuring their safety and protection.

These centres create a stimulating

environment in which children are able to learn and play and give their parents a sense of ease.

The school accommodates 25 children between the ages of two and five years. A practitioner that carries out an approved curriculum with the children, and a cook that prepares two balanced meals and two snacks daily, were appointed. The owner of the farm has also built a successful vegetable garden for the children.

“I am extremely proud of the development of this project. I’ve been involved in growing the Douglas community for 20 years and identified the value of an ECD centre. During my years there, I have felt true happiness and have learnt to be grateful for what I have. Every week when I arrive on Picton farm, I get the same feeling. Being awaited by smiling faces and excited hearts is fulfilling”, expresses Zelda Johnson (GWK’s ECD Project Leader) The opening of the centre has been a huge success thus far. Happy employees mean happy farmers, which makes us happy. Unfortunately, the centre has been closed due to the Covid-19 pandemic. We anticipate seeing the little faces light up again soon. This ECD centre is the first of many and we look forward to the new projects that will change many lives in our communities.

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Interns

FROM AN INTERN’S PERSPECTIVE:

OUR JOURNEY AT GWK

- SIMA

It feels like just yesterday when we walked through the doors of GWK. Fresh faces pumped with terror and overwhelming excitement. Now, with only a month left, we can boldly say that we are part of the team!

Mind-blowing how life can take a turnaround in a short period of time.

They say, “Time is free, but it is priceless. You can’t own it, but you can use it. You can’t keep it, but you can spend it. And once you’ve lost it, you can never get it back.” We’ve reached almost the end of the YES programme, what have you done with your time here as an intern?

We could spend an entire interview process selling ourselves as the perfect person for a job. But as soon as you start, you doubt if you’re even the right person for that job. In your mo-

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ments of doubt, take a few minutes to run through all the ways you sold yourself during that interview process, and remember that you were chosen because you are the best possible fit.

So, what kept me going during this programme? I am trying to convince myself that it’s not because of the food treats that we received every second day in our department or the pranks that we pulled on each other in the office. Amongst those reasons, is how my co-workers spent their time and effort to support me during my career development and how they believed in me, which made me believe in myself. Not only did I have the desire to prove to my fellow colleagues that I have it in me, but I wanted to prove it to myself.

Self-betterment in whatever you do is

of utmost importance. It all starts with the goals that you set for yourself. My aim when this internship programme kicked off was to learn and build my career. I was blessed enough to be put in an environment that moulded my learning journey comfortably and joyfully. I started doing good, which made me feel good, which made me want to stay.

On 17 January, several of the YES interns had a “meet and greet” session with Exco leaders, Llewellyn Brooks and Malcolm Jafta in Douglas.

Mr. Brooks shared a riddle, “There is a man staying on the 12th floor of a building. In the morning he goes on with his daily routine before he heads off to work. He uses the lift to get to the ground floor. When he comes home from work and is alone in the

lift, he stops on the 8th floor and walks up to the 12th floor. And on some days when he’s with someone in the lift, he goes straight up to the 12th floor. Why does this man do this?”

The interns gave several different answers, but the answer was that the man was short in stature and couldn’t reach the button for the 12th floor, but could reach up to the one for the eighth. Moral of the story: Train your brain to think about scenarios or ask questions before solving problems.

He furthermore gave us tips on how to improve ourselves based on the riddle: • Stimulate your brain with riddles or puzzles • Increase your knowledge by reading. “A man is known by the books that he reads.”

He closed off the session with words of advice: “Do not ever lower your standards as an individual. Use this opportunity being at GWK to build your reputation and brand. To honour our values, we would like GWK to be a happy place for you. Consequently, your responsibility is to make sure that you have the proper help surroundings in order to get your work done and align your values with GWK’s.”

Most of the 60 YES interns are still holding strong. Commitment, integrity, teamwork and accountability are some of the values that the interns believe are important in the way you carry out how you live and work. This initiative’s commitment was to change the lives of unemployed youth and give them the opportunity to demonstrate their abilities and establish their work ethic. It has pathed ways for some and will definitely open future doors for many.

The interns have learnt and experienced a great deal and have aligned their values with the company’s.

In this strange time of the global pandemic, some interns are still physically at work and others are working from home. This pandemic is going to make world history and being part of a company, which delivers essential goods and services for the country makes one proud. Wherever you are, whatever you do, remember when this programme ends, you would also have made history in serving as an essential worker – you were never “just an intern”.

“My aim when this internship programme kicked off was to learn and build my career. I was blessed enough to be put in an environment that moulded my learning journey comfortably and joyfully. I started doing good, which made me feel good, which made me want to stay.”

11

Human Dignity

How Rendani sees it Distinguished readers of Rocketeer, business fraternities, all esteemed employees of GWK. I greet you all in the name of peace, which we say in Tshivenda language “Mulalo nga u vhe na vheiwe nothe”, peace be upon you all, vrede vir julle.

Allow me to send my sympathy to those who are affected by the Coronavirus, I hope you don’t feel alone as you go through this hard time, because you are indeed not alone.

God is with you through this hard time, and He will always be with you as He promised in His word. My heartfelt thoughts and prayers are with you all the way. Stay strong and remember how many people care about you. (I’m one of them!)

In one of her interviews, American novelist, memoirist, educator, dramatist, producer, actress, historian, filmmaker, Dr Maya Angelou said “Dignity doesn’t just mean always being stiff and composed. It means a belief in oneself, that one is worthy of the best. Dignity means that what I have to say is important, and I will say it when it’s important for me to say it.

Dignity really means that I deserve the best treatment I can receive.

And that I have the responsibility to give the best treatment I can to other people.”

Do you ever ask yourself the question why the terms ‘human dignity’

12

Geborg deur

and ‘human rights’ are used interchangeably? Even if you don’t, the unfortunate answer is, most people do. Human dignity is typically treated as the moral basis of human rights.

Furthermore, it usually stands as a limit of reasonable controversy – that is, as a limit to what we think we should tolerate in disagreements with other parties about the good, the right, or the just; rejecting the idea of human dignity is far away the pale. Why? Because dignity is life.

My theme is Human Dignity, which is a highly controversial concept. Few other terms have been used in so many settings with so many contradictory meanings. It is therefore not a walk-in-the-park task to write about this topic.

According to Merriam Webster dictionary dignity is the quality or state of being worthy, honoured, or esteemed. On the one hand, it is proclaimed that dignity can never be lost. Without dignity, we are like a house without a roof. I strongly believe that human dignity is the most important human right from which all other fundamental rights derive.

In my simplest term dignity is inherent value and worth. Each and every one of us is born with it. We don’t have to do anything or to pay any amount of money in order to acquire dignity. Thus, regardless of age,

colour, background or qualification, everyone deserves to be treated with dignity. But as we talk about respect, on the other hand, it said that one needs to earn it. In other words, one ought to respect oneself and others in order to get respect in return.

The questions might be, how can we promote dignity at our various respective workplaces?’. I strongly recommend that we treat others with unique needs, wishes, respecting their point of views, decisions and beliefs, even though they may differ from our own. I must say that it is very important to be non-judgemental, but compassionate and respectful when it comes to other people’s personal space and possessions.

Fellow colleagues, let us not forget to practice good manners and courtesy towards each other.

According to Skip Prichard, there are Ten Elements of Dignity, ten ways to honour it in ourselves and others.

1. Acceptance of identity: people want to be treated well no matter their race, religion, ethnicity, gender, or sexual orientation; 2. Recognition: for their hard work and a job well done; 3. Safety: make people feel safe both physically and psychologically so they feel free from humiliation; 4. Acknowledgment: for the suffer-

GWK Agri ing they have endured if treated badly; 5. Fairness: to be treated in an even-handed way; 6. Inclusion: make people feel a sense of belonging; 7. Understanding: don’t rush to judgment; give people a chance to share their perspective; 8. Independence: avoid micromanaging; 9. Benefit of the doubt: treat people as if they were trustworthy; 10. Accountability: apologise when you have caused someone harm.

Allow me to shift my focus a bit and direct this to business leaders. I humbly urge leaders to pay more attention to human dignity, and lead with dignity, being examples to the ones being led. Please bear in mind that leading with dignity builds a culture that brings out only the best in people. I know this won’t be easy to most people, but I believe you’ve got what it takes to get through anything.

If you’re already doing exactly what you should be doing, just hang in there my friend, you shall reap sooner than later. Never underestimate the power of positive energy.

It is very important for a leader to make sure that everyone in GWK gets informed about the importance of dignity. The directive needs to come from top to bottom. In addition to dignity education, a leader needs to master how to treat people with dignity and how to address violations in a way that doesn’t end up violating another employee’s dignity. Knowing how to give feedback is a very important and critical skill in knowing how to lead with dignity.

In the same way, leaders must be willing to accept feedback from their employees. Most importantly, this is not a one-way street, but two-way.

If a leader models how to receive feedback, he/she makes it easier for those delivering it to speak up and feel safe to discuss the dignity injury they have experienced.

In conclusion, it is my wish that this article will help us as GWK employees to become more aware of how to work effectively together and develop the skills necessary to lead our lives with dignity.

Let me leave you with the words from an unknown author who once said you should never sacrifice three things, your family, your heart, and your dignity.

Until next time, I say Shalom.

AGRI-WERKNEMERS

SPOG MET HUL

BLOU HEMPIES! “Dit is lekker om elke Vrydag reeds soveel spanne te sien wat hulle blou hempies met trots dra.”

- Charné

GWK Agri het verlede jaar Oktober die Agri Verskuif Grense-inisiatief bekend gestel, waardeur alle besigheidseenhede wat hulle JTD-begroting met 20% verbeter op netto wins, beloon sal word met ‘n Blou Hempie.

“Die doelwit is om ‘n Agri-kultuur te vestig wat belyn is met ons strategie en waardes. Die Agri-bestuurspan wil erkenning gee aan werknemers wat die ekstra myl stap om te verseker dat Agri grense verskuif,” sê Madeli Gous, GWK Agri se MHB-besigheidsvennoot.

Hierdie inisiatief gaan voort in die nuwe finansiële jaar wat Junie 2020 begin het, en as MHB-besigheidsvennoot sal Madeli maandeliks terugvoer gee van wie hierdie mylpaal behaal het.

Die spanne wat alreeds in die finansiële jaar wat verby is hulle Blou Hempies gedra het, is: • GWK Handel (Modderrivier) • GWK Handelstoor (Douglas) • GWK Landboukundige Dienste • GWK Handel: Spar (Postmasburg) • GWK Meganisasie: Onderdele (Douglas) • GWK Meganisasie: Onderdele (Barkly-Wes)

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GWK Trading

LEKKER LANORMA, NOU LEKKER SOSIAAL - Madri Scheepers Die meeste van ons gee nie veel aandag aan watter soort aartappel jy by die winkel in jou trollie laai nie, maar baie van ons het al ‘n aartappeldis gemaak en was daarna teleurgesteld – dalk oor die skil van die aartappel, die smaak daarvan of die tekstuur.

Dit kan moontlik toegeskryf word aan die soort kultivar wat jy gekoop het. Daar is verskeie kultivars op die mark beskikbaar, waarvan een ekslusief deur GWK Aartappels bemark word – Lanorma. En ‘n Lanorma-aartappel is een van die lekkerste, veelsydigste aartappels beskikbaar! Dit maak die beste skyfies, kapokaartappels, gebakte en gekookte aartap-

pels. ‘n Mens hoor altyd jy moenie ‘n appel met ‘n peer vergelyk nie. Wel, in dié geval kan jy nie sommer enige aartappel met ‘n Lanorma-aartappel vergelyk nie!

GWK Aartappels is die eksklusiewe kweker en verspreider van Lanorma-moere (saadaartappels) aan produsente regoor Suid-Afrika en ons produsente plant hierdie moere om die eindproduk in die mark en op winkelrakke regoor die land te versprei.

Om die mense van ons land ook te vertel van die wonderlike Lanorma, het dié kultivar ook Mei vanjaar sy eie Facebook-blad gekry – Lekker Lanorma.

Die doel van die blad is om vir pro-

dusente tegniese inligting te verskaf oor die kommersiële potensiaal van die kultivar en vir verbruikers, soos ek en jy, meer oor hoekom nie alle aartappels dieselfde lyk en proe nie en ook om ‘n paar lekker resepte te deel. Dit alles ondersteun natuurlik die besigheid se strategie om meer aartappelmoere te verkoop, én ons produsente om ‘n vraag na Lanorma-aartappels op die mark te verhoog.

As jy dit nog nie gedoen het nie, onthou om die blad te gaan like, share en jóú Lanorma-disse met ons te deel. Onthou, volgende keer as jy in die winkel is, kyk of die plakker op die sakkie Lanorma sê!

GWK Trading

GWK PECANS DINK ANDERS - Madri Scheepers Verbeel jou ‘n pandemie tref die wêreld en ons kan nie met ons kliënte soos normaal kommunikeer nie...

Toemaar, die werklikheid is dat ons nie meer ons verbeelding hoef te gebruik nie, want Covid-19 het gekom en sy kloue in die wêreld ingeslaan!

Ons almal se lewens is hierdeur geraak. Dit verander hoe ons werk, sosiaal verkeer en interaksie het met mense oor die algemeen. Dit het natuurlik ook ons besigheid beïnvloed en ons moes nuwe maniere kry om met ons kliënte kommunikeer.

Dit is waarom GWK Pecans, onder nuwe leiding van hoofbestuurder Valdor Dudley en direksievoorsitter Wim van Rooyen, sedert Junie ‘n volskaalse kommunikasiedryf na sy kliënte geloods het, en hulle na teg-

nologie gewend het om dit moontlik te maak. Die veldtog het uit verskillende elemente bestaan, soos weeklikse elektroniese nuusbriewe, videoonderhoude met die besigheid se bestuur en boere wat op WhatsApp versprei is, sowel as webinar-sessies.

Die veldtog se doel was om boere en die besigheid se aandeelhouers in die onsekere tye steeds ingelig te hou oor die vordering van die seisoen terwyl hulle reguit praat oor die besigheid se sake en toekomsgerig gefokus bly. Die webinar-sessies was die eerste produsente-skakeling van sy soort waar die bestuur van die besigheid, Llewellyn en produsentedirekteure met ‘n virtuele gehoor van GWK Pecans se boere gesels het.

Dit is maar ‘n vreemde ervaring in

die platteland, waar ons gewoond is aan ‘n handdruk en ‘n gesprek oor ‘n tafel met ‘n koppie koffie. Maar in dié geval was die webinar-sessie ‘n hoogs effektiewe manier om met ‘n klomp kliënte van regoor die land te gesels, met steeds ‘n mate van persoonlike kontak.

Die hele veldtog het ‘n gemeenskaplike boodskap gehad. ‘n Boodskap wat die besigheid se uitdagings van die verlede erken, maar een wat met toekomsvisie saam vorentoe beur. ‘n Besigheid met ‘n oog op die toekoms, wat nuwe maniere kry om kliënte ingelig te hou.

Die meeste van ons skop vas teen verandering, maar as die nood werklik druk, wys die spanne van GWK altyd hoe veerkragtig ons is.

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GWK Trading

Werknemers

word beloon vir hul harde werk

Werknemers van die maand: Januarie tot Junie

16

Januarie:

Februarie:

Maart:

Ivan Morgan Monsternemer

Pieter Swarts Algemene Werker

Pieter Pienaar Trekkerbestuurder

“Morgan is ‘n betroubare werknemer met ‘n besonderse persoonlikheid en werk sedert Maart 2018 by GWK. Hy is nie net trots op sy werk nie, maar wou ook verder leer om sy kennis in sy veld te verbreed en sodoende het hy sy koring- en gars-graderings kursusse voltooi. As ‘n bestuurder kan ek Morgan as ‘n rolmodel beskryf; iemand vir die jonger talent om na op te kyk. Hy is iemand om dop te hou,” sê Abrie.

Volgens Abrie is dit vir Pieter belangrik om te groei en te ontwikkel. Hy het in 2019 van ‘n tydelike werknemer tot ‘n kontrakwerknemer geskuif en “klop kliphard aan die deur van ‘n permanente aanstelling,” vertel Abrie. Pieter het ‘n baie sterk wil en dit is vir hom belangrik om ‘n sukses te maak van alles wat hy aanpak.

“Pieter gee baie om vir sy medemense en streef daarna om altyd sy beste vir die span te gee,” sê Abrie.

Hy is sedert 2018 ‘n permanente werknemer by GWK en het sedertdien sy kennis oor die silo’s verbreed en neem in tye van nood as silooperateur waar. Sy kollegas beskryf hom as lojaal en ‘n werknemer wat met almal oor die weg kom.

Geborg deur

GWK Trading

Die inisiatief, Pat with the Cap, het al vir menige glimlagte op werknemers

by GWK Barkly-Wes se gesigte gesorg.

In 2019 het Abrie Nortje, Depotbestuurder/Senior Koördineerder, aan ‘n manier probeer dink om werknemers in moeilike tye gemotiveerd te hou om steeds hul bes te gee, ten spyte van uitdagende omstandighede. Die idee Pat with the Cap het ontstaan met die doel om elke maand ‘n werknemer van die maand aan te wys. Vir die spesifieke maand dra die werknemer ‘n kleurkeppie van sy keuse. Die werknemer se foto verskyn ook vir die duur van die maand

op die MBA (Mini Business Area)-bord onder Employee of the month.

“Wat hierdie inisiatief so uniek maak, is dat die werknemer van die maand self deur sy mede-werknemers aangewys word en hierdie inisiatief kweek gesonde kompetisie tussen mekaar. Sedert ons hiermee begin het, kan ek ‘n duidelik verskil by elke werknemer sien. Hulle is meer gemotiveerd, werk harder en het weer ‘n positiewe houding teenoor hulle werk. Almal wil die keppie dra aan die einde van ‘n maand,” vertel Abrie.

“Ek is regtig trots op die projek. Ek

is geleer dat geld nie ‘n glimlag kan koop nie, so doen iets waardevol vir jou medemens. Hierdie is my manier om terug te gee aan my span vir hulle harde werk. Hulle kry nie altyd die erkenning wat hulle verdien nie. Hierdie projek kos my slegs R90 ‘n keppie, maar geld kan nie die joy in my hart koop wat hierdie projek verskaf nie.”

April:

Mei:

Junie:

Jerome Modisakeng Silo operateur/assistent

Johannes Motlhanke Algemene werker

Barend Ditsebe (Chester) Toesighouer

Jerome is sedert 2016 een van GWK se algemene werknemers op BarklyWes en is volgens Abrie een van die mees ervare senior werknemers. Hy word beskryf as ‘n nederige, hardwerkende man wat elke geleentheid aangryp om te leer. Volgens Abrie sal hy uit sy pad uit gaan om sy kollegas te help en hy staan nooit terug vir ‘n uitdaging nie. “Jerome is ‘n lewende voorbeeld daarvan dat jou omstandighede jou nie definieer nie.”

Abrie vertel dat Johannes ‘n baie stil, maar hardwerkende werknemer is.

“Johannes is iemand wat jy kan vertrou en weet sy werk is altyd gedoen en op standaard.” Johannes word hierdie jaar 65 en het volgens Abrie diep spore getrap in almal by GWK Barkly-Wes se harte. “Johannes tree hierdie jaar af en los ‘n groot leemte.”

Volgens Abrie sal hy altyd onthou word as ‘n werknemer wat nie vir een oomblik stil gesit het nie en sal jy hom altyd êrens met ‘n besem in die hand kry, besig om te vee!

“Johannes is ‘n besonderse mens en enig in sy soort – ons gaan sy leierskap en droë sin vir humor baie mis,” sê Abrie.

Chester is ‘n ou bekende by GWK en is al van 1995 deel van die maatskappy. Nadat hy vir 10 jaar die maatskappy verlaat het, het hy in 2017 as toesighouer by die Barkly-Wes tak begin. Volgens Abrie word Chester as een van die leiers onder sy kollegas gesien en streef hy altyd daarna om ‘n sukses van sy werk te maak. “Chester is uniek. Hy het altyd tyd vir gesels, ‘n storie om te vertel of luister graag as iemand praat,” vertel Abrie.

- CHARNé

17

GWK Farm Foods

GWK Farm Foods - Charné

“Look after your team: They will look after your customers and then your customers will look after your consumers.”

- David Schlebusch

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Geborg deur

Die kommersiële spanbou, wat op 8 Februarie 2020 op Kandirri-wildplaas buite Kimberley gehou is, was nie net ‘n reusesukses nie, maar was boonop groot pret vir al die deelnemers.

Die potjiekos-kompetisie het Farm Foods se administratiewe, operasionele en kommersiële spanne die geleentheid gegee om hulle potjiekos- en vuurmaak-vaardighede en kreatiwiteit ten toon te stel.

In ‘n prettige atmosfeer het die drie spanne wat bekend gestaan het as die Pie Vreters, Witbroodjies en Grease Monkeys, omtrent gewoeker om hul potte te laat koning kraai.

Die pret het reeds om 10h00 afgeskop, waarna die spanne elk ‘n loodjie moes trek om te bepaal watter span watse geheime boks ontvang. In ‘n gesamelike poging moes elke span van die bestanddele en produkte in die boks gebruik maak om die middagpot, wat teen 13h00 moes klaar wees, en die hoofpot, voor te berei.

Uit die geheime boks het die spanne vir middagete disse soos

mac and cheese (Witbroodjies), worsbroodjies (Pie Vreters) en ‘n lekker peri-peri hoenderlewer (Grease Monkeys) aan mekaar geslaan.

Die hoofpot, wat grotendeels die wenner van die dag bepaal het, moes teen 17h00 reg wees vir beoordeling. Daar was ook van die spanne verwag om enige bykosse te maak met ‘n Farm Foods-produk.

Die drie spanne het dit uitgespook om te sien wie die lekkerste pot kon voorsit en as wenners van die dag gekroon word. Spanne was beoordeel op spangees, tafel-uitleg, geure en smake van die kos, asook op aanbieding van die kos.

Die drie hoofpotte het bestaan uit ‘n skaapskenkelpot en as bykos het die Witbroodjies op mieliepap besluit. ‘n Warm hoederpensies en -nekkiespot met ‘n vars gemaakte potbrood is bedien deur die Pie Vreters en laaste, maar nie die minste, ‘n beesstertpot met stampmielies deur die Grease Monkeys.

Elk van die potjies was van topgehalte en die beoordeling was gewis ‘n kopkrapper vir die twee beoordelaars, Shawn Ross en Neil de Klerk.

Hoewel die spanne kop-aan-kop was en die wenspan met slegs twee punte gewen het, is die Witbroodjies se pot as die wenpot van dié dag aangewys.

Die wenspan het met ‘n kontantprys weggestap.

GWK Farm Foods

laat die potte prut!

Die GWK Farm Foods-span

Die Pie Vreters

Die Grease Monkeys

Die Witbroodjies

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GWK Farm Foods

GWK FARM FOODS PART OF AMAZING KZN PROJECT - SIMA GWK Farm Foods in KwaZulu-Natal (KZN) has found a way to distribute our brand into the rural areas of Zululand, while supporting the youth: A gap that was laying open to whoever was hungry for business, which we seized with both hands.

During the latter part of 2019, GWK Farm Foods discovered an opportunity on the LinkedIn platform, of a company named Kuloola, that started an online order and delivery service of basic items in the rural areas of KZN, the first of its kind in South Africa.

Founder of Kuloola, Siyanda Mthetwa, gave us daring insights to how this operation works and thereafter was the birth of a rural footprint for our brands, in exactly the area where especially our Top White brand, is the market leader.

The Kuloola team started off the operation by introducing themselves as well as the business to known customers in the area, through digital means such as SMS and WhatsApp. The business works as follows: • Customers send a Please Call Me or WhatsApp message to Kuloola • Kuloola phones back to take their order • Customer chooses from a varie-

20

Geborg deur

ty of prepared hampers or make their own request • Items are delivered the following day • Cash payments (very minimal) or Sassa cards (social grant) are accepted • Delivery costs R35 per stop • Very convenient for the elderly that cannot use taxis anymore “We rebranded Kuloola’s first delivery vehicle with our brands and organised Masscash to reduce their margin, which established a client for their Eshowe branch. Thus, we included a few of the Econo brands on the vehicle and this generated extra sales for the outlet in very challenging trading conditions. GWK’s footprint is now being built in the Gingindlovu village,” explains Shaun Blom (GWK Farm Foods Divisional Sales Manager).

Kuloola has a youth empowerment programme, that identifies young unemployed matriculants and gives them business opportunities such as owning a tuck-shop container. GWK Farm Foods have had the opportunity to meet one of their first tuck-shop owners, Bonga Sokhulu who owns Bongazz Tuckshop. Required stock, which includes our brands, is delivered to these tuckshops on a weekly basis. Each shop has their own bicycle

delivery service that supplies items to customers within a small radius. Kuloola’s business not only empowers the youth, but also encourages female empowerment. Most of their employees, especially their delivery drivers, are females. This is inspiring and uplifting for all.

Shaun expresses how loyal Kuloola has been to our maize brand. “We are always included in their events, tv and radio interviews. The most recent was a feeding scheme exercise by Gagasi FM, which has 7.6 million listeners a week. Gagasi FM has adopted a school where they arrange feeding schemes twice a year. Kuloola is the sole supplier to Gagasi FM on these events, meaning our brand touches the lives of many.”

The GWK brand is getting immense exposure and reaches places where other brands struggle to. This is a great achievement because we are growing our footprint and there is increase in the market share because of the platforms being used and the way we’re being driven by Kuloola.

Kuloola has also grown exceptionally well, with three vehicles and direct stock deliveries made to their Kuloola Warehouse in Eshowe. Their aim is to compete with the country’s biggest food outlets, and we are here to support them!

GWK Farm Foods

GWK Veilings:

Doen dinge anders!

GWK is sinoniem met innovering en rig sy visier ál meer op uitbreidings en nuwe geleenthede.

GWK Veewinkel, die nuwe aanlyn-platform wat onlangs bekend gestel is, is net weereens ‘n bewys dat GWK nie bang is vir ‘n uitdaging nie.

Die kombinasie van GWK se jarelange ondervinding in die veebedryf, en Wildswinkel se jarelange ervaring in die wildsbedryf, kan jy verseker wees van ‘n wenresep, ‘n resep wat die landskap van veeveilings gaan verander.

GWK Veewinkel is ‘n samewerkingsooreenkoms tussen GWK en Wildswinkel en is ‘n platform, of app, wat virtuele, aanlyn-veeveilings aanbied.

Hierdeur kry produsente die geleentheid om van enige plek in die land aan aanlyn-veilings deel te neem. Die platform is nie net gebruikersvriendelik nie, maar ook gerieflik en koste-effektief omdat kostes bespaar word in terme van vervoer, tyd en gewigsverlies van diere.

Die app bestaan uit twee aanlyn-platforms: Die stilveiling-formaat, asook die ervaring van ‘n regstreekse aanlyn-veiling, waar kopers deur die app kan inskakel by ‘n veiling wat lewendig plaasvind.

“Die grootste voordeel is dat GWK Veilings nou hulle eie aanlyn-platform en app beskikbaar het vir die ver-

handeling van lewendehawe, eiendomme, wild en losgoedere. Verder is die afbreek van geografiese grense nog ‘n groot voordeel en kan ons oor die hele land verhandelings laat gebeur sonder die skep van enige infrastruktuur,” vertel Willie Meyer, Hoof van GWK Veilings. “’n Tipiese voorbeeld hiervan was die aanbied van die Drakensberg Nasionale en -speenkalfveiling wat diere vanaf Natal, Noordwes en die Vrystaat aangebied het, asook die verkoop van speenkalwers vir die ZZ2 Boerdery van Mooketsi .”

Willie verduidelik verder dat die app ook die aanbied van groot veilings moontlik maak, soos die onlangse eerste stoorlam-veiling met ongeveer 4 000 diere. “Aangesien veilings op kort kennisgewing kan plaasvind, indien gunstige markpryse voorkom en kostebesparing die grootste voordeel vir produsente inhou, is die app ook baie handig met vinnige en beter beplannings van veilings.”

Nie net bied GWK Veewinkel die platform nie, maar ook die volledige veilingsdiens aan wat die bemarking insluit. Toegang tot ‘n groter kopersbasis is een van die voordele wat die app vir gebruikers inhou.

“GWK Veewinkel lewer die volledige diens en ons sien uit na baie suksesstories,” sê Willie.

- Charné

21

Personeel en Covid-19

- LEANA

Niemand van ons het ooit gedink dat ons in ons leeftyd ‘n tyd sou sien soos hierdie nie. Een wat opoffering en verandering verg. ‘n Paar personeellede deel hul ervarings en wenke.

Jurieka Armstrong: …en so kom haal Liewe Jesus gou die “comfort” uit ons “zone” uit en Hy kies sowaar ‘n lekker ronde getal soos 2020.

Sjoe – en dan is daar sowaar nog mense op aarde wat glo die wêreld het nie ‘n Skepper nie…

Dit was die Woensdagmiddag 15:17, toe ek ons huis se hek oopmaak om gou Spar toe te ry en die dude oorkant die straat se ligtebruin hondjie vir my begin blaf asof ek ‘n vreemdeling is, dat ek regtig eers besef het: Lockdown in Douglas het ‘n realiteit geword.

Sowaar julle. Ek meen, ék – wat geen sterk hand in die kombuis is nie – het geleer goete inmaak (“inlê” soos my ouma sou sê) soos in die ou dae. Gee vir my twee minute en ‘n bottel asyn en ek lê vir jou ‘n chicken wing in dat jy vir hom nog oor twee jaar van nou af van die rak af kan haal en eet.

Dit is alles geïnspireer deur die moontlike gedagte aan leë winkelrakke.

En moenie worry nie – ek glo! Ek glo dat Liewe Jesus ‘n groter doel met Covid-19 het en dat Hy ons weer hierdeur

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Geborg deur

gaan dra en dat ons nog met groot dankbaarheid in ons harte oor ‘n jaar van nou af almal vir Hom gaan dankie sê dat alles nou verby is. Dat dit nie meer 14 April 2020 is nie.

Maar so is ons tog almal iewers binne net mens en wonder ook maar of daar genoeg eiers en meel op die backup-rakkie van die kruidenierskas is vir die vreemde, onbekende stil dae wat voorlê.

Vir my egter, by verre, is die heel grootste lockdown-les om tyd (waarvan ek actually nou genoeg het) te leer gebruik sonder dat jou kop mal word van sit en dink aan what if.

Soos ‘n klein babatjie moet leer wat dit is om te slaap, so moes ek van voor af leer hoe om Moeder Tyd my heel nuwe BFF te maak en nie toelaat dat sy my gedagtes en menswaardigheid heeltemal oorneem en verander nie.

Dankie Liewe Jesus vir al hierdie nuwe lesse in die lewe en baie dankie dat ek kan deel wees van ‘n amazing familie soos GWK, waar ons mekaar dra deur tye soos hierdie.

Marius van der Schyff: • • • • • •

Bid baie meer gereeld vir almal Bid meer saam as kollegas by die werk Spoor almal aan om die inperkingsreëls te gehoorsaam Fokus daarop om jou denke positief te hou Fokus op jouself as mens Gee meer aandag aan jou gesin, familie en vriende

Zelda French: Ja hierdie is baie uitdagende, onseker tye, waar baie pappas die kinders moet oppas terwyl mamma moet werk... Iets positief is dat ek einde Desember my BCOMPT (Bestuursrekeningkunde)-graad verwerf het aan UNISA. Wat sleg is, is is dat my gradeplegtigheid afgestel is weens die Korona-virus.

ONS MOET NET ONTHOU GOD IS IN BEHEER. HY SAL ONS DEUR HIERDIE ONSEKERE TYE DRA. ONS MOET NET BID, GLO EN VERTROU.

Wilma Julius: Dis ‘n challenge met ‘n tweejarige aan my sy, maar werk moet ek werk.

Ek is so bang Marika check my op (ek weet sy sal nie) so ek staan al sesuur op en begin my mails deurwerk – ek stuur sommer ‘n mail net dat sy net sien ek is wakker. My man en kinders werk goed saam sodat ek my werk gedoen kan kry. Dit is party dae net te veel om heeldag in my huis te wees of in my erf; daar is genoeg spasie, maar dit voel ek gaan nêrens. Almal “Korona” so dat ek som-

mer begin voel ek het dit ook, maar dit is toe darem net ‘n verkoue wat nie wil end kry nie. So gaan ons maar aan, luister die nuus, check die syfers en raak bekommerd. In hierdie tyd kry ek kans om meer met ons Hemelse Vader te praat: Jong, ek vertel Hom sommer alles van nie altyd tyd kry om met Hom te praat nie, so ek vat advantage van die tyd by die huis. Ek glo ons gaan orraait wees, ons bid daarvoor. Sterkte vir almal en moenie laat die ding julle die mure uitdryf nie. Knyp ‘n tydjie af en gesels met God.

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The winning team was The Black Mambas.

Risk Management and Internal Audit

Team Building Session - SIMA Every department needs to boost team spirit and energy occasionally. Getting out of the office to have fun and learn each other’s strengths and weaknesses in order to build the team is vital. The Risk Management and Internal Audit department had their annual team building session on 27-28 February, organised by PC

Botha and Hughlandi Theron. This year’s session was different and interestingly fun.

The session kicked off with an ice breaker, where the department was divided into three teams. These teams were instructed to build the tallest tower with spaghetti sticks, marshmallow and tape. Thereafter,

the teams competed against each other in an “amazing race” challenge, where they were given clues to race around in Kimberley. Teams included the Black Mambas, Rooi Sterre and Blou Masjien. The Black Mambas, which consisted of Joey Vel, Stefan Coetzee, Pride Sereo and Rasool Kock, won the challenge.

These are some of the clues they were given. Can you guess the locations?

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One of the oldest drinking spots in the land.

And at the old, historical wooden piece you’ll pose

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Go on, fuel up those cars.

Enough now of all these bars.

Where you see a high rising blue and red star

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You know this place all too well.

Sometimes you even wear it on your chest, Zelda sells all kinds of stuff there From roses to red paint – they really are the best.

Team building builds trust, mitigates conflict, encourages communication and increases collaboration. “I am instantly drawn to the word ‘team’ and what can be done to improve and grow our team. To me, team building is about understanding, appreciating, developing and maximising the people in our team, and to be a unified group. This often leads to a productive, efficient, motivated and happy team”, explains Alicia de Wet (Specialist Manager: Fraud and Risk) Freddie Donald (Specialist Manager: Safety and Loss Control) shares the importance of team building sessions, “Such sessions are always good

24

Geborg deur

to attend especially when you get to spend time with your co-workers in another environment. After a team building session, the team understands each other better and that improves better communication. For a team to work like a well-oiled machine, you must know each other well and know the company’s vision to pull the wagon in the same direction. We all are humans and it is good to know that we as GWK employees are heading together towards the same goal.”

Individuals who know their strengths work together to form better partnerships, and more thoughtful part-

nerships create stronger teams. The Risk Management and Internal Audit team encourages other departments within GWK to plan sessions such as these for their own teams. These activities reinforce and remind everyone about the importance of teamwork.

Bonding is important as it creates that sense of looking out for each other and helps to build trust amongst your team. A change of scenery opens minds and allows readiness to see the opportunities each member brings when you’re back in the office. We look forward to seeing more team building sessions from other teams!

GWK Choices: Movies and series With everything still closed during this lockdown, nowhere to go, nothing to do and no one to meet, there are still plenty of movies or series you can indulge in. If you think you’ve already watched everything you possibly can,

- SIMA

think again!

We have asked some of our employees to recommend their favourite movies and series that they enjoyed during this lockdown.

Here is the Top 10: Movies

Series

The most watched movie is Griekwastad. Based on the bestselling true crime novel by Jacques Steenkamp who covered the case, and while dramatised focusing on the detective who covered the case and Don, it’s one of those films that feels too real for comfort. While it will thrill true crime fans, it might just be too close to home to watch. It tells the tale of the search to find the truth around the murders of Deon, Christelle and their daughter Marthella Steenkamp on the Naauwhoek farm, near Griekwastad in the Northern Cape. South African born Hollywood star, Arnold Vosloo, plays the lead role of detective Dick de Waal in the movie. A difficult and upsetting movie, but a must watch!

The most popular series is Money Heist. A Spanish heist crime drama created by Alex Pina. A criminal mastermind who goes by “The Professor” has a plan to pull off the big-

gest heist in recorded history: to print billions of euros in the Royal Mint Bank of Spain. To help him carry out the ambitious plan, he recruits eight people with certain abilities and who have nothing to lose. The group of thieves take hostages to aid in their negotiations with the authorities, who strategise to come up with a way to capture The Professor. As more time elapses, the robbers prepare for a showdown with the police. The narrative is told in a real-time-like fashion and relies on flashbacks, time-jumps, hidden character motivations, and an unreliable narrator for complexity. The series consists of five parts and will keep you glued to the screen.

While we may not be able to go to the theatres, popping some popcorn and watching movies in the comfort of your own home is not a bad idea during this lockdown.

Stay indoors, keep safe and enjoy!

25

BULLRUN - Charné PC Botha en Gerrie Louw het al van kleins af ‘n groot liefde vir motorfietse en vinnige karre gehad. Dié swaers en neefs was bevoorreg genoeg om op ‘n jong ouderdom hulle eie motorfietse te kon hê, terwyl hulle vriende nog met fietse skool toe gery het.

Boys will be boys Hul liefde vir vinnige karre en motorfietse het net groter geword soos hulle ouer word, en hulle het gereeld kompetisies soos die Bullrun dopgehou. Gerrie vertel dat PC op ‘n dag net vir hom kom sê het, “volgende jaar is ons ook daar,” en net daar en dan het die beplanning en die soektog na die perfekte kar begin.

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Geborg deur

Bullrun-kompetisie Met jou aankoms op Vanwyksvlei, waar die jaarlikse Bullrun plaasvind, word jy begroet deur karre wat beplak is van die racing stickers, bokhorings en “snaakse” sêgoed. Die karre én hul eienaars dress hulself vir die geleentheid vir so ‘n bietjie ekstra gees.

PC en Gerrie neem al vir die afgelope drie jaar aan die kompetisie deel.

Met hul eerste Bullrun in 2017 was die plan aanvanklik om die stofpaaie met ‘n Mercedes, beter bekend as Ou Bullet, aan te durf, “maar met ‘n toetslopie slegs paar weke voor die tyd, het ons die enjin in sy dinges in gery. Baie kwaad en verneder het ons na parte begin soek, maar sonder enige sukses moes ons toe met my bakkie gaan,” vertel Gerrie.

“Tot vandag toe weet ek nie of dit eintlik ‘n seën was nie, omdat die

Mercedes Benz, ‘n 1979-model, amper ‘n familietwis veroorsaak het. Sy het van die Kaap af gekom en feitlik alles was geroes. Sy was soos ‘n baie kwaai vrou tydens ‘n egskeiding. Sy het meer as net ons geld gevat.”

Vir die jaar daarna het hulle besluit om die kompetisie meer ernstig op te neem en het PC al vroeg op die internet begin soek na die regte kar. “Ek het die ou Ford gesien, en was dadelik verlief. Ek het gesien hy het ‘n goeie vorm om aan te werk, want volgens die reëls, móét dit ‘n vierdeur-kar met ‘n enjin kleiner as twee liter wees.”

Sonder om twee keer te dink, het hulle die kar gekoop, en Groenie het ‘n nuwe huis gekry.

Groenie, ‘n Ford Escort 1976, het nog sy oorspronklike Ford Kent 1600-motor, en kom al die pad van die Oos-Kaap af. “Saam met twee goeie vriende, Chris Lewis en Stefan Duvenage, het ons toe die perfekte kar gebou, wat ons vorentoe sal vat.”

In 2018 behaal die swaers, vir

verskeie ongenoemde redes, die 83ste plek in die kompetisie.

Vuur en vlam pak hulle die kompetisie in 2019 aan met die hoop om te wen. “Ons was meer gefokus as ooit tevore. Die kar was in die beste toestand nóg, en ons het besluit hierdie jaar pak ons die bull(run) by die horings.”

Met sukses kom harde werk en met Groenie, waaraan hulle op Dag Twee regdeur die nag moes werk, behaal hulle ‘n agtste plek!

“Ons is baie trots op hierdie prestasie en van nou af kan dit net beter gaan. ” Voorbereiding vir kompetisies Nadat Groenie gekoop is, het hulle hom oorgeverf en baie van die kosmetiese dele mooi gemaak. “Ons hooffokus was die ponies onder die enjin-klap, asook die suspensie. Ons het ook aan sy carburetor gewerk en ingestuur vir ‘n tune – soos die Engelsman sal sê.”

Ná al die swoeg en sweet, was die kar se krag op 47KW. Groenie het ook ‘n stewige klanksisteem, “want wat is Vanwyksvlei nou sonder stof en ‘n lekker partytjie?” skerts Gerrie.

Nerette Botha, PC se vrou en ook ‘n grafiese ontwerper, het hulle gehelp met die ontwerp van die plakkers op die kar. Volgens PC het hulle lank na die regte band en wiele gesoek omdat hulle graag die kar wat uit die 70’s era kom, sy voorkoms wou laat behou.

“Nuwe planne vir die nuwe jaar behels ‘n branch manifold en ‘n gesnyde camshaft om die ponies bietjie meer te maak. Ons oorweeg ook dalk om die kar se plakkers te verander,” vertel hulle.

Die vroue en die karre Volgens Gerrie het PC bietjie meer deurgeloop onder die skoner geslag toe hulle eers met die idees en planne by die huis kom. Aan die begin was hulle nie mal oor die karre, veral nie as daar ‘n oliekol in die oprit van die huis was nie! Vandag ry hulle graag saam, en ondersteun die manne se “guilty pleasure.”

“Maar, bygesê, ons is manne wat vinnig op ons voete kan dink en het altyd ‘n storie om te vertel indien ons in ‘n hoek geruk word. So, in kort, is ons altyd baie spesifiek oor wát ons vir die vrouens vertel, hoewel ek weet ek gaan hierdie nou berou…” sê Gerrie.

Vir dié twee neefs is die Bullrun hulle wegbreek een keer ‘n jaar waartydens hulle hulself kan geniet, hul passie kan uitleef, en vir ‘n oomblik van alles rondom hul vergeet.

“Ons keer wel weer terug na ordentlike mense ná daai naweek, maar vir eers is ons in ons element met die geraas van ‘n enjin, stof en lekker musiek!”

Onthou: Karre soos dié word 99% van die tyd gery asof hulle gesteel is. Taamlik rof, maar lekker!

“Ou Groenie drop ons nie sommer nie, behalwe as jy lelik is met die ou.”

27

- LEANA

WAT SÊ DIE BELEID? VERTROULIKE INLIGTING Vertroulike inligting beteken enige inligting wat vertroulik verklaar word of vertroulik oorgedra word of wat bedoel is om vertroulik te wees met inbegrip van besonderhede oor die werkgewer se kliënte, aandeelhouers of verskaffers en reëlings wat met hulle getref is, asook, maar nie beperk tot, produkte en hul aanwending, pryslyste, vervaardigingsprosesse, finansiële reëlings, werkmetodes en vergoedingspakkette van die werknemer en ander werknemers van die werkgewer. Indien die werknemer onseker is of enige inligting vertroulik

28

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hanteer moet word, sal hy/sy dit as vertroulik hanteer totdat uitklaring van die werkgewer verkry is.

GWK vertrou dat sy personeel maatskappy-inligting vertroulik sal hanteer en die regte prosesse hiervoor word uiteengesit in die Menslike Hulpbronbeleid. Hier is ‘n paar belangrike punte om te onthou.

• Alle toepaslike inligtingswetgewing, onder meer die Wet op Inligting en die Wet op Beskerming van Persoonlike Inligting en enige wysigings daarop vorm deel van

GWK se beleid en prosedures en is dit elke werknemer se verantwoordelikheid om toe te sien dat daar aan die wetsbepalings voldoen word.

• As jy ‘n GWK-werknemer is, mag jy geen vertroulike inligting aan enige derde persoon of entiteit bekend maak nie, behalwe as GWK skriftelik toestemming daarvoor gee.

• Alle inligting wat ‘n personeellid kry deur sy/haar posisie by GWK en wat dus tot sy/haar beskikking is, is vertroulik en geen inligting mag

In elke uitgawe van Rocketeer kyk ons na GWK se beleide wat in plek gestel is om ons as werknemers én ons maatskappy te beskerm. Onkunde oor ons beleide kan veroorsaak dat foute gemaak word wat tot groot skade en selfs diensbeëindiging kan lei – daarom is dit belangrik dat elke personeellid seker maak dat hy of sy vertroud is met die inhoud van GWK se beleide. Onthou dat hierdie artikel nie die volledige beleid bevat nie – besoek die intranet om al die beleide te lees. In hierdie uitgawe bespreek ons ‘n gedeelte van die Menslike Hulpbronbeleid.

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aan enige ongemagtigde persoon bekend gemaak word of tot die voordeel van die werknemer gebruik word nie.

• As enige personeellid hom-/haarself hieraan skuldig maak, kan dit lei tot dissiplinêre optrede.

• Die werknemer kan vir enige skade wat as gevolg hiervan deur die maatskappy gely word, verantwoordelik gehou word.

Neem ook kennis van die volgende: • Enige wagwoord (enige stelseltoegang) wat deur GWK aan ‘n werknemer toegestaan word, is vertroulik en mag nie aan ‘n ongemagtigde persoon bekend gemaak word nie. Die werknemer moet toesien dat geen ander persoon sy/haar wagwoord gebruik nie.

• Enige login wat deur GWK aan ‘n werknemer toegestaan word, is vertroulik en mag nie deur ‘n ander persoon gebruik word nie. Personeel moet aan die einde van die dag of wanneer hy/sy hul kantoor verlaat, uitteken (log out) uit die stelsel.

• Die inhoud van ‘n werknemer se dienskontrak word as vertroulik beskou en moet so hanteer word.

• Elke werknemer sal persoonlik verantwoordelik wees vir die beskerming van enige vertroulike inligting in sy/haar besit en moet die ongemagtigde gebruik of openbaarmaking daarvan onmiddellik rapporteer. Die verantwoordelike werknemer sal alle nodige bystand bied om die verdere ongemagtigde gebruik of openbaarmaking te minimaliseer en enige ander bystand aan die werkgewer bied wat benodig mag word.

Verder erken en stem jy, as personeellid van GWK, saam dat die volgende beperkings op handelsvryheid redelik, noodsaaklik en billik is vir die beskerming van die GWK se besigheid, besigheidsnaam en wat daarmee verband hou.

• Jy mag op geen wyse, hetsy direk of indirek, met GWK op enige wyse tydens jou diens by GWK of vir drie jaar ná jou dienskontrak beëindig is, kompeteer in enige landdrosdistrik van GWK nie.

• Jy mag op geen wyse, tydens jou diens by GWK of vir drie jaar ná jou dienskontrak beëindig is, enige vertroulike inligting van GWK aan enige derdeparty bekend maak nie.

• Jy mag op geen wyse, direk of indirek, vir ’n tydperk van drie jaar ná jou dienskontrak beëindig is, hoegenaamd verbonde wees, hetsy as prinsipaal, eienaar, agent, of werknemer van enige regsentiteit, vennootskap of enige ander entiteit, insluitend maar nie beperk tot die bemarking, vervaardiging, verkoop of verspreiding van enige produkte, goedere of dienste, van watter aard ook al, wat dieselfde is as (of van ’n soortgelyke aard) of ontwerp is om dieselfde of ’n soortgelyke doel of funksie te vervul, soos dié van die GWK, in enige landdrosdistrik van die GWK nie.

• Jy mag onder geen omstandighede vir ‘n tydperk van drie jaar ná die beëindiging jou dienskontrak, direk of indirek, enige bestaande kliënt of verskaffer van die GWK nader met die doel om enige dienste, produkte en/of goedere soortgelyk aan dié van die GWK by hierdie kliënt of verskaffer te werf nie.

In die volgende Rocketeer bespreek ons die beleide verder – maak intussen seker dat jy bewus is van al die bestaande beleide en bekend is met die inhoud daarvan.

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Competition: Staff

HUMAN DIGNITY

Describe your favourite Human Dignity moment/incident at GWK.

Kompetisie: Personeel

Beskryf jou gunsteling Menswaardigheidoomblik/-gebeurtenis by GWK.

Personeelkompitisie

Name: ..............................................................................................................................................

E-mail address: ...............................................................................................................................

Cell phone number: ........................................................................................................................

Division and Business: ...................................................................................................................

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Geborg deur

Om bedrog te stop is ‘n spanpoging!

Sien dit, sê dit, stop dit - Alicia de Wet

Wat is bedrog?

• • • • • •

Onetiese gedrag Diefstal Oneerlikheid Bevoordeling van familie en vriende Korrupsie Misbruik van maatskappy-hulpbronne, soos tyd of bates

Zero tolerance GWK het zero tolerance teenoor bedrog of enige onetiese of kriminele gedrag en ondersoek alle gerapporteerde insidente. Dit word ook onderskryf deur die GWK Bedrogvoorkomingstrategie wat op die GWK-intranet beskikbaar is.

Het jy geweet?

• Alle rapporterings word vertroulik hanteer • Personeel wat rapporteer, kan kies om anoniem te bly • Fluitjieblasers word beskerm deur GWK en die Wet op Beskermde Openbaarmakings, mits die rapportering met goeie intensies gedoen word

Hoe kan jy rapporteer?

Tolvrye nommer: 0808 22 24 69 Webwerf: http://www.gwk.co.za/IncidentReport Skryf ‘n brief: Voorsitter van die Oudit- en Risikokomitee Posbus 47, Douglas 8730

Onthou: Gee soveel inligting as moontlik wanneer jy bedrog of enige ander ongerymdhede rapporteer • Aard van die aanklag bv. misbruik van GWK-eiendom • Detail van die ongerymdheid/onetiese gedrag wat plaasgevind het • Datum en tyd van ongerymdheid/onetiese gedrag • Waar het die ongerymdheid/onetiese gedrag plaasgevind (fisiese adres) • Naam(e) van individue betrokke • Het jy enige bewyse? (dokumente, fakture, bankstate, bestelling ‘purchase order’ ens.)

• Was daar enige ruil van geld, geskenke of vermaak?

• Is daar enige getuies?

• Indien jy nie wil anoniem bly nie, verskaf jou naam, kontakbesonderhede, divisie. Hierdie is veral behulpsaam sou die ondersoekspan bykomende inligting nodig hê

Hoekom moet jy rapporteer?

• Verliese vir die maatskappy: Kleiner winste wat lei tot kleiner salarisverhogings en bevorderings, asook skade aan GWK se beeld • Impak op personeel: Verlaagde moraal binne ‘n span asook moontlik dissiplinêre- en strafregtelike aksies teenoor persone wat bedrog pleeg/oneties optree

Geen besigheid is immuun nie. Om op die kantlyn te sit, is nie ‘n opsie nie: Doen die regte ding en rapporteer bedrog of enige ander ongerymdhede.

31

Competition: Children (Age: 5-8 years)

Kompetisie: Kinders (Ouderdom: 5-8 jaar)

WHEN I GROW UP...

Draw a picture of what you want to become when you’re an adult.

Teken ‘n prentjie van wat jy wil word as jy groot is.

Name: ..............................................................................................................................................

Contact number: .............................................................................................................................

Age: ..................................................................................................................................................

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Geborg deur

Competition: Children (Age: 9-12 years)

Kompetisie: Kinders (Ouderdom: 9-12 jaar)

WANNEER EK GROOT IS...

Write a short story about what you want to become when you’re an adult, and why.

Skryf ‘n kort storie oor wat jy wil word as jy groot is, en hoekom.

Name: ..............................................................................................................................................

Contact number: .............................................................................................................................

Age: ..................................................................................................................................................

33

Ontmoet vir

Watch Out Walter

- LEANA

Watch Out Walter se gesig is al relatief bekend onder ons GWK-mense. Hy is die glimlaggende ou wat seker maak ons weet wat ons verpligtinge is in terme van beroepsveiligheid en -gesondheid, en hy hou ons veilig. Ons het met hom gesels om hom van nader te leer ken.

Hoe lank is jy nou al by GWK? Sedert Desember 2019, net ná die laaste Rocketeer.

Wat is jou rol hier?

Ek is daarvoor verantwoordelik om my kollegas in alle besigheidsareas in te lig en meer te vertel oor beroepsgesondheid en -veiligheid. In hierdie stadium doen ek dit hoofsaaklik deur middel van maandelikse kommunikasie, maar in die toekoms beoog ons dat ek self meer sigbaar in die besighede sal word.

Vertel ons meer van jouself.

Ek is van Kanoneiland, so halfuur se ry van Upington af – daar gebore en groot geword. Ek het in 2003 gematrikuleer, ‘n jaar in Kanada gaan werk en teruggekeer na Suid-Afrika, waarna ek my studies begin het. Dit klink dalk ironies, maar ek is baie lief vir adrenalien-avonture en geniet bergklim, valskermspring en net oor die algemeen die buitelewe. Ek doen dit natuurlik baie veilig.

Dink jy GWK se personeel neem beroepsgesondheid en -veiligheid ernstig genoeg op?

Ek dink oor die algemeen (in die wêreld) is mense nie bewus van die absolute belangrikheid van veiligheid en gesondheid in die werksplek nie, en ook nie van die verpligtinge wat werknemers werklik het nie. Veral kleiner dinge word baie keer misgekyk. Op die ou end is daar prosesse in plek omdat GWK vir ons omgee en om te verseker dat elkeen van ons veilig na ons huise kan terugkeer ná werk. Dit gesê, ek is baie opgewonde oor die vordering wat ons maak en die planne wat besighede in plek sit om die veiligheid van ons personeel op te skerp. ‘n Klomp van ons besighede, veral in die hoë-risikobedrywe, het reeds baie werk gedoen.

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Geborg deur

Hoekom is jou rol belangrik en hoekom is SHE (Safety, Health, Environment) in ‘n maatskappy so belangrik?

Wel, eerstens dit is ‘n wetlike verpligting om te voldoen aan sekere SHEmaatreëls – ek weet dit is nie ‘n opwindende onderwerp nie, maar dit is ‘n belangrike een. Vir my is die belangrikste rede egter om ons almal veilig en gelukkig te hou, want dit stel ons in staat om na ons gesinne om te sien en ons werk goed te kan uitvoer.

vir GWK werk, van alle areas regoor Suid-Afrika, net vir een dag bymekaar kon kom en ‘n lekker braai kon hou, sodat ek almal kon ontmoet!

Watter deel van jou werk is die lekkerste en hoekom?

Alles! Maar hoofsaaklik om te sien hoe ‘n plan bymekaar kom. Dit is vir my lekker om te sien hoe mens se harde werk (om iets in plek te kry) vrugte afwerp wanneer kollegas dit aanneem as ‘n nuwe werkswyse en die veiligheid verbeter.

Hoe ervaar jy GWK se mense?

Hulle sê altyd die Noord-Kaap het die beste mense, maar GWK se mense is selfs nog beter! Van die eerste dag af het almal my met ope arms verwelkom. Dit is vir my wonderlik om in die oggende werk toe te kom en GWK saam met my kollega, Freddie, veilig te hou.

Het almal in GWK jou al ontmoet? Wat kan hulle doen om jou beter te leer ken?

Ek glo die meeste mense het al my naam in die gange gehoor. Ek stuur maandeliks vir almal ‘n e-pos met daardie maand se SHE-tema en dít word ook op al die TV-skerms gelaai.

My e-posadres is watchoutwalter@ gwk.co.za en mense kan met Freddie ook gesels – veral oor alles wat veiligheid en gesondheid betref (hy weet

As jy enigiets by GWK kon verander, wat sou dit wees?

Ek sou nie iets verander nie, maar dit sou fantasties wees as ons almal wat

baie meer as ek, maar moet hom nie sê nie).

Wat beplan jy vir die volgende vyf jaar by GWK? Ek wil graag ‘n kultuur van veiligheid en gesondheid (saam met die span) vestig en as ek baie entoesiasties kan wees, is my hoop dat elkeen van my kollegas my passie sal deel vir veiligheid en gesondheid!

Wat is jou boodskap aan ons personeel?

Ondersteun die mense in jou besigheid, soos die SHE-verteenwoordigers, jou bestuurder en Freddie wat prosesse in plek sit deur dit te volg, maar ook deur gevare uit te wys sou jy van iets bewus wees. Wees positief en bring dit na die werksplek, ons spandeer soveel tyd by die werk, dit kan net sowel lekker wees.

En onthou – wees veilig en ‘Watch Out’!

Soek die antwoorde!

5 Junie was omgewingsdag, en ons het elkeen ‘n verantwoordelikheid om na ons omgewing om te sien. Hier is ‘n paar omgewing-verwante vrae waarvoor jy die antwoorde moet soek!

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1. Wat is rond en draai om sy eie as?

2. Wat is rondom ons en moet ons beskerm vir ons kinders?

3. Wat is ‘n belangrike bestanddeel van die lug wat ons inasem?

4. Wat word die gas wat ons uitasem genoem?

5. Wat is die menslike aktiwiteit of handeling wat die omgewing nadelig beinvloed?

6. Waar mag ons NIE ons gevaarlike en giftige afval stort nie?

7. Wat noem ons die styging van die gemiddelde temperatuur van die aarde se atmosfeer en oseane?

8. Wat veroorsaak dat die hitte van die son vasgevang word in die aarde se laer atmosfeer?

9. Wat is ons besig om op te gebruik op aarde vir menslike gewin?

10. Wat noem ons die proses om gebruikte afvalprodukte te versamel en weer bruikbaar te maak?

11. Wat is 3 hernubare energiebronne wat gebruik kan word vir opwekking van elektrisiteit sonder om ons natuur skade aan te doen?

12. Wie in GWK help ons om te verseker dat ons ons omgewing beskerm?

13. Watter wetgewing in Suid Afrika kyk na die bestuur van ons omgewing?

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Wat sê ons leiers?

Die afgelope paar maande was ‘n ongekende tyd vir GWK, en veral vir ons Exco-span. Hier is wat dié formidabele span te sê het oor hul personeel, hul uitdagings en leierskap in GWK in die tyd van ‘n wêreldwye pandemie.

Llewellyn Brooks: Ek is ongelooflik trots op die manier waarop die GWK-span hierdie uitdagende tyd aangepak het. Ons mense se “can do”-ingesteldheid inspireer my daagliks om nog dieper te delf in moeilike tye!

Die inperking het die beste in ons personeel na vore gebring en was ek telkemale verras met elkeen se gewilligheid om die ekstra myl te stap. Dit is wat GWK só ‘n spesiale plek maak: Ons omgeemense!

Wim van Rooyen: I have learned that our people are much more determined and resilient than I initially thought – when the going gets tough, the tough get going! To me the most difficult aspect was not being able to see and meet in person with my various teams. I miss the personal interaction and team feeling that comes with being together and fighting for a common cause. In this cold and impersonal electronic world which we now live in, we need to find ways to stay close to and in contact with our people.

Tom Meintjes: As bestuurder het ek geleer dat mense maklik kan aanpas as die omstandighede dit vereis. Toe dit van hulle verwag word, het almal verantwoordelikheid geneem en vinnig en effektief gereageer. Ek het ook besef dat ons tegnologie baie meer effektief in die werkplek kan gebruik.

Dit was uitdagend om mense sover te kry om te besef hoe belangrik dit is om baie vinnig protokolle te implementeer en die volle omvang daarvan te verstaan. Dat dit belangrik is om aan die veiligheid en gesondheid van jou kollegas te dink en nie net dié van jou eie nie, veral in die fabrieksomgewing waar ‘n groot aantal personeellede naby aan mekaar werk.

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Geborg deur

Frans du Plessis: Ek het nog altyd verwys daarna dat mense se karakter werklik getoets word tydens moeilike tye, maar dat dit ook terselfdertyd karakter ontwikkel. Dit is die een eienskap wat ek sal uitsonder en hoe ek my personeel sou beskryf tydens hierdie onsekere tye waarin ons almal se grense opnuut getoets word. My mense se begrip, samewerking en goeie gesindheid wat hulle ten spyte van die onsekerheid, ongemak en opofferinge geopenbaar het, maak my uiters trots op elkeen, en ek eer hulle graag daarvoor.

Baie dankie vir elkeen se unieke en hoogs gewaardeerde bydraes om GWK se langtermyn oorlewing en volhoubaarheid te verseker deur julle bereidwilligheid om deel van die oplossing te kan en wil wees. Ek glo vas dat die beste nog vir ons maatskappy voorlê, en die boustene van goeie karakter in ons mense beaam dit.

Ek staar opnuut die realiteit in die oë dat ek verantwoordelik is vir soveel mense en hulle families, nie net in Agri nie, maar ook saam met die res van Exco vir alle personeel en hulle geliefdes by GWK – en ook ons produsente. Wanneer gebeure soos die Covid-19-pandemie ‘n mens tref, besef jy opnuut wat ‘n reuse voorreg dit is om in ‘n tyd waar geen ervaring, kennis of geskiedenis as padkaart kan dien om mense te lei nie, jou eie grense van denke in ‘n oogwink verskuif. Ons almal leer gelukkig saam in die proses, en glo ek dat elkeen reeds verstaan dat die speelveld vir altyd verander het en ons almal vinnig sal moet aanpas by die nuwe normaal. Die karakter en gesindheid van ons mense sal hierdie uitdagings met onderskeiding oortref om GWK ‘n nóg beter rolspeler in landbou te maak.

Malcolm Jafta: I am literally learning every day, because things are changing every day. Moving fast and being agile have been the most important factors. All the best-laid plans could mean nothing tomorrow, so we have to go into each day asking how we can support our stakeholders today.

The thought was that working from home may lighten the workload, but it actually had the opposite effect. We have employees at their computers 15 hours a day, while also trying to homeschool their kids. Employees’ willingness to help beyond their primary roles has surprised me.

Juan Kotze: I learned that I don’t have employees, I have team members.

People have taken responsibility and have renewed pride in their work and their company—because of that GWK has shown itself to be a leader in its communities.

The challenging part was dealing with a great deal of new information in a short space of time on which decisions need to be made.

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Andri Bezuidenhout: I have learned so much about the agility of my team and how easy they’ve adopted the new way of working. I am proud to see how they have faced and managed the uncertainty stemming from this process. We were in the midst of our annual budget process when lockdown started and currently we’re busy with our annual year-end audit – despite all the challenges, the team still deliver key deliverables on time. I’ve also learned that some people thrive on giving direction in these periods of uncertainty. I am proud of the work down by the Risk and Internal Audit team, ensuring that together with the Risk Committee all protocols, regulations etc. are implemented in an effective manner.

It’s important to me to stay flexible during this period. The environment is everchanging and you have to be more flexible than ever before. The transition from leading in the office to leading virtually has brough some unique challenges. Although Microsoft Teams is fantastic to communicate with your team and keep the team on track, I miss the social interactions with my teams.

Shawn Ross: The Farm Foods Grain team can quickly adapt to any challenging situation and be innovative in finding solutions for challenges well outside of the norm. The most challenging part is ensuring the personal safety and well-being of the Farm Foods Grain team every day and missing the personal interaction with the team.

Exco Neil de Klerk: Ek was nog altyd oortuig dat dit baie beter is om op mense se uitsette te fokus eerder as om mense se tyd by die werk vir hulle te probeer bestuur. Dit word bevestig deur hoe goed ons mense tydens die nasionale inperking aangepas en van die huis gewerk het, sonder ‘n daling in produktiwiteit. Trouens, ek dink in baie gevalle het produktiwiteit verhoog.

As lid van Exco het Covid-19 my opnuut laat besef hoe groot verantwoordelikheid ons teenoor mekaar by GWK het en hoe belangrik dit is dat ons nie net na ons mense omsien nie, maar ook die volhoubaarheid van die maatskappy waarop soveel mense om verskillende redes staatmaak. Dit wat ons by GWK het, is werklik kosbaar. Ons is ‘n integrale deel van mekaar se lewens in die GWK-familie. Dit is regtig iets om te beskerm.

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Geborg deur

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