Rocketeer | Volume 7

Ons waardes: Toewyding

Desember 2019 | Volume 7

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Commitment is the (proven) way to the top

Op

era

agriqua gestig

2017 eerste rocketeer orion vir gwk-leiers

GWK Ambisie gee nuwe rigting

hr bekroon deur linkedin GWK strategie toon positiewe resultate

Redaksiespan:

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Leana Bezuidenhout Leonore Louw Charné van der Merwe Sima Oliphant

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

“Hoe gaan dit met my...? Wel, ek het vanoggend my wekker geantwoord.”

Geborg deur

Hello GWK! Toewyding. Dít is nou vir jou ‘n taai toffie.

As ‘n mens na toewyding in sy mees eenvoudige vorm kyk, is dit iets wat nie vir my maklik kom nie. Van verlede jaar af hou ons in September ‘n Biggest Loser-gewigsverlieskompetisie in die Kimberley-kantoor (lees meer daaroor op bl. 28). Op dag twee was ‘n Steers-burger-en-tjips ál waaraan ek kon dink (iets waaraan ek nog nooit voorheen gedink het nie). My toewyding aan my somerlyf het nie eens 24 uur geduur voor die versoeking amper die oorhand gekry het nie. Hoekom is dit so moeilik?

I think it may be caused by the obstacles along the way. Often an anticipated journey seems easy and smooth, and sometimes we are even told that it will be. But then, once you’re on your way, it’s everything but. You have to face setbacks, disappointments and unexpected hurdles. Once you realise that this journey is harder than expected, it seems fair to step out and say, ‘this is not what I signed up for’. It is easy to justify quitting because what you’ve been expecting or promised, turns out to be different. However, this is

where the real leaders are shaped.

To explain, I can use an example from our team. For about two months, it felt like the universe was against us.

Everything happened at once. I’m talking fewer team members, babies with pneumonia, cases of burglary at home, a team member who urgently had to take off for three weeks, a hospitalised colleague – the list goes on.

There was no light at the end of the tunnel, we thought.

En toe slaan toewyding kliphard deur. Afwesige personeel se take is seepglad verdeel onder die span, almal het eienaarskap geneem, harder gewerk as ooit vantevore en ‘n paar keer op moedverloor se vlakte gaan draai. Daar is laataand en elke naweek gewerk. Hulp aangebied en koffie aangedra. En ek dink nie ons was al óóit so trots op onsself soos nou nie. Want hoewel dit soms moeilik was om toegewyd te bly, voel ons nou soos absolute kampioene.

GWK se personeel is bewonderenswaardig. Vir twee jaar het dit moeilik gegaan en was daar min positiewe nuus met ons gedeel. Ek vermoed

ons het almal ons eie prentjie van die reis gehad: Dat dit vinniger sou beter gaan, dat eksterne faktore nie só ‘n groot invloed op ons prestasie sou hê nie, dat winsbehaling nét om die draai is. Baie van ons was moeg langs die pad en het gewonder of dit regtig die moeite werd is. Maar ons het toegewyd bly werk.

En nou kan ons sê dit wás die moeite werd. Die finansiële jaar wat in Mei vanjaar afgesluit is, het ‘n indrukwekkende ommeswaai getoon. Wanneer jy met enigiemand praat, sal hulle vir jou sê dat één ding tot hierdie positiewe resultate gelei het: GWK-personeel se volgehoue toewyding. ‘n Mens kan nie help om trots – en selfs ‘n bietjie selfvoldaan – te voel nie. Dit is lekker om te kan terugstaan en na ‘n prestasie kyk waaraan jy deel gehad het.

En selfs al het ek nie die Biggest Loser-kompetisie gewen nie (nie eens náby nie), weet ek nou dat toewyding in ons almal se broeke sit – myne ook.

- Leana 1

TOEWYDING Vir my is dit ‘n pragtige Afrikaanse woord wat gebruik word wanneer iemand emosioneel en intellektueel verbind is tot ‘n saak.

Hier by GWK is dit een van die waardes wat ons aanhang en is dit iets wat my persoonlik ook rig. Ek glo onwrikbaar dat sukses slegs bereik kan word wanneer ‘n mens ‘n taak aanpak met volkome toewyding, wanneer jy alles in jou vermoë doen om jou doelwitte te bereik. Dit beteken soms dat jy opofferings gaan maak, dat jy altyd moed sal hou, dat jy geen steen onaangeraak sal laat in jou strewe na sukses nie, en dat jou wil om te presteer, nooit sal wankel nie.

Daar gaan altyd uitdagings wees – soms gaan dit voel of jy ‘n verlore stryd voer en daar mag tye wees wat jy wonder of dit die moeite werd is…

In sulke tye moet jy egter net omkyk en sien wat jy al bereik het. Deur toewyding is enigiets moontlik en met genoeg daarvan kan jy die wêreld verander en jou eie storie skryf!

Baie dankie vir elkeen van jul se toewyding tot GWK die afgelope jaar! Mag jy ‘n geseënde feestyd hê en kom veilig terug in 2020.

COMMITMENT

‘n Boodskap aan my GWK-familie A message to my GWK family 2

Geborg deur

The word commitment is used when someone is emotionally and intellectually committed to a cause.

At GWK it is also one of our company values and something that guides me personally. I firmly believe that success can only be achieved when you take on an assignment with complete commitment, when you do everything you possibly can to reach your goals. This means that sometimes you’ll have to make sacrifices, that you will keep the faith, that you will leave no stone unturned in your pursuit of success, and that your will to perform will never falter.

There will always be challenges – sometimes you may feel like you’re fighting a losing battle and you may even wonder if it’s all worth it…

In those times you only have to look back at what you’ve already achieved. Through commitment anything is possible and with enough commitment, you can change the world and be the author of your own story!

My sincerest thanks for your commitment to GWK during the past year! May you have a blessed festive season, and return safely in 2020.

- LLEWELLYN

Die gelukkige wenner van die vorige Rocketeer se personeelkompetisie is Janine Schoeman wat al die antwoorde kon vind!

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Commitment

is the (proven) way to the top - LEANA com-mit-ted (adj.)

One bound or obligated to a particular cause, action or attitude Though commitment has its place in the dictionary, it is a mindset that is hard to describe. It is an umbrella of many traits, including strength, determination and positivity – all of which is a lot to ask from someone.

This may be an indicator of just how different GWK employees are to their counterparts in the corporate world.

It has been a tough couple of years for our company and our people. A chronically-tired, considering-to-quitand-go-live-on-an-island, is-it-really-worth-it? couple of years. Yet, we stuck it out. Few companies can say this about their teams.

But before we get into that, let’s take a deeper look at commitment.

What does it mean to be committed?

Effectory, a global provider of employee feedback solutions, defines commitment as the bond employees

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experience with their organisation.

Broadly speaking, employees who are committed to their organisation generally feel a connection with their organisation, feel that they fit in and, feel they understand the goals of the organisation. The added value of such employees is that they tend to be more determined in their work, show relatively high productivity and are more proactive in offering their support.

“Employee commitment can take different forms. As a result, it is often seen as an HR variable which is difficult to define. The context, direction and development of commitment, as well as the extent to which commitment influences behaviour, can result in confusion and debate,” says Bronwyn Wainwright from Effectory.

Here are some definitions of commitment in different contexts: • Connection to a goal: being bound to a goal or the determination in respect of a goal, regardless of the origin of the goal.

Believing in a goal and wanting

to achieve it also reflects a certain degree of commitment.

• Connection to an organisation: a psychological state that binds an individual to the organisation.

As a result, employees are more loyal to an organisation and less likely to leave it.

• Connection to a job: the probability that someone continues to work in that job and feels psychologically bound to it. This is regardless of whether it is fulfilling or not.

• Someone’s attitude towards their work.

The difference between engagement and commitment Engagement is an intrinsic attitude that denotes an employee’s enthusiasm for his or her job. Commitment, on the other hand, denotes an employee’s enthusiasm for the company he or she works for.

In short: • Engaged employees are en-

gaged in their work, but not necessarily committed to the organisation.

• Committed employees are committed to the organisation, but not necessarily engaged in their work.

“Do not hire a man who does your work for money, but him who does it for the love of it” - Henry David Thoreau Types of employee commitment In their article “Three component model of commitment” John Meyer and Natalie Allen discuss commitment in great detail. We can see from their insightful research that there exist three distinct types of employee commitment: Affective commitment relates to how much employees want to stay at their organisation. If an employee is affectively committed to their organisation, it means that they want to stay at their organisation. They typically identify with the organisational goals, feel that they fit into the organisation and are satisfied with their work. Employees who are affectively committed feel valued, act as ambassadors for their organisation and are generally great assets for organisations.

Normative commitment relates to how much employees feel they should stay at their organisation. Employees that are normatively committed generally feel that they should stay at their organisations. Normatively committed employees feel that leaving their organisation would have disastrous consequences and feel a sense of guilt about the possibility of leaving. Reasons for such guilt vary, but are often concerned with employees feeling that in leaving the organisation they would create a void in knowledge/skills, which would subsequently increase the pressure on their colleagues. Such feelings can, and do, negatively influence the performance of employees working in organisations.

Continuance commitment relates to how much employees feel the need to stay at their organisation. In employees that are continuance committed, the underlying reason for their commitment lies in their need to stay with the organisation. Possible reasons for needing to stay with organisations vary, but the main reasons relate to a lack of work alternatives, and remuneration.

The importance of commitment In recent years commitment has garnered a lot of attention in HR literature. Information about employee commitment is seen as an important predictor of employee loyalty and the performance of an organisation.

The pressure on organisations to perform is increasing all the time.

Due to globalisation, among others, competition is fiercer than ever. This increased pressure has resulted in the commitment of employers towards employees becoming less of a given.

The concept of lifetime employment has also become outdated. These days, organisational units that perform badly are reorganised. As a rule, this leads to job cuts. In addition, employees who perform badly are more likely to be let go.

As a result of this phenomenon, combined with people’s greatly increased individualism, employee commitment to the organisation has also become much less of a given.

This makes it even more important that employees feel bound to the organisation and display certain (positive) behaviour.

Committed employees bring added value to the organisation, including through their determination, proactive support, relatively high productivity and an awareness of quality. They are also less likely to call in sick or to leave the organisation. Non-committed employees can work against the organisation and hold back the organisation’s success.

What does commitment look like?

Committed employees might showcase engagement by heading up activities outside of desk-related duties by leading a volunteering initiative or kick-starting a lunch hour walk. However, commitment doesn’t always present in such obvious ways.

There are countless avenues a committed employee might show how much they value the company, such as: • Sharing job posts on their personal social media accounts • Referring friends or prior colleagues to new opportunities at your company • Proudly wearing company swag • Using company hashtags in a positive way • Consistently going the extra mile for their team and others • Actively seeking out ways to improve their performance, such as signing up for a software class

Am I committed?

To test whether you are a committed employee or not, use these guidelines to measure your attitude towards work.

Appetite for new challenges A committed employee is always looking for new challenges to take on that would not only solve your company’s immediate problems, but also help to expand their own horizons.

They’re thirsty for skills and knowledge, and are most happy at firms that allow them to quench that thirst.

Problem-solving attitude Whatever obstacle may come before the engaged employee, they’re prepared to seek ways to overcome it, with little need for further direction.

They aren’t just like this because it’s their job – they’re like this because they care about the business’s success.

Willingness to lead As stated above, a committed worker doesn’t need much direction from above – certainly not for routine tasks. They already know how to carry out such tasks to the best possible standard, and come up with their own ways to solve emergencies and crises within your firm.

Job and career satisfaction These workers don’t tend to constantly jump around from one job to the next. Instead, they find the right role with the right business for their forward growth, and stick around.

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This gives both the company and the employee everyday and long-term benefits in both productivity and customer satisfaction – after all, those who come into contact with your engaged staffer will frequently feel the enthusiasm rub off on them.

Greater performance Committed employees just do everything better than their less engaged counterparts, often even when there might seem to be a major deficit in talent or experience. These are the workers who, even if they aren’t ready for a top-level position with your company straight away, can be moulded by you to deliver long-lasting productivity and success.

How do I know when an employee is no longer committed?

John Rampton, entrepreneur and influencer, points out these traits, among others, to identify an uncommitted employee.

• No longer commits to long-term projects • More active on LinkedIn • Contributes less during meetings • Wants to attend conferences or workshops • Is absent a lot • Acts more reserved or quiet • Starts taking more personal calls • Was recently passed over for a promotion or raise • Is less interested in advancement • Has stagnated in his or her position • Productivity has dropped • Not interested in pleasing his or her supervisor • Has friction with another employee • Avoids social interactions • Is not suggesting innovative ideas • Is taking longer breaks • Makes exact arrivals and departures • Has started complaining • Has become secretive • Has stopped returning phone calls or emails

How can leaders retain loyal employees?

This retention advice will help you keep your best, most wanted employees from job hunting. If these ten factors exist in their workplace, they

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are much less likely to want to leave your employment.

Make sure employees know what you expect from them. Management thinkers from Ferdinand Fournies in “Why Employees Don’t Do What They’re Supposed to Do and What to Do About It” to Marcus Buckingham and Curt Coffman in “First Break All the Rules” agree that constantly changing expectations creates unhealthy stress. Provide a specific framework within which people clearly know is expected.

Provide quality management or supervision. People leave companies because of managers and supervisors more often than they leave because of their actual jobs. Frequent employee complaints point to these areas: • Lack of clarity about expectations • Lack of clarity about earning potential • Lack of feedback about performance • Failure to hold scheduled meetings • Failure to provide a framework within which the employee perceives they can succeed Provide a platform for employees to speak their mind freely within the organisation. Does your organisation solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees can offer ideas, feel free to criticise and commit to continuous improvement—all factors that contribute to employee retention.

Allow employees to use their talents and skills. A motivated employee wants to contribute to work areas outside of his or her specific job description. Begin by taking the time to learn your employees’ skills, talents, and past and current experience.

Then, tap into it.

Provide a perception of fairness and equitable treatment. If a new sales rep is given the most potentially successful, commission-producing accounts, other staff members will inevitably feel cheated. If a new employee receives a promotion over the heads of long-term, existing employees, feelings of rancour will ensue.

Salaries are important too, of course.

If an employee with three years’ experience is given a bigger raise than more senior employees, then undoubtedly the morale of the slighted employees will be affected. Even if the employee deserves the raise, recognise that these decisions will have a negative impact on others.

Tools, time, and training should be your best friend. When an employee is failing at work, ask, “What about the work system is causing the person to fail?” Employees must have the necessary means to do their job well.

Otherwise, they’ll move on to an employer who provides them with the tools they need to succeed.

Remember that exemplary employees want to learn and grow. Unless employees can try new opportunities, take on challenging tasks, and attend seminars, they will stagnate.

A career-oriented, valued employee must experience growth opportunities within your organisation to realise their potential.

Make sure senior management knows that an employee exists. This is a common complaint voiced during an exit interview. Even the managing director of a company needs to take some time to meet with employees to learn about their talents, abilities, and skills. Meeting with each employee periodically is a critical tool to help employees feel acknowledged and results in loyal, dedicated, committed employees.

Whatever the circumstances, never threaten an employee’s job or income. Even if you know layoffs are looming, it’s a mistake to foreshadow this information with employees. It makes them nervous no matter how you phrase or explain the information and your best staff members will update their resumes. You shouldn’t keep solid performance information away from people but think before you say anything that makes people feel they need to search for another job.

Make staff members feel appreciated. Frequently saying thank you for a job well done goes a long way. And, monetary rewards, bonuses, and gifts make the thank you even more significant. Raises tied to accomplishments and achievement will help you

retain staff probably more than any other action. Commissions and bonuses that are easily calculated daily, and easily understood, raise motivation and help retain staff, as well.

…and what if I feel no longer committed?

Bringing energy and initiative to your job every day shows commitment.

Caring more about your work and your organisation will show in the results you produce. Showing commitment can demonstrate your leadership potential to managers and lead to career opportunities. Additionally, an effective and dedicated manager is the most influential factor in employees’ commitment, according to a 2010 Zenger Folkman study that asked nearly 100,000 employees about why they commit to their jobs.

Also try these • See the good. Find ways to love the career you’re in. Jobs aren’t perfect and some aspects of them you aren’t going to enjoy.

Therefore, focus on bending your personality to fit your work situation. Make the mental commitment to focus on solutions not problems. Allow no space in your mind for thoughts about lack or negativity. When you think in terms of lack, you make decisions from a negative place. And these decisions will bring more lack. Learn to respect the value of each aspect of your career, understanding that being accomplished in the small things

makes room for bigger opportunities.

• Risk failure. Commit to letting fear be your motivator but don’t let it become your captor when you approach career goals. If you give into fear, it will seduce you into shrinking from your dreams.

• Work hard. Make the choice to first measure your success by your work ethic. If your pursuit of success is solely about profit, be aware that wanting money focuses the mind on the lack of it and needing more.

• Expand. Make the commitment to thinking big and never being satisfied with the goals you have achieved. Be grateful for what you have accomplished but not satisfied. Set higher goals.

• Be consistent. Commit to working consistently without pause, taking steps toward your business goals. It is through consistent and diligent work, coupled with patience and flexibility, that you can climb the ladder of success.

• Be passionate. Decide to be passionate about what you do.

Passion is the fuel that ignites your desire to work hard. Just like a car cannot run without gas, a business cannot succeed without passionate, focused, hardworking people.

• Maintain self-respect. When you have self-respect, you take pride in yourself and exude an aura of knowledgeable confidence.

Choose to demonstrate self-respect in how you run your business and treat those you work

with.

• Keep things in balance. You cannot get where you want to go alone. Decide to delegate things. To know when and what to delegate, be aware of your strengths and weaknesses.

• Nurture relationships. Make an effort to enter business relationships intelligently and nurture them deliberately. Decisions about whom to work with are as essential to building a successful career as is your knowledge, work ethic and passion.

• Seek feedback. Commit to not being a know-it-all. Actively seek feedback to grow. Each piece of feedback is a mustard seed of knowledge, capable of furthering to expand you and your business. If you cannot expand as a person, you cannot expand your business. Feedback forces you to keep an open mind and be available to opportunities never an option before.

So, getting back to GWK. We have seen people staying committed and positive through seemingly impossible times, and it shows. Use this information to keep yourself on the right track.

We have achieved so much through staying committed to our company, our jobs and each other – you only have to page through this Rocketeer to realise, and celebrate, our achievements.

It’s time for a self-inflicted pat on the back, we deserve it.

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Jetsetting to Cape Town Rendani Mmbodi, junior developer in our IT team, won a staff competition by answering a Rendani question and had his name drawn (by the legal team) from all the correct entries. The prize was to join members from the marketing and communication team on a trip to Cape Town, where we launched our new TV commercial to the media at the offices of the agency MullenLowe.

Since we often have to travel for work, we consider these events formalities and prefer being at home. Rendani (and him seeing the ocean for the first time) turned this trip into an amazing, inspirational experience for our team. We had so much fun getting to know him, being such a humble introvert but surprising us with an unexpected joke every now and then.

We asked him to tell us about the trip from his perspective. - Editor

All Rocketeer readers: Vrede vir jou!

It still feels as fresh as yesterday, when I woke up in the Mother City. I run short of words trying to express the amount of joy from the indescribable trip. Indeed, it is a great pleasure to be part of GWK – joy unspeakable!

It was on a Tuesday morning when all GWK users received an email from Neil de Klerk (Executive Head of Group Marketing and Communication) regarding the staff competition, “where one lucky person stands a chance to attend and spend a day with me (Neil) and the team in Cape Town”, it said. I realised that this was the opportunity for me to explore and travel and I grabbed the opportunity tighter with both hands.

Surprisingly, on Friday of the very same week, I received a life changing call from Madri, relationship manager from the marketing and communication department. Just when I picked up the call, she congratulated me. What a heart-warming moment. I was so delirious with excitement.

It then reminded me of Bill Bowerman who once said

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Leaving Kimberley airport

First time on a plane!

Dinner in Cape Town

Rendani

Driving around Hout Bay

victory is in having done your best. If you’ve done your best, you’ve won.

This motivation keeps me going on and on without getting weary.

After being announced as the winner of the staff competition, I started packing my bags right away. I couldn’t wait to embark on such a wonderful journey. I was very excited since it was my first time heading to Cape Town, one of the most interesting places to me. Now I believe that indeed, dreams do come true.

I could not even imagine what it would be like.

There is nothing better than the emotions and feelings one can receive from setting out on an adventure. The Cape Town journey put my mind at ease; for a while I found myself out of my everyday misery (which is a story for another day). That is why I am so eager to share with you the best experience of my life through the journey I had.

“Never let your memories be greater than your dreams.”

– Douglas Ivester Some of the undisputed highlights of the trip was after I entered the plane for my first time. WOW. Every-

At the media launch

one sat down quietly, the captain of the plane started to announce himself, and when I looked around, I saw Madri and Leana taking a video of me. I was so surprised about what was going on, until the captain said with a very great smile: “Rendani Mmbodi, we welcome you, we hope you will enjoy your first time on board”.

Just when I thought that’s the end of the surprise, the plane attendant fetched me from my normal seat and offered me a first class seat. I never saw this one coming. Me? First class seat? I couldn’t believe it. All thanks to Neil – I really hope you’re reading this, what you did really blew my mind (just as much as giving us a spectacular view from Signal Hill).

The first remarkable experience I had when I landed at Cape Town was the tropical, wet, hot air that permeated the environment. I felt like Goldilocks. Everything was just right!

It felt like heaven on earth.

Most of the moments I experienced while travelling really blew my mind completely, in ways I never expected. Moreover, the fond memories will be buried in my heart forever, and years later I will still smile at them. An Asian proverb says it is better to see something once than to hear about it a thousand times.

It was a truly sad moment when we

On our way back to the NC

knew we had to travel back home.

I really missed my colleagues, but I couldn’t complain about being in the Cape, I really wished my stay could be extended. The whirlwind of emotions and feelings swept over my mind: Cape Town is a completely different place, its climate, people, food, traditions and customs really gave me a charm and dipped me in the extraordinary atmosphere of calmness and composure. I remember it now with freshness and I can say, with no hesitations, that it was the best journey of my life!

Let me conclude by quoting a line from William Shakespeare who said I can no other answer make, but, thanks, and thanks.

Let me take this opportunity to thank the Almighty God of Mount Zion for awarding me this lifetime opportunity.

Last, but not least, let me convey my sincere, humbled and grateful message to Neil, Madri, Leana and the rest of the GWK team for not denying me the opportunity of being part of that successful media launch; and most importantly, sharing that proud journey with me.

I’m thankful beyond words. May the good God be with you all.

Gratitude.

Rendani

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GWK Talent Acquisition wins prestigious LinkedIn award Front: Clement, Ralph and Ilse.

Back: Amandie and Rusaan

- SIMA “You have been officially selected as a LinkedIn Talent Awards Finalist for 2019.”

Now we don’t like to blow our trumpet, but GWK seems to be adding to their collection of trophies. Award wins add value to the work being done in our business and, even though that may not have monetary value, they are a great indication that the business is going in the right direction. It feels incredible to have the company’s efforts recognised by people outside of our day to day jobs, by experts in their fields. Awards are a validation of the tireless work that has gone into the company’s brand. That’s why winning or being nominated for an award is so special.

The LinkedIn Talent Awards specifically recognises how you and your organisation understand, engage and develop talent, and how your businesses generate competitive advantage by leveraging LinkedIn Solutions and other activities on the platform. The awards are a celebration of human potential. Ilse Kotze and a few of GWK’s members had the honour of attending the awards ceremony, which took place at LevelThree Premium Venue in Sandton, on Thursday, 17 October 2019.

She tells us more about the award.

Who is the GWK Talent Acquisition team?

• Ilse Kotze (Specialist Manager: Talent Acquisition) • Ralph Simon (Senior Coordinator: Talent Acquisition) • Amandie van der Merwe (Senior Coordinator: Talent Acquisition) • Rusaan van Staden (Coordintor: Talent Acquisition) • Clement Naidoo (Analyst: Talent Acquisition) • Linette Eland (YES Intern) What makes your team unique?

Our team blends together very well regardless of the unique personalities.

We are always there for one another and we rely on mutual respect.

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It means a lot to be recognised by LinkedIn, but it also gives us an opportunity to become better – we need to position ourselves as industry leaders.

What does this award mean for GWK? This award puts GWK as an employer on the national map. More people will go to our profile and find out who and what GWK is. It means that we are recognised as players in the recruitment game and that hard work pays off, but also that we can do so much more.

What award did GWK win and what was the criteria?

We won the LinkedIn Best Talent Acquisition Team for companies in South Africa that have less than 500 employees on LinkedIn.

What did you do to meet the criteria for the award and why do you think GWK won?

We did our best with employee and company branding to promote and market GWK as the Best Company To Work For on the LinkedIn platform. We are honest in our message and that is what’s important. Authenticity is very significant, so we strive to really be the best company to work for.

What does the award mean for you and your team?

It is a great honour to have been the winners out of almost 500 other companies in Sub-Saharan Africa that uses LinkedIn that also fall under this category. It is an amazing achievement which will motivate the team to perform even better going forward.

Why is LinkedIn such an important platform for GWK? The LinkedIn platform places a vast array of professionals at your fingertips, making it easier and ultimately faster to source the best talent to work for GWK. LinkedIn allows us to engage with people you would not normally do on a daily basis. It also

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keeps you informed with regards to changes in the industries.

Should GWK employees have LinkedIn accounts? Why? LinkedIn is a platform that puts professionals out there without having to send your CV to a million different companies. It allows for employees to search and apply for vacancies (not that we want our employees to leave GWK!). You can also follow people who post content that are relevant to you and your working environment.

So yes, it would be ideal for employees to have accounts.

How often are these awards given and are you planning on entering again?

They are awarded annually and we are automatically entered because we use LinkedIn. Yes, we are definitely going to give our best again.

The LinkedIn Talent Awards is about shining a light on potential, and shining a light on us. It is always the ultimate for us to come together as a talent community to shape the future of work and enhance the possibilities and potential of the talent market.

We are proud of what the team has achieved. Let us continue to illuminate GWK’s success.

Nuwe Ad

Old MacDonald has a Farm Four years ago GWK launched an award winning animation advertisement, This Man Is Building a Rocket, where you met Frank, Frikkie and Flip.

A follow up advertisement, Old MacDonald Has a Farm was launched in October 2019. It shows where Frank comes from and where his love for agriculture all started.

The advertisement is already doing well with a total of 266 531 views on various social media platforms.

• Facebook: 70 511 • LinkedIn: 30 625 • YouTube: 4 234 • Instagram: 161 161 According to the creative director of MullenLowe, the agency GWK contracted to make the advertisement, this is unheard of. Which means GWK is doing something right.

The importance of an advertisement in an organisation for employees and customers This is not going to be an entire lecture, but employees need to understand that advertising keeps a business top of mind, so consumers think of it when they require a service or product. However, a company’s advertisement is not only for customers, but employees as well. It may con-

- SIMA

tain information useful to employees in meeting customers’ needs, hence, they have to apprehend what exactly is being sold to consumers in the ad, and remain consistent with the message illustrated. An advertisement can also increase visibility within your industry, helping the company attract partners that can expand the business.

The agency and the company put in a lot of hard work developing the company’s advertisement. In Old MacDonald Has A Farm, what people see is a story that unfolds over 90 seconds and what’s amazing is that this 90 second story took over two years to produce. Watching the advertisement come to life and being even better than the last one, creates a sense of pride. The animation ad reveals that nothing is possible without our farmers and the story speaks to our hearts. One is amazed at the time and energy it takes to produce the animation advertisement, but it is nothing compared to what our farmers have to endure to produce for us.

Here GWK gives credit to the people who work for a better future for us all.

Generation to generation to sustain us as a nation. We hope that the story speaks to you all as it does to us, and makes you just as proud to be part of GWK!

11

Malcolm Jafta is nie heeltemal vreemd onder die GWK-personeel nie. Ná ongeveer 13 jaar keer hy terug, dié keer as lid van ons Exco in die pos Uitvoerende Hoof: Groep Menslike Hulpbronnebestuur.

Hy vertel dat hy dankbaar is om terug te wees by GWK en dat hierdie pos vir hom beskore was. “Ek sien dit as ‘n groot geleentheid. Ek vertrou ek kan ‘n positiewe bydrae maak.”

Rocketeer het Malcolm ‘n bietjie beter gaan leer ken!

?

Wanneer het jy by GWK begin?

1 Oktober 2019 Van dag een af, tot vandag, hoe het jou persepsie oor GWK verander?

My persepsie was reg! GWK is ‘n baie lekker plek om te werk.

Wat is die lekkerste van GWK? Sover is dit beslis die mense met wie ek te doen kry.

Is daar iets oor ons mense wat vir jou uitstaan of uniek is?

Die Noord-Kapenaars is vir seker gewoond aan hitte…

Hoe oorleef jy in die Noord-Kaapse hitte?

Ek swem smiddae om verligting te kry.

WELKOM

Wat moet ons personeel van jou weet voor hulle ‘n geselsie met jou aanknoop?

Ek het ‘n oor vir almal en alles. Ek geniet ‘n grappie of twee.

GWK is deur ‘n rowwe tyd. Is daar ‘n boodskap aan personeel wat jy graag met hulle sal wil deel?

Byt vas, ons het die draaipunt bereik en nou moet ons éérs saamstaan as ‘n span.

MALCOLM!

“Die uitgangspunt van my span is dat ons prestasiegedrewe is – ons moet saamleef om te verstaan dat ons hier is om ons doelwitte te kan bereik en ‘nsukses te maak. Ons moet groter droom om daar uit te kom.” - Malcolm

12

Geborg deur

- SIMA

GWK says YES for youth!

It has been months now since GWK partnered with Signa Group to help eradicate youth unemployment by providing work experience and giving young people a chance to demonstrate their abilities, establish their work ethic and prove their worth. The Youth Employment Service (YES) initiative aims on upskilling, empowering and inspiring individuals with the end result of the work experience being incorporated into a CV, a reference letter, credibility and an empowered young person who has access to a digital platform to gain future work.

What the YES journey has to offer A 12-month quality work experience with professional supervision and mentorship. A chance to gain firsthand industry knowledge from the company and professionals. The YES interns get online work readiness

training from Signa Group and complete surveys to give feedback to their mentors as well as Signa. At the end of the programme, a great set of skills is learnt, Signa Group helps with the enhancement of the intern’s CV and the intern receives a reference letter for future employers. Furthermore, there is potential for a full-time job offer at the end of the internship based on their performance at GWK. GWK has committed to changing 60 unemployed youths’ lives throughout the Northern Cape by providing placement for them in various divisions within the business and giving them the opportunity to work for a large company such as this.

“We, as GWK, recognise the critical role the youth play in shaping our economy and our country and we are always searching for ways to give back to the communities we serve and contribute to shaping the coun-

try’s economy and social future. This is why we embarked on seeking out new ways of enabling our youth in the Northern Cape”, says Hughlandi Theron (HR Business Parter). She adds on to give the interns a little pearl of wisdom: “Entering the world of work for the very first time can be daunting, start your day feeling determined.”

I had the chance to converse with some of the YES interns and each one is grateful for the opportunity they have received to gain work experience and earn an income. The focus as a YES Youth is to make the most of the opportunity that you are given, as everything is up to you. Hard work, dedication, perseverance and setting a goal for yourself are the keys to being successful. “Whenever you find yourself doubting how far you can go; just remember how far you have come.”

Believe, YES, we can make it!

13

GWK Agri

Nuwe struktuur vir

GWK Kommersiële Finansiële Dienste - Leoné Prinsloo Volgens Frans du Plessis, Besturende Direkteur: GWK Agri, het die ondersoek na ‘n optimale besigheidstruktuur vir GWK Agri as deel van hul strategiese drywer, Effektiwiteit, bygedra tot die vestiging van GWK Kommersiële Finansiële Dienste se nuwe struktuur wat vanaf Donderdag, 2 Januarie 2020, amptelik in werking tree.

Die volgende veranderinge is in GWK Kommersiële Finansiële Dienste se bestaande struktuur aangebring om hierdie besigheid optimaal te posisioneer: • Kobie Greyvensteyn is die nuwe Hoof van Kommersiële Finansiële Dienste, wat leiding aan die nuwe span van Finansiering en Versekering sal gee, wat as een besigheid saamgevoeg word.

• Cobus Horn (Streeksbestuurder:

Noord), Alice Kemp (Streeksbestuurder: Suid), Tanya Diedericks (Spesialisbestuurder: Administrasie en Nakoming), Leslé Jansen (Spesialisbestuurder: Invordering en Sekuriteite), sowel as Karen Kruger (Spesialisbestuurder: Versekering), sal almal deel wees van die bestuurspan vir Kommersiële Finansiële Dienste wat direk aan Kobie sal rapporteer.

• Kimberley en Modderrivier se kredietkantore word saamgevoeg en Chris van Wyk, die huidige Kredietbestuurder op Modderrivier, sal nou ook die verantwoordelikheid aanvaar as Kredietbestuurder van die Kimberley-kantoor, wat onder meer areas sover as Barkly-Wes, Boshof en Perdeberg sal diens. Hy

sal bygestaan word deur Venice Kgantshi, Kredietkontroleerder, wat GWK se instap-kliënte in Kimberley tot diens sal wees.

• Josef Pelster, voormalige Kredietbestuurder: Hopetown, sal die nuwe Besigheidsadviseur: Versekering vir hierdie area wees in die plek van Janitha Viljoen wat die GWK-familie onlangs verlaat het.

• Fred Louw, voormalige Kredietbestuurder op Kimberley, word verplaas na Hopetown as Kredietbestuurder, wat oorneem

by Josef Pelster.

• Robert Twigge, Kredietbestuurder op Douglas, sal ondersteun word deur Johannes Celliers, ‘n bykomende Kredietbestuurder op Douglas. Dit sal die huidige diensvlakke en omdraai-tyd van aansoeke op Douglas verbeter,

GWK Agri

Hoof van Kommersiële Finansiële Dienste Kobie Greyvensteyn

Streeksbestuurder: Noord

Streeksbestuurder: Suid

Spesialisbestuurder: Administrasie & Nakoming

Spesialisbestuurder: Invordering & Sekuriteite

Spesialisbestuurder: Versekering

Cobus Horn

Alice Kemp

Tanya Diederiks

Lesle Jansen

Karen Kruger

Douglas Kimberley Modderrivier Vaalharts

Prieska Upington Hopetown Luckhoff Cradock

gegewe die grootte van hierdie boek en die aantal kliënte wat gediens moet word.

• Lukas Becker, voormalige Kontroleerder: Krediet te Upington, sal voortaan die nuwe Senior Koördineerder: Administrasie en Nakoming op Douglas wees. Sy huidige posisie is reeds geadverteer, maar intussen is GWK-kliënte op Upington welkom om ook met Koos Slabbert, Kredietbestuurder op Prieska, te skakel wat vir die interim ook hierdie verantwoordelikheid op Upington sal behartig.

• Themba Mahlangu, wat op die oomblik slegs al die buite-areas se krediet hanteer, gaan nou ook die bykomende verantwoordelikheid neem vir alle langtermyn kredietaansoeke. Hy word verplaas na Douglas as Krediet-

bestuurder: Langtermyn, BEE en buite-areas.

• Christoff Koekemoer, Kredietbestuurder op Luckhoff, is vroeër hierdie jaar vanaf Cradock na Luckhoff verplaas. Hierdie posisie op Cradock word egter nie weer gevul nie, aangesien hierdie gebied in die toekoms ook vanuit Luckhoff se kredietkantoor gediens sal word.

“Die ander divisies binne GWK se onderskeie kredietfunksies sal, vir die doeleindes van eenvormige toepassing van die Kredietbeleid en -prosesse, aan die streeksbestuurders binne Kommersiële Finansiële Dienste op ‘n personeel funksie basis rapporteer, terwyl direkte lynrapportering aan besigheidsvennote van daardie betrokke divisies steeds van toe-

passing sal wees,” sê du Plessis. “Die oorgangsfase vir die implementering van hierdie herstrukturering sal egter baie omsigtig bestuur word ten einde te verseker dat diensvlakke nie deur enige van hierdie struktuur-wysigings ontwrig sal word nie.”

Du Plessis wens die hele span, wat almal reeds diep spore in GWK getrap het, baie sterkte toe met die opwindende uitdagings wat gedurende die nuwe jaar vir hulle voorlê. “Ons sien met groot verwagting uit na die bydraes wat hierdie nuwe span tot GWK Agri se toekomsstrategie gaan lewer.

“My opregte dank en waardering aan al die personeel, wat gedurende hierdie uitdagende tydperk karakter getoon het waarop ons, as GWK Agri, uiters trots kan wees. Daarmee kan ons beslis grense verskuif.”

15

GWK Agri

- madeli gous

AGRI verskuif grense Om ons van ons mededingers te onderskei, is wĂŞreldklas-diens van al ons mense aan ons gewaardeerde kliĂŤnte van kritiese belang.

Daarom is ons baie opgewonde oor die inisiatief Agri Verskuif Grense, waardeur alle besighede en/of besigheidseenhede wat hulle begroting met 20% verbeter op netto wins, jaar-tot-datum of vir die betrokke maand, beloon sal word met die blou hempie. Hierdie inisiatief het afgeskop op 1 Oktober 2019.

Wees elke Vrydag op die uitkyk vir personeel met blou hempies wat hierdie wonderlike prestasie behaal het.

16

Geborg deur

GWK Trading

GWK TRADING GEE LEWE AAN

20 KEYS

Ons besoek Wispeco Aluminium Op Vrydag, 30 Augustus 2019, het tien van ons Wispeco Aluminium besoek en die toepassing van die 20 Keys-beginsels in lewende lywe beleef.

Wispeco is ‘n suksesstorie van ‘n maatskappy wat aanvanklik groot verliese gely het. Die opdrag was gegee dat daar ontslae geraak moet word van die maatskappy. Die geloof van prof. Roland Röhrs in die beginsels van 20 Keys het die maatskappy geswaai na ‘n maatskappy wat

nou met ‘n land soos China meeding met hulle produkte.

Dit het my oë net weer laat oopgaan wat erkenning eintlik vir ‘n werknemer beteken en dit is wat ODI my geleer het: Om as mentor en leier jou kennis te deel sodat ander ook suksesvol saam met jou kan wees.

Op die oomblik doen ek NQF 5. Dit is vir my ‘n goeie motivering om as GWK-ambassadeur hard te werk om weer daar te kan staan om die erkenning vir NQF 5 te kan ontvang saam

met my span.

Met die terugkoms by my Depot was dit ‘n voorreg om my ondervinding met almal te deel – so asof hulle deel was van die konferensie. Wat die twee dae weg my laat besef het, is hoe sterk ons span geraak het nadat ons reeds van die sleutels suksesvol geïmplementeer het. Verandering aan moraal en verbeterde kommunikasie deur bestuur is só belangrik.

- Forona Stephens

Geen opleiding is toevallig nie. Alle opleiding is beplan en alle begrippe wat hulle leer, word toegepas. Key 2 word aangebied volgens die Insights-kleure. Die foto’s spreek meer as ‘n duisend woorde.

Die hoogoonde staan bekend as die hel.

Julle kan seker raai hoekom!

Prof Roland Röhrs

GWK besoek Wispeco Aluminium

17

GWK Trading

20 Keys: Empowering people to achieve excellence ODI (Organisation Development International) het op 29 Augustus 2019 hulle 30ste bestaansjaar gevier tydens hulle jaarlikse konferensie by Emperors Palace in Johannesburg.

Tien sprekers van onderskeie maatskappye wat sukses geniet met die implementering van die 20 Keys-program het tydens die geleentheid voorleggings gelewer oor hulle ervarings en suksesse.

Dit was die ideale geleentheid om skouers te skuur met verskeie besighede, suksesstories te deel en selfs ‘n paar wenke te kry. Sprekers het passievol hulle ondervinding en suksesverhale uitgebeeld en met die konferensie gedeel.

Forona Stephens (HR Besigheidsvennoot: GWK Trading) het die konferensiegangers beïndruk met haar indrukwekkende voorlegging: Think big, start small, unlock excellence. Sy het ‘n oorsig gegee van GWK Infrastruktuur se implementering van Key 1, 2 en 3, asook die sukses daarvan.

By Key 3 het sy ‘n samevoeging van

slagspreuke uitgebeeld wat die beginsel van die 20 Keys-program prakties uitbeeld.

GWK kan vir seker trots wees op haar weldeurdagte voorlegging.

Goeie humor, gesegdes en ‘n ligte luim het die konferensie getoonset.

Leerders met uitnemende prestasies het erkenning tydens die konferensie ontvang vir hulle harde werk wat hulle gelewer het. Abrie Nortje van Barkley-Wes Silo’s is aangewys as die beste student vir sy deelname aan die NQF 3 Learnership. Hy is tans ook besig met sy NQF 5 Learnership en kan beslis dopgehou word – Abrie doen niks sonder om dit voluit te doen nie.

Die boodskap is duidelik: Die 20 Keys-stelsel dra by tot ‘n maatskappy se sukses. Om die konferensie se boodskap in een sin op te som: “If you empower your people through the 20Keys Programme, it will lead to excellence”.

- Almari Vlok

Eerste en nie die laaste, uit ‘n bestuurder se oogpunt Die trippie in geheel het my eie verwagtinge ver oortref. Ons het die voorreg gehad om te kon vlieg na die konferensie toe. Wat dit so spesiaal gemaak het, was dat dit my heel eerste keer was. My ander twee kollegas het ook vir die eerste keer gevlieg.

Met die aankoms by die ODI konferensie is ons so goed verwelkom deur die ODI-span dat dit eintlik so ‘n groot voorreg was om as ambassadeur van GWK te kon optree vir die dag.

Die volgende het my aandag getrek: • Old ways don’t open new doors.

• Good managers take 20 Keys to

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Geborg deur

make his/hers work better • Do the right thing right the first time Wat dié stellings so uniek maak, is dat alles my boksie “tick” waarop ek my waardes elke dag baseer en streef om harder te werk en te verbeter, want as daar iets is wat 20 Keys my geleer het, is dit dat ‘n mens nooit net moet tevrede wees met alles nie, want ieder en elk van ons kan op punte verbeter.

Die beste is gelaat vir laaste, toe ek die toekenning ontvang het as een van ODI se beste presteerders van NQF 3 Management. Dit is ‘n trotse

oomblik om nie net te kon opstaan om die toekenning vir myself te ontvang nie, maar ook namens my hele span van Barkly-Wes Produkte en GWK as geheel. Ek is geleer jy is net so sterk soos die span wat saam met jou beweeg en dat die erkenning nie net aan my moet gaan nie, maar aan ons as ‘n span by Barkly-Wes Produkte.

Dit het my oë net weer laat oopgaan wat erkenning eintlik vir ‘n werknemer beteken en dit is wat ODI my geleer het: Om as mentor en leier jou kennis te deel sodat ander ook suksesvol saam met jou kan wees.

Op die oomblik doen ek NQF 5. Dit

GWK Trading

It was a memorable experience Going on a journey with some of the major role players in continuous improvement was indeed a remarkable experience. But before we go there, I’d like to share a poem with you.

Ever since I’ve came across this inspiring African poem, it took me to a place where there was, and still is, no time my life to relent and I hope that after hearing it, you’ll be inspired to join me.

The Lion and the Gazelle: Keep running Every morning in Africa, a gazelle wakes up. It knows it must outrun the fastest lion or it will be killed. Every morning in Africa a lion wakes up. It knows it must outrun the slowest gazelle or it will starve. It doesn’t matter whether you’re a lion or a gazelle, when the sun comes up you’d better be running.

This quote bodes well for us who are highly ambitious with an insatiable

is vir my ‘n goeie motivering om as GWK-ambassadeur hard te werk om weer daar te kan staan om die erkenning vir NQF 5 te kan ontvang saam met my span.

Met die terugkoms by my Depot was dit ‘n voorreg om my ondervinding met almal te deel – so asof hulle deel was van die konferensie. Wat die twee dae weg my laat besef het, is hoe sterk ons span geraak het nadat ons reeds van die sleutels suksesvol geïmplementeer het. Verandering aan moraal en verbeterde kommunikasie deur bestuur is só belangrik.

appetite for success.

We need to develop a progressive and possibility-oriented mindset that keeps running, pursuing our goals and achieving our dreams, or else we’ll lose out and perish.

In Deuteronomy 1:6 God said to the people of Israel “you have stayed long enough at this mountain. Break camp and advance into the hill country of the Amorites; my challenge to you is, for how long are you going to remain in that position? What’s stopping you from getting your dream job, your dream company?”

Whatever you do in life, keep moving forward – don’t get caught up in a place of stagnation.

As we said earlier, it doesn’t matter whether you’re the lion or the gazelle, whether we are a junior employee or a senior executive, we owe it to ourselves to keep running.

Our visit at ODI’s conference, where they celebrated 30 years of excellence in creating partnerships with the aim to transform ordinary

businesses into world class organisations, as well as our visit at Wispeco Aluminium, has brought a sense of urgency to light.

We are in an industry where we’re in competition with major as well as developing organisations and also have to face all the challenges that the fluctuating economy brings. But our aim is to become the best at what we do against all odds. To be the best, we must be able to adapt to change and accept the challenges the economic arena has brought us.

Adopt a mindset of success and become the supplier of choice. Use our resources, well trained personnel, each and every stakeholder, customer and supplier (both internal and external) and transform our organisation into the world class organisation.

Through hard work and endurance, that insatiable appetite for success will be rewarded.

- Stefaans Mans

“Ek was bevoorreg om die toekenning te kon ontvang – nie net vir myself nie, maar namens GWK. En wat ‘n trots was dit nie gewees nie.”

- Abrie Nortje 19

Growing at GWK Elvis van Wyk is a Ritchie local. He was working at GWK Cotton where he was identified as a good candidate for the ‘wheat learner miller’ Farm Foods programme in January 2015. Elvis is the first candidate to qualify as a miller at the GWK Farm Foods wheat mill. To his colleagues, he is known to be an exceptionally humble, friendly, hardworking and loyal co-worker.

He tells us more about his career journey at GWK. Elvis (right) receives his certificate from Refiloe Mohale (Production Manager: GWK Farm Foods Modderriver).

20

Geborg deur

2006 was the year I matriculated at Rietvale High School with subjects: Afrikaans First Language HG, English Second Language HG, Mathematics SG, Geography SG, Biology SG, and Physical Science SG. I started working for GWK in 2009 at Modderrivier Silos under previous silo manager Hendrikus Keulder, where I was a seasonal worker with a lot of other guys. When our contracts ran out, they would always keep me on.

The following season I was hired (January 2010) at the wheat seed plant where I worked the whole year as a seasonal worker up until May 2011.

In June 2011 I started at GWK Cotton on a temporary contract as general worker and that’s where I realised that as a general worker, I must teach myself as much as possible under cotton manager Wilber Rudman. And I did learn a lot under the guidance of the senior staff.

On 1 September 2014 I got my permanent contract at GWK Cotton as general worker. By then I was doing almost anything on the premises and I was enjoying and loving it. I was given a shift to run the cotton gin, I operated the hydraulic press, I sometimes operated the front loader, and I even went with the contractors late at night to shift lucerne bales on the farmers’ lands.

My biggest opportunity in GWK came in October 2014, when Jaco Botha from GWK Cotton called me to the office and said, and I quote, “Elvis, there are vacancies in GWK and I know you will get one of them.

Can I apply for you?” That’s how I got the one as Learner Miller in GWK and that’s where I told myself: Only I know where I came from and I will never look back.

This experience has taught me a lot, especially from where I started as a learner miller: To be responsible, that hard work pays off, to take the little that I have and build for tomorrow, and so much more.

Elvis

- CLEMENT NAIDOO

Kollegas Ons verwelkom altyd nuwe talent by GWK en is opgewonde om hulle deel van die familie te maak! ‘n Paar spanlede wat by ons aangesluit het sedert die laaste uitgawe van Rocketeer, deel hulle ervaring.

“I received a warm welcome and the extended help which I got, enabled me to settle in quickly.

The team spirit in the broader company is great, people collaborate well with one another.”

“GWK is focused on growth and personal development, and it shows. My experience thus far has been a pleasant one!”

Megan Cilliers Senior Koördineerder: Risikobestuur

Pride Sereo Interne ouditeur

“In my hele werksloopbaan was ek nog nooit so vriendelik en hartlik ontvang nie. Ek het van die eerste minuut af gevoel of ek al jare vir GWK werk. Almal was baie behulpsaam en wil net help.

Ek het die Noord-Kaapse gasvryheid beleef – wat ‘n voorreg. My kantoor was nuut geverf en die verwelkomingsgeskenke was iets wat ek nog nooit beleef het nie.

Almal het met groot belangstelling uitgevra oor my familie. Ek het net besef dat daar nog mense is wat in jou as persoon belangstel en nie net in wat jy vir hulle kan doen nie.

Ek het net besef dat ek ‘n voorreg het om vir so ‘n uitnemende maatskappy te kan werk. Ek is Trots GWK.”

Casper Nell Hoof van Handel

“Ek is bevoorreg om deel te kan wees van ‘n maatskappy soos GWK. Vanaf dag een het ek 100% deel van die span gevoel. Dis min dat mens so goed oor die weg kom met jou kollegas. Ek sou in geen ander divisie wou werk as die bemarking- en kommunikasiespan nie.”

Charne van der Merwe Senior Tegnikus: Inhoudsontwikkeling

“Ek was binne twee maande genooi vir n spanbou-naweek deur die heelgoedere-span en was dit nou nie lekker om die naweek saam met mense van ander takke ook te kon kuier nie! So leer ons mekaar ken en kan ons saam werk as ‘n span. Ek wens ons as die onderdele-span kon ook so iets gereël het.”

Manus Laubscher Spanleier: Onderdele, Upington

21

- CHARNé

IT: Ontmoet die gesig agter die stem Ons as personeel by GWK druk gereeld op IT se knoppie. Sonder hulle kan ‘n maatskappy soos hierdie nie funksioneer nie. Maar die meeste van ons het geen idee hoe die persoon aan die anderkant van die telefoon, waarmee ons gereeld praat, lyk nie.

Hier is hulle: Ontmoet die persoon agter die stem en leer ken hulle van nader!

22

Albert van Zyl (54) werk al vir die afgelope 21 jaar vir GWK se ITafdeling in Douglas. Wat werk aanbetref, geniet hy die betroubare bedryfstelsels die meeste. Albert geniet ‘n lekker skaaprib op die kole en drink graag ‘n glasie Pinotage. Hy is mal oor sy worshonde, maar vrek bang vir ‘n NGpredikant. “Hoewel ek die IT-boffin is, is my vrou altyd slimmer as ek,” skerts Albert, wat graag ‘n renjaer sou wou wees “aangesien ek my vrou en seun se voertuie sonder vergoeding diens.”

Bakang Mokgalagadi (29) loves to play video games in his spare time.

He has wanted to become a professional soccer player for as long as he can remember. Although he has Ornithophobia, a phobia for birds, he still enjoys the bushveld. Bakang has been in the IT apartment in Kimberley for almost five years now and enjoys coding the most. He was introduced to computer games at an early age, and from that moment he “was curious about how they work and how they are created.” He lives by the motto that “Regardless of how it goes down, life goes on.”

Carlo Vermeulen (29) sorg al vir die afgelope twee jaar dat die GWK-werknemers toegang tot die nodige dienste het. Hy werk tans in Douglas, en geniet die “unieke kreature” wat saam met hom werk die meeste. As hy nie in sy vrye tyd studeer nie, kyk hy graag TV-reekse of braai.

Hy’s mal oor honde, die see en ‘n lekker warm koppie hot chocolate. Indien hy nie in die IT-bedryf was nie, sou hy graag ‘n vegvlieënier wou wees. Hy glo vas in die “believe in thyself”-motto, “want as jy nie doen nie, hoe moet ander mense?”

Emile van den Berg (37) is married and loves spending time with his family. He has been working for GWK Douglas for the past six years. He likes to read and do research about different cultures from around the world, eat pasta and enjoys a nice whiskey. “With the help of IT and the technological advancements, we can add more value to the business, which in turn allows the business to become more agile.” If he had to choose any other career, he would have been in aviation. His motto in life is “Virtus et Honestas – Virtue and Honesty.”

Freddie de Villiers (33) se gunstelingkos is ‘n lekker bord chips en steak. Hy is ongetroud en ontspan graag in sy vrye tyd voor die televisie. Freddie werk al vir die afgelope 14 jaar vir GWK en geniet dit om met tegnologie te werk. Sy gunstelingdier in ‘n leeu en daarom verkies hy die bosveld indien hy wil vakansie hou. Sy gunstelingkleur is rooi en hy hou van Fanta Grape. “Start where you are, use what you have, do what you can.”

Ilse Walters (50) wants to prove that blondes are not stupid and that you don’t have to be a nerd to be a programmer! She lives in Randburg and works for GWK for 16 years now. Ilse is married, loves to travel, dine out, Asian food, the sea and koala bears, but she hates spiders. If she didn’t work in IT, she would be an events planner or photographer.

Ilse has an identical twin and believes that you should treat others the way you want to be treated.

Geborg deur

Jay-Jay Britz (29) is ‘n bachelor wat in Douglas werk. Hy’t op IT besluit omdat die bedryf volhoubare werksgeleenthede bied. Hy geniet die uitdagings wat IT soms het, die probleemoplossing, nuwe tegnologie en die satisfaksie om iets van niks te skep om die besigheid se lewe makliker te maak. Hy spandeer graag tyd saam met sy familie, is mal oor die see en watersport. As hy enigiets anders as IT sou doen, sou hy graag ‘n argitek of ‘n vlieënier wou wees.

Jay-Jay sal sy voortande gee vir ‘n ribeye steak (medium rare), uieringe en chips.

Johan Steyn (38) lewe volgens die motto: “As jy nie eerste is nie, is jy laaste.” (Maar hy is ook ‘n All Black-ondersteuner…).

Johan dra by tot die vooruitgang van die besigheid. Johan, wat gedink het hy gaan skatryk word in die IT-bedryf, werk al sedert 2006 vir GWK en vertel dat hy die meeste uitsien na ‘n koppie koffie wanneer hy ‘n suksesvolle projek afgehandel het. Hy is pa van twee pragtige dogtertjies en hoewel hy glo hy is die slimste, is sy vrou altyd reg. Hy is mal oor bobotie, Spiced Gold en Coke en stel baie belang in boerdery.

Johandré Schreuder (29) is nie net die IT-ekspert by die huis nie, hy sorg ook vir die laaste agt jaar dat al die derdepartystelsels met KTS integreer, sodat al die besighede hul relevante inligting kan kry om hul doel te bereik. Hy geniet die “kick” wat hy kry indien hy moeilike projekte aanpak en daarin slaag. Johandré is getroud en geniet dit om oor naweke rondom die huis te werk. Hy hou van whiskey met water, ‘n steak wat morsdood is, die bosveld en hy is mal oor sy twee worshonde. Hy tokkel graag sy kitaar en vrees om iewers langs die pad tussen niks en nêrens te gaan staan.

Liesl Gous (37) is ongetroud en werk al vir die afgelope 13 jaar by GWK, waar sy dit geniet omdat sy van haar huis af kan werk. Haar werk is om ondersteuning te bied vir finansiering en finansies om hulle werk dag tot dag effektief te kan doen. Haar grootste vrees is dat KTS crash, “terwyl ek op verlof is en geen sein het nie.” Liesl se gunsteling kleur is groen en sy verkies om so min as moontlik in haar vrye tyd te doen. Sy hou van die bosveld en braaivleis, en sal haar vierpoot-kinders vir niks in die wêreld verruil nie.

Liesl Lombard (29) beweeg vir die afgelope 20 maande tussen Kimberley en Douglas. “Met sagteware-ontwikkeling bied ons die besigheid geleenthede om prosesse meer effektief te maak en sodoende produktiwiteit te verhoog. Dit dra alles by tot die winsgewendheid van die besigheid,” vertel Liesl. Indien sy nie in die IT-bedryf was nie, sou sy graag ‘n ongevalledokter of ‘n paramedikus wou wees. Hoewel sy vrek bang is vir spinnekoppe en slange, is sy ‘n adrenalien-junkie wat al by Bloukrans, 216m ver, ge-bungee het.

Manie Piek (39) werk in Douglas en sy span se goeie gees maak sy werk elke dag iets om na uit te sien. Hy bestel parte en ander rekenaarverwante items sodat IT-toerusting glad loop en het op IT besluit omdat hy van tegnologie hou en hoe dit elke dag ontwikkel. Manie het eers vir sewe en ‘n half jaar

by FloTank gewerk voordat hy by GWK IT begin het. Manie kyk graag TV-reekse in sy vrye tyd en is mal oor pasta, klein hondjies, die see en die fliek Turbulence. Dié losloper se motto in die lewe is: “If you fell down yesterday, stand up today.”

Pieter Noeth (29) het op IT besluit omdat hy daarvan hou om mense te help en ‘n verskil te probeer maak. Hy help om die rekenaars in GWK aan die gang te hou, “sodat GWK se personeel hulle werk kan doen,” sê Pieter wat vir die afgelope drie jaar by GWK werk. Hy is mal oor steak en chips, whiskey en water, en in sy vrye tyd ry hy MX of restoureer ou karre en motorfietse. Pieter glo vas hy is in die verkeerde era gebore wanneer dit by karre kom. Hy ontspan graag in die bosveld en sou graag ook ‘n wildbewaarder wou wees.

Mashishimale Ponder Maila (26) assists the company to work more efficiently and to maximize productivity. She is interested in working with technology and is passionate about learning as this industry keeps on growing very fast. Mashishimale is single and attends choir practice in her spare time. She loves birds, the colour blue and the bush veld. If she could choose any other career she would have been a social worker.

Mashishimale enjoys to live a private life because she believes that “what people don’t know, they can’t ruin.”

Rendani Mmbodi (20) works in Douglas and does the programming for KTS to enhance it to be more user friendly.

What he enjoys most is the fact that he always strives for innovative solutions and makes positive impacts on the success of the workplace. In his spare time he likes to read and watch Spiderman, but does not like to be unproductive. His favourite food is beef tripe with a soft drink. Rendani, who is also interested in sport management, can speak all 11 official languages.

Riaan Hansen (35) werk vir die afgelope drie maande in Douglas. Met die ondervinding wat Riaan oor die jare opgedoen het, glo hy dat hy meer ingeligte besluite kan maak en sodoende kan die IT-afdeling beter diens lewer. Hy geniet tyd saam met sy familie, ‘n glasie whiskey en is mal oor biltong, braaivleis en braaibroodjies! Riaan, wat graag sou graag wou reis vir ‘n lewe, is mal oor die fliek Hackers. Hy het vir sewe jaar powerlifting gedoen waar hy drie goue medaljes vir Noord-Kaap en Vrystaat verwerf het, asook een goue medalje vir Suid-Afrika.

Talitha Pienaar (58) is al amper drie dekades deel van die GWK span.

Sy vertel dat sy op IT besluit het, omdat “daar elke dag iets nuut op die horison is.” Talitha is gewoonlik aan die anderkant van die foon met ‘n KTS-probleem en probeer haar bes om probleme, of die herhaling daarvan, te voorkom. Sy is bang vir spoed, die donker of sprinkane en glo daarin dat jy ander mense met respek moet behandel en altyd jou bloeddruk in ag moet neem. “Many moons ago was ek mooi, maer en fiks, nou moet daar onderhandel word,” lag Talitha.

Marezélle Willemse (40) lees of bak graag as sy wil ontspan en stel ook baie belang in die gasvryheidsbedryf. Marezélle, wat al vir 14 jaar deel van die GWK-span is, fokus op die stabiliteit en die deurlopende verbetering van die stelsels en prosesse, asook die bemagtiging van die sagteware-span om die divisies in GWK te ondersteun. Sy geniet IT omdat daar elke dag iets nuut is om te leer en te ondersoek. Marezélle ry ook graag 4x4-roetes in die woestyn en bieg dat sy al meer as 20 keer The Sound of Music gekyk het. Volhard en oorwin is haar motto in die lewe.

23

AGRIQUA - SIMA

As previously communicated, Agriqua Holdings, a business in line with the overall strategy of GWK, is focused on creating a sustainable model that can support and develop our region’s emerging farmers.

The business was in the planning stages and has now reached implementation.

The overarching objective of our social engagement is to support GWK’s position as a credible, transformative company with a positive impact on the agricultural community for the mutual benefit of our key stakeholders. We will never see our social involvement as an obligation, but rather as an opportunity to improve people’s lives and contribute to the areas in which our businesses operate.

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“Agriqua Holdings, a business in line with the overall strategy of GWK, is focused on creating a sustainable model that can support and develop our region’s emerging farmers.”

Why are we doing this at GWK? Frank Lawrence, in his report as chairman of our board, communicated: “We understand the importance of transformation in South Africa and especially in agriculture. We, however, also know that transformation must be done in the right manner and for the right reasons, with strategies that will contribute to long-term results.

Agriqua is an example of this.”

Taung is beautiful and rich in soil, thus GWK sees potential and growth for everyone. It is important to get involved in the development of emerging farmers. GWK assists these farmers by reforming their understanding of other aspects of farming, what financial implications it has and getting them on a high standard of farming to produce quality products and ranges.

What are we doing to help?

Our projects in this regard are focused on skills development, ownership, preferential procurement, and supplier and enterprise development. GWK enriches these farmers’ lives by offering support and products to sustain and maintain their farms. “We help prepare the ploughs, examine the irrigation systems and the conditions of the land and work out a plan so

that we can do everything with precision,” explains Nantie Fourie, who is closely involved with the project.

Challenges Female farmer Masego Riet, who has taken over her late father’s farm, expresses that the farm fields are in remote areas so she is required to consider safety as an aspect at all times and that female farmers need more assistance since it is a male dominated industry.

Moretlo Joseph, who has been farming for 41years, mentions he has been going nowhere as a farmer all these years because electricity maintenance in Taung is extremely high and restrains him from reaping from his hard work. Gaolatlhe Kgaoganeng expresses that their farm fields do not have any fences around them, therefore, goats and cattle gain access and move around or feed on the crops.

With much effort, Agriqua Holdings is working on minimalising the challenges faced by these farmers on a daily. The Taung farmers are grateful for the support they are receiving from Agriqua Holdings and are looking forward to the next quarter with them.

Sammelitha van Bosch, who is on site with the farmers’ weekly, shares that she can see that this project is

bringing back hope and the desire to farm again. The farmers’ attendance at meetings has increased and everyone is eager to learn. Wheat farmers are now on board and a few cotton and lucerne farmers as well. A comparison of the cotton season prior to the GWK involvement and thereafter shows that there is 50% improvement.

The wheat growing at the moment is showing to be of higher standards and reaching commercial levels.

Nantie and Sammelitha, including all the Agriqua Holdings members, serve these people with immense amount of passion and love what they do – and that is the motivation that these Taung farmers require. As Sammelitha would say, “if you do the right things for the right reasons at the right time, you will get the right results.” That is exactly what GWK strives for.

As you know, this project is an important part of GWK’s transformation strategy. Communicating to all GWK employees about this is of great value because everyone understands what the company is trying to achieve and their role within it and we will obtain a much more consistent approach.

Engaged employees are highly motivated, providing valuable, productive and effective feedback. GWK truly wants what’s best for their employees as well their customers.

25

What’s in the

policy?

- CHARNé In every edition of Rocketeer, we provide a brief summary of GWK policies. In this issue we take a look at the Injuries on Duty Policy. As in all the previous editions, this is only a summary of the policy and it remains the responsibility of each employee to ensure that he/she is familiar with all company policies that are available in full format on the GWK intranet.

Payment for injuries on duty The main objective of the Compensation for Occupational Injuries and Disease Act (COID Act) is to facilitate a process which provides for payment of medical treatment and compensation for disablement caused by occupational injuries and diseases sustained by employees in the course of their employment, or for death resulting from such injuries or diseases, as well as any relevant matters.

For the purpose of this article, we will focus on the payments that should be made by the employer to the injured employee. If an employee is injured on duty and is sent to the medical practitioner or hospital, one of the following three payment criteria comes into operation: Payment criteria one: Section 22(2) stipulates that no “periodical payments” shall be made in

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respect of temporary total disablement or temporary partial disablement which lasts for three days or less.

In other words, when an employee is booked off due to an injury on duty (IOD) for three days or less, the compensation fund does not pay compensation.

The commissioner’s offices would simply not be able to deal with all these minor cases, this is mainly why “periodical payments” are not made.

This means that the employer may also not make periodical payments to the employee for IODs of three days or less. In cases like this, IOD leave or special leave usually apply.

The W.Cl 4 (first medical report) could be used by the employer to book off the employee.

Payment criteria two: Section 47(1) of COIDA stipulates that compensation for temporary total disablement must be calculated on

the basis set out in Item 1 of Schedule 4. If the employee is booked off due to an IOD for four days or longer, but less than three months, the employer must pay the injured employee at a rate of at least 75% of his earnings, from the first day, until the employee returns to work.

It does however exclude: • payment for intermittent overtime; • payment for non-recurrent occasional services; • amounts paid by an employer to an employee to cover any special expenses; • ex-gratia payment whether by the employer or any other person; • travelling and subsistence allowances.

Payment criteria three: If the employee is booked off due to

an IOD for a period longer than three months, the employer pays the injured employee at a rate of least 75% of the workers earnings, for the first three months.

Once the three-month period expires, the injured employee must claim money from the compensation fund.

If there is any uncertainty relating to an IOD, complete and submit the forms to the commissioner and let them decide. The COIDA works on the provision of “at the discretion of the compensation commissioner”.

What procedure should I take in case of an injury?

GWK has different procedures for different injuries. Make sure that you are familiar with each injury type and relevant procedure.

Near-miss incidents: • Observer/involved person report the incident on the same day or shift work to the SHE representative/supervisor; • The SHE representative record the incident on the Incident Reporting form and hands it in to the business manager to be filed in the site SHE files and send it through to the Specialist Manager: Safety within 24 hours; • The business manager will determine what immediate actions should be taken; • He/she would forward the form to the Specialist Manager: Safety to be recorded on the Incident Register and captured on the quarterly Internal audit committee meetings; Minor injuries (first aid only) incidents: • The injured employee will report the incident to his/her supervisor/ SHE representative as soon as possible before the end of his/her shift; • The incident is recorded on the Incident Reporting form, filed in the site SHE files and forwarded to the business manager and Specialist Manager: Safety within 24 hours; • The injured is taken to the appointed first aider who will take care of the injured; • The supervisor/SHE representative investigates the minor injury

as needed; • The injury will then be further discussed by the supervisor, SHE representative and the business manager; • Recommendations/corrective measures will be derived out of the said discussion; • The manager will then forward the forms to the Specialist Manager: Safety to be recorded on the SHE registers and captured on the quarterly Internal Audit Committee meetings; Regulation 9 incidents (medical treatment): • The injured employee will report the incident to his/her supervisor/ SHE representative as soon as possible before the end of his/ her shift to indicate that he/she needs to see a medical doctor; • Under no circumstances may an injured employee leave the premises to visit his private general practitioner before reporting the incident to his/her employer; • Only doctors identified to treat injuries on duty are to attend to the injured for treatment and/or further referral (X-Rays, specialists,etc.); • The supervisor/SHE representative must fully complete form WCL 2 and send the duplicate of the WCL 2 and a copy of the injured employee’s identity document to the doctor or medical centre; • The incident is recorded on the Incident Reporting form and forwarded to the business manager and Specialist Manager: Safety within 24 hours; • The business manager, supervisor and SHE representative completes Part A and B of the Annexure 1, prior to starting an investigation. The investigation must begin within seven days of the incident. The investigation is to be recorded on the Incident Investigation Report, with recommendations/corrective measures to prevent such further incidents; • The supervisor/SHE representative immediately forward the WCL2 form, doctor’s medical reports and a copy of the injured’s ID to Human Resources at Head Office; • Human Resources will report the incident to Department of Labour/Compensation Commis-

sioner within seven days; Section 24 incidents: • The injured employee is to be taken to the hospital or medical centre by ambulance immediately; • Under no circumstances may an injured employee leave the premises to visit his private general practitioner before reporting the incident to his/her employer; • Only doctors identified to treat injuries on duty are to attend to the injured for treatment and/or further referral (X-Rays, specialists, etc.); • The supervisor/SHE representative must fully complete form WCL 2 and send the duplicate of the WCL 2 and a copy of the injured’s ID to the doctor or medical centre; • The incident is recorded on the Incident Reporting form and forwarded to the business manager and Specialist Manager: Safety within 24 hours; • The business manager, supervisor and SHE representative completes Part A and B of the Annexure 1, prior to starting an investigation. The investigation must begin within seven days of the incident. The investigation is to be recorded on the Incident Investigation Report, with recommendations/corrective measures to prevent such further incidents; • The business manager immediately notifies the Department of Labour, of the section 24 incident • The Supervisor/SHE representative immediately forwards the WCL2 form, doctor’s medical reports and a copy of the injured’s ID to Human Resources at Head Office; • The HR department will report the incident to Department of Labour/Compensation Commissioner within seven days; • Department of Labour may take over to lead the investigation; • After finalising the investigation and identifying of the root causes, the business manager should discuss the incident with management and take the necessary disciplinary actions in the case of negligence according to the Disciplinary Code; • The original forms are filed and kept for at least three years.

27

Biggest loser Wat het ons hier?

Kimberley-kantoor skud die kilo’s af!

- CHARNé Dit is weer daardie tyd van die jaar wanneer die trooskos van die winter almal se skaal met ‘n hele paar kilogramme laat kreun het en ons met die naderende Desember-vakansie graag weer ‘n somerlyfie sal wil hê…

Om gewig te verloor, is nie altyd maklik nie – veral nie as jy dit alleen moet doen nie. Daarom het Tanya Diederiks (GWK Finansies), besluit om namens almal wat sukkel om in verlede seisoen se broek te pas, die voortou te neem.

Tanya, die meesterbrein agter die Kimberley-kantoor se Biggest Loserkompetisie wat in September 2018 die eerste keer plaasgevind het, vertel dat sy dit gesien het as ‘n geleentheid waar alle GWK-personeellede in Kimberley mekaar kan motiveer om ‘n bietjie minder te eet en ‘n bietjie meer te oefen.

“Almal sê altyd dat hulle graag gesonder sal wil eet en meer sal wil oefen wanneer hulle oor hul gewig kla. Dit help egter partykeer om dit saam met iemand anders te doen, wat jou ‘n bietjie op jou tone kan hou en jou kan keer wanneer jy die reëls wil oortree. Boonop help dié kompetisie regtig om meer gesonde gewoontes binne hierdie vyf weke te kweek, want daarna is ‘n mens dikwels meer geneig om twee keer te

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dink voordat jy weer iets ongesond in jou mond druk,” sê Tanya wat self 1,2kg tydens vanjaar se kompetisie afgeskud het.

Hoe werk die kompetisie?

Volgens Tanya is dit, vir logistieke redes, net makliker om slegs personeellede in die Kimberley-kantoor te betrek, aangesien elke deelnemer elke week ingeweeg moet word. “Ek het vanjaar aan almal ‘n e-pos gestuur om te hoor wie graag aan hierdie kompetisie sal wil deelneem, en net soos die vorige jaar, was die belangstelling groot,” vertel sy.

The Biggest Loser-kompetisie het afgeskop met die inweeg van elke deelnemer waarna hy/sy vir die daaropvolgende vyf weke een keer per week by die kantoor ingeweeg moes word. Aan die einde van hierdie tydperk is alle deelnemers weer vir oulaas ingeweeg, waarna die wenners bepaal is deur die persoon wat die hoogste persentasie liggaamsgewigsverlies getoon het.

Vanjaar is die mans en vroue, vir die doeleindes van hierdie kompetisie, in twee verskillende kategorieë beoordeel. Elke deelnemer moes R200 betaal om te kon deelneem, wat na afloop daarvan tussen die afsonderlike wenners van hierdie twee kategorieë verdeel is.

Volgens Tanya gaan sy vir seker volgende jaar weer só ‘n kompetisie hou. “Die gees wat die personeel hier by GWK het, is regtig ongelooflik goed! Al die deelnemers was só positief en opgewonde oor die Biggest Loser-kompetisie, selfs al was komplimente die enigste lekker ding wat hulle toegelaat was vir daardie vyf weke,” sê sy tong-in-die-kies.

as Wie w rs? enne w e i d

“My broek druk nie meer ‘n tatoeëermerk op my maag nie!”

“Ek wou soveel as moontlik gewig verloor, verkieslik sonder om dood te gaan van die honger.”

Biggest loser Wat het ons hier?

Selome` Jordaan

Fred Louw

Selomé Jordaan van Regsdienste het haar eie verwagtinge oortref deur vanjaar as die wenner in die kategorie vir vroue aangewys te word nadat sy ‘n allemintige 7,2kg gedurende hierdie kompetisie afgeskud het.

Sy vertel dat sy alle suiker en koringprodukte gedurende dié kompetisie uitgesny het, maar dat sy ook die immergewilde Intermitted Fasting probeer het deur glad nie enigiets ná 18:00 saans te eet nie. Haar grootste doelwit en uitdaging was egter om haarself te oortuig dat sy nie slegs gesonder sal moet eet nie, maar ook meer aktief sal moet begin raak. “Ek het nog altyd meestal gesond geëet, maar net so elke nou en dan ook geoefen,” verduidelik sy.

“Die eerste twee weke het ek regtig swaargekry en dit het baie selfdissipline gekos om nie enige sjokolade of pizzas te verorber nie,” sê die selferkende soettand. Hoewel sy aan die einde van hierdie vyf weke nie meer kon wag om weer ‘n pizza te eet nie, het die kompetisie vir haar slegs as ‘n motivering gedien om van nou af ‘n gesonder leefstyl te handhaaf.

“Ek sal vir seker weer aan só ‘n kompetisie deelneem, omdat dit soveel pret is en almal mekaar deurentyd kan ondersteun. Ek dink dis ook ‘n heerlike spanbou-geleentheid vir GWK,” sê sy.

Fred Louw, Kredietbestuurder, het homself met ‘n heerlike hamburger en skyfies bederf nadat hy behoorlik stof in al sy mede-deelnemers se oë geskop het en uiteindelik as die wenner van die kategorie vir mans aangewys is.

Hy vertel dat hy aanvanklik slegs vir die doeleindes van goeie spangees vir hierdie kompetisie ingeskryf het, maar homself egter verbaas het deur uiteindelik altesaam 7,4kg in die proses te verloor. “My grootste uitdaging was egter om gedissiplineerd te bly ten spyte van allerhande lekkernye wat gedurende hierdie vyf weke gereeld vir my gewink het,” verduidelik hy.

Fred, wat tydens hierdie kompetisie slegs gesond geëet het, vertel dat hy beslis aartappels en sjokolade die heel meeste gemis het. “Ek het probeer om meer water te drink, asook om my stysel- en suikerinname te beperk, hoewel ek moet erken dat ek ‘n hele paar keer byna voor sommige versoekings geswig het,” sê hy.

“Hierdie kompetisie was maar net die begin en daarom glo ek dat dit van hier af net beter kan gaan! Ek gaan steeds probeer om meestal gesonder keuses te maak en sien ook regtig baie uit na volgende jaar se kompetisie,” sê hy.

29

Johan en Brigitte Vorster se Barend is op 28 Mei gebore.

Alowine Horn se babaseun, Justin Mawethu Horn, is gebore op 18 Julie 2019.

Wel, wat het ons hier?

- Leana

Gideon Cloete (Finansies) het ‘n bondel vreugde verwelkom.

Ontmoet vir Giaan Giovanni Carlu Prens, gebore op 17 Augustus 2019.

Simone Storey en haar verloofde, Morné Gouws, het die 27ste Oktober 2018 verloof geraak en trou Desember 2019.

Niemand kan sê Rocketeerversoeke word nie beantwoord nie…

Douglas Handel het op Erfenisdag terug na hul wortels gegaan en die dag kleur gegee!

15 Augustus sal vir altyd as die Die Dag Van Die Eier bekendstaan.

Maar Reinard laat nie toe dat ‘n baas-baard in die pad van ‘n lekker toebroodjie staan nie.

Yvonnia Ngada (kassiere by Douglas Handel) en Elzano Keet het hulle seuntjie op 1 Junie vanjaar verwelkom.

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EEN JAAR VAN SUKSES

MSD-DIEREGESONDHEIDSKURSUS IN MALELANE

“Op 21 Augustus 2019 het ons MBA (20 Keys) een jaar oud geword. Die groep se naam is All4one en ons missie is om fokus te plaas op kwaliteit en nie op kwantiteit. Kwaliteit produkte sowel as diens. Ons eerste daaglikse vergadering was op 21 Augustus 2018 en is baie trots dat ons een jaar suksesvol kon afhandel. Ons hoop om nog tien jaar se groei en verandering toe te pas. Die span het sommer aan stokkielekkers gesmul. Dit is heerlik om deel van só ‘n span te wees met ‘n sin vir humor!” – Chanel Potgieter (Prieska Produkte)

“GWK Handel het ‘n besonderse geleentheid gehad om die MSDdieregesondheidskursus in Malelane te kon bywoon. Dr. Faffa Malan van Landbouweekblad se “Vra vir Faffa” het ‘n groot gedeelte van die kursus aangebied. Hy is voorwaar ‘n legende!

Ons het ongelooflik baie geleer.

Ons is ook na die proefplaas geneem, waar talle proewe op nuwe middels gedoen word. Vir die meeste van ons was dit ons eerste keer so ver van ons wortels af. Ons het op die oewer van die Krokodilrivier gebly, wat vir ons ‘n blik op die Kruger Nasionale Park gegee het.

Ons wil opreg dankie sê vir die groot geleentheid. Dit was voorwaar ‘n belewenis.” – Elreze Faber Die gelukkige personeel is: Marilize Weber (Kimberley), Mark Du Plessis (Barkly-Wes), Johannes Yman (Hopetown), Elandre Slabbert (Magogong), en Elreze Faber (Douglas)

DOUGLAS HOËRSKOOL MAAK GESKIEDENIS! Louis Nel, bemarkingsbestuurder by GWK Agri Bemarking, vertel dat GWK se betrokkenheid by skole in die gemeenskap ‘n groot verskil maak – dit help om akademie, sport en infrastruktuur in stand te hou en stel dié skole in staat om op groter platforms deel te neem.

“Ek is tans drie jaar betrokke as die agterlyn-afrigter vir die eerste span van Douglas Hoërskool. Sedert ons betrokke is by die span, kon ons daarin slaag om vir die eerste keer in sowat 13 jaar weer die kleinskole-liga te wen, teen Wildeklawer Akademie in Kimberley in 2017,” vertel hy.

Vandaar is die span deur na die Kovsie-semifinaal teen Hoopstad in Welkom, waar hulle ongelukkig met

een punt verloor het. Die daaropvolgende jaar het die span uitgeval met punte-uittel-stelsel, en het die jaar afgesluit in die derde plek in die kleinskole-liga.

“Dié jaar, 2019, was die speelveld ‘n bietjie moeiliker omdat ons in ‘n gemengde groep gespeel het waar medium-skole soos Hartswater, De Aar en Vaalharts ook deelgeneem het as teenstanders,” sê Louis.

Douglas se eerstespan (die Wildehonde) het dit dié jaar weer reggekry om die Kleinskole-finaal te wen, wat plaasgevind het in Kimberley op Tafel Lager Park. Hier het hulle vir Hartswater (medium-skool) gewen met ‘n telling van 17-11, en deurgedring na die Kovsie-semifinaal waar hulle teen

hul ou “rivals”, Hoopstad, te staan gekom het.

“Dit was weer op Tafel Lager Park, waar ons dit kon regkry om 24-20 te wen en Douglas Hoërskool as ‘n gerekende teenstander gevestig het.”

Op 24 Augustus het Douglas Hoërskool teen Hennenman in die Kovsiefinaal gespeel, en hiér maak Douglas geskiedenis. Hulle wen 27-26 op Shimlapark (Kovsies) – die eerste Wildehonde-span in die geskiedenis van Douglas Hoërskool se 123-jarige bestaan wat dié mylpaal kon bereik.

“Dankie dat GWK aan my tyd afstaan om die seuns te help afrig – hierdeur help almal mekaar om groot hoogtes te bereik,” sê Louis.

31

‘n Afslaer met ‘n passie vir sy werk!

As die enigste deelnemer van Suid-Afrika wat aan die International Livestock Auctioneer Championship deelgeneem het, het Barco van Niekerk (Veilingbestuurder), ‘n 26ste plek uit 40 deelnemers behaal.

Dié kampioenskap vind elke jaar tydens die Calgary Stampede plaas, waar deelnemers van regoor die wêreld in Kanada teen mekaar meeding vir die titel. Inskrywings vir die kompetisie word elke jaar beperk tot slegs 40 afslaers van onder meer Kanada, VSA, Suid-Afrika en Australië.

As gevolg van die afslaers-bedryf wat bekendstaan as ‘n “baie beperkende bedryf” ten opsigte van geleenthede vir nuwe of jong afslaers om die bedryf te betree, het Veeplaas en Toyota SA besluit om ongeveer ses jaar terug ‘n jaarlikse kompetisie tydens die ALFA-skou in Parys, Vrystaat te begin. Die kompetisie is spesifiek vir jong afslaers, waar hulle teen mekaar meeding en so word daar ook ‘n platform geskep waar jong afslaers in die bedryf hulle vaardighede aan die veilingsbedryf ten toon kan stel.

Die wenner van die kompetisie kry dan die geleentheid om internasionaal te gaan meeding.

Barco is gedurende 2018 as die kompetisie se Nasionale Toyota SA Jong Afslaer van die Jaar bekroon, nadat hy in 2015 tweede geëindig het. Hy was ook deel van die beoordelaarspaneel tydens vanjaar se kompetisie.

Van Niekerk, wat reeds vanaf 2016 ‘n afslaer by GWK is, vertel dat hy nog altyd belang gestel het in landbou en direk ná skool in die lewendehawe-boerderybedryf betree het.

In 2014 het hy as lewendehawebemarker betrokke geraak in die veilingsbedryf en op ‘n dag die afslaer van die veiling waar hy as bemarker

32

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gewerk het, gevra of hy kan probeer opveil, en “net daar en dan het my liefde en belangstel vir afslaerbedryf begin,” vertel hy.

Die kompetisie het oor twee dae gestrek en het die opveil van lotte oor twee dae behels.

Dag een, wat ook as die Preliminary Round bekendstaan, is in Stavely, Alberta, by die Foothills Auction Stockyard gehou. Hier het die uitdunrondtes plaasgevind, waarna die top tien plekke vir die kompetisie bepaal is.

“Daar is ‘n 1 000 beeste aangebied op ‘n werklike veiling op die dag. Elke afslaer het ‘n nommer getrek wat aangedui het wanneer dit sy beurt was om sy sewe lotte vir die dag op te veil.

“Afslaers moes aan ‘n streng kriteria voldoen en was onder meer beoordeel op hulle voorkoms, inleiding en beskrywing van die diere wat opgeveil word, spoed, ritme, duidelikheid op die oor, afslaer-korrektheid tydens die neem van ‘n bod en die toeslaan van die bod, interaksie met kopers en die afsluit van die veiling na afloop van die veiling,” verduidelik Barco.

Op die tweede dag neem slegs die top tien, wat gedurende die uitdun rondte gekies is, deel.

Slegs twee lotte lewendehawe word opgeveil en dan ook ‘n “Black Box”. Die “Black Box” is ‘n item waarvoor ‘n kaartjie met die beskrywing van die item op getrek word, waarna die afslaer die spesifieke item dadelik moet beskryf en opveil. “Wat dit hier moeilik maak, is dat dit gewoonlik iets is wat aan jou as afslaer onbekend is, sowel as die waarde van die item,” sê Barco. ‘n Eerste-, tweede- en derdeplek word dan aangewys en die algehele wenner stap met ‘n kontantprys van $10 000 (dollar) weg.

Gedurende Barco se tyd daar,

het hy ook aan die Rookie of the Year-kompetisie deelgeneem, waarin hy ‘n vierdeplek behaal het. Afslaers wat aan die kompetisie deelneem, moet vir korter as vyf jaar afslaers wees.

“Om ‘n afslaer te wees, verg baie inspanning. Verstandelik kan dit ook baie uitputtend gedurende ‘n veiling wees omdat jy uiterste hoë konsentrasievlakke moet handhaaf. Jy moet heeltyd op jou voete dink en in split-sekondes met getalle werk en besluite maak,” sê Barco.

Hy vertel verder dat uithouvermoë en ‘n sterk stem twee van die kern-aspekte is om ‘n afslaer te wees. “‘n Gemiddelde veilig kan ongeveer drie ure duur sonder enige breuke. ‘n Geoefende afslaer kan maklik 50 tot 60 lotte per uur doen.”

Hy voeg ook by dit daar baie verantwoordelikheid op afslaers geplaas word omdat hulle namens die produsent sy produk moet verkoop.

Volgens Barco is die afslaersbedryf ‘n baie groot bedryf met baie verskillende fasette. “Lewendehawe-/landbouprodukte is slegs ‘n gedeelte van die bedryf. Enigiets wat verkoop of aangebied kan word, kan per veiling deur ‘n afslaer verkoop word.

“Veilings oorsee is baie algemeen, maar in Suid-Afrika is dit maar meer bekend onder landbou, eiendom en voertuie.”

Barco sal graag nog die stoetveemark in die afslaersbedryf wil betree, wat “‘n baie moeilike en beperkte gedeelte van die lewendehawe-bedryf is, maar dit word gesien as die hoogste vlak van die lewendehawe-afslaersbedryf,” vertel hy opgewonde.

- Charné

Loslitdag 2019 Tema: ‘Time to shine with persons with disabilities’

- LEANA

GWK Saad op Douglas het hulle tema, “Time to shine” behoorlik sigbaar gemaak!

Prieska Produkte en Prieska Silo’s se tema was “Ons gaan see toe”.

Die span dames by Flotank het ‘n standpunt ingeneem teen geweld teen vroue en kinders.

33

Supersterre!

In die gees van toewyding, het ons ‘n geheim oor een van ons kollegas uitgevind. Charné van der Merwe (in die kommunikasiespan) was besonder toegewyd aan haar twee ikone: Patricia Lewis en Amor Vittone. Ons het meer uitgevind oor haar diepgewortelde liefde vir dié twee.

Patricia Lewis

Hoekom Patricia en hoekom Amor?

Hoekom nie Laurika Rauch nie?

As ‘n klein dogtertjie was ek baie geïnteresseerd in die media. Elke keer as ek in die winkel kom, was óf Patricia óf Amor op een of ander boek, en ek het gedink hulle is baie “cool”.

Vir hoe lank het jou fassinasie geduur?

Om en by vyf jaar. Ek het opgehou prente versamel toe ek Gr. 9 toe gaan.

Het jou ouers dit ondersteun?

Het hulle jou ooit laat toets…?

Haha! Wel, my ouers het boeke by die huis aangebring met prente van een van hulle twee in. Hulle het ook al die CD’s gekoop wat ek het.

Watter een van die twee het jou voorkoms en styl soos dit vandag is, die meeste beïnvloed?

Vir seker Patricia. Toe ek klein was, was ek mal oor haar lang hare en sy’t altyd mooi gelyk op Supersterre (wat op ‘n tyd my gunsteling-program was!).

As jy jou plakboeke so mooi bewaar, is die crush seker nog nie verby nie…?

Ek het soveel tyd en aandag daaraan spandeer.

Ek moes by hoeveel mense en dokterspreekkamers smeek vir die boeke vir my versameling van prente. Dit het ook amper my en my niggie se verhouding gekos (ons al twee het plakboeke oor Amor gemaak.) Dis goeie herinneringe en snaaks as ek vandag terugkyk daarna! Ek kry effens skaam!

- LEANA 34

Geborg deur

Amor Vittone

Never lose a team competition South Africa winning the 2019 Rugby World Cup means different things to different people, but each one can say they are equally proud of the team.

As usual, GWK Marketing and Communications always comes up with ways to let each one in the team astray from work for a minute and get their stress levels in check.

A Rugby World Cup competition was planned for the duration of the World Cup, where each team member had to predict which team would win a game and by how much they would win (like Superbru). Points were then given out according to the predictions. First place winner took home R1 000, second place walked away

with R500 and third place R250. The one with the least points in the end had to be honoured as well: The loser had to endure an ice bucket challenge.

Madri Scheepers won 1st place, Neil de Kerk came 2nd and Wilna Richter 3rd. There was a tie for last place, with an obvious loss, and Charné van der Merwe and I shared the ice bucket experience, which took place Friday, 15 November 2019.

Charné tried everything in her power to get out of doing the challenge “but in the end it wasn’t that bad. The whole team spirit and build-up was actually fun,” she says. I agree.

This was my first lesson as part of the team – never lose a team challenge!

- SIMA Results: 1.

2.

3.

4.

5.

5.

6.

7.

8.

9.

10.

11.

12.

12.

Madri 148 Neil 142 Wilna 140 Chantelle 137 Chanté 127 Janine 127 Leana 126 Leanne 122 Conrad 116 Aden 115 Leonore 111 Reinard 110 Sima 102 Charné 102

35

Verandering: Hoekom is dit so moeilik?

- MADELI GOUS

VERANDERING

36

Geborg deur

Verandering is noodsaaklik vir enige onderneming wat wil oorleef en floreer in ons toenemende mededingende en vinnige wêreld, maar hoekom is dit so moeilik vir ons om dit te aanvaar en te bestuur?

Verandering binne ‘n maatskappy word geassosieer met weerstand en spanning. Die rede hiervoor is dat werknemers bang is hulle verloor iets waardevol, of dat hulle nie kan aanpas by die nuwe werksomstandighede nie. Werknemers is bang vir die onbekende en die verandering in hul daaglikse roetine. Roetine laat ons veilig, seker en in beheer voel.

Een van die ses basiese menslike behoeftes, soos ontwikkel deur ekspert Tony Robbins, is sekerheid. Dit is die behoefte aan veiligheid en sekuriteit en om te weet hoe verandering ons sal beïnvloed. Dit is ‘n belangrike deel van ons oorlewingsinstink. Wanneer iemand bedreig of onveilig voel, skakel hulle van die rasionele kant van hul brein oor na die emosionele kant (fight or flight).

Hoe kan ons die veranderingsproses bestuur?

Inspireer personeel deur vir hulle die visie van die toekoms te vertel. In tye van onsekerheid wil mense wat verandering ervaar ‘n duidelike prentjie hê van die pad wat voorlê. Dit is belangrik om te deel wat jy weet – insluitend wát verander, wánneer en hóé. Verduidelik hoe dit die organisasie op die langtermyn positief sal beïnvloed. Dit moet die basis vorm vir

hoe jy kommunikeer oor die verandering vorentoe.

Hou werknemers op die hoogte deur gereelde kommunikasie gedurende elke stap van die veranderingsproses. Deurlopende kommunikasie is ‘n toonaangewende faktor in die sukses van verandering. Hou die volgende in gedagte: • Wees duidelik en konsekwent.

• Jy sal nie al die antwoorde hê nie – fokus op wat jy weet en wees eerlik indien jy nie iets weet nie.

• “What’s in it for me?” Werknemers is meer toegewyd aan verandering indien hulle weet wat hulle uit die verandering kry.

Gee erkenning aan individue wat die verandering omhels en die gewenste gedrag demonstreer.

Leiers moet personeel veilig en seker laat voel deur hul vrees en bekommernisse aan te spreek. Maak personeel aktief deel van die verandering. Kry insette en luister na hul opinies.

Die sagte vaardighede (soft skills) is egter die moeilike aspek van veranderingbestuur. Leiers moet empatiseer met personeel deur te verstaan hoe dit voel om in hulle skoene te staan. Maak seker dat jy duidelikheid gee, kommunikeer die impak aan diegene wat geraak word, plaas

jouself in hulle posisie en raak deel van hul storie.

Uiteindelik kan daar tot die gevolgtrekking gekom word dat enige vorm van verandering sekerlik individuele sowel as organisatoriese weerstand kan behels, maar deur effektiewe kommunikasie en konsultasie gedurende alle fases, kan gewenste uitkomste verseker word. Dit bly belangrik om die hoofbron van weerstand te identifiseer en aksieplanne te implementeer vir die hantering daarvan.

Suksesvolle verandering in ‘n organisasie sal sterk toewyding en betrokkenheid van senior bestuur vereis, ‘n gefokusde en geïntegreerde benadering, sterk en stabiele leierskap en effektiewe en oop kommunikasie om sodoende personeel te sensiteer en bewus te maak van die behoefte aan verandering.

Vir die minimalisering van die weerstand teen die verandering, speel die deelname van werknemers se betrokkenheid by die proses ‘n belangrike rol. Daarom is behoorlike beplanning, gekoördineerde benadering en volledige betrokkenheid van alle belanghebbendes ‘n deurslaggewende faktor in die uitvoering van strategiese besluite en die bepaling van die sukses van verandering.

“Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better.”

- King Whitney Jr. 37

Kliniese uitbranding ‘n realiteit - NW Smit en Theani Groenewald Voel jy afgemat? Emosieloos? Besluiteloos? Sukkel jy om te konsentreer en het jy slapelose nagte? Pasop! Dit is wesenlike gevaartekens dat jy besig is om uit te brand, of alreeds het!

Volgens prof. Ina Rothmann van die Noordwes Universiteit (NWU), is dit ‘n geleidelike proses en bekruip die sindroom jou soos ‘n dief in die nag.

“Binne ‘n oogwink herken jy nie meer

“Jy is verantwoordelik vir jou eie gesondheid.”

– Ina Rothmann

38

Geborg deur

jouself of jou optrede nie.” ‘n Kommerwekkende 53% van mense in professionele beroepe toon hoë risiko van uitbranding.

Die sindroom is vir die eerste keer deur World Health Organisation (WHO) in die International Classification of Diseases (ICD) as ‘n mediese toestand erken, en word gebruik as ‘n maatstaf vir diagnose en gesondheidsversekeraars. Die besluit is tydens die WHO-konferensie in Genève, Switserland, geneem en kan help met dekades se debatte onder deskundiges oor die definisie van uitbranding en of dit dus as ‘n mediese toestand beskou moet word.

In die jongste opdatering regoor die wêreld rakende siektes en beserings, definieer die WHO uitbranding as ‘n sindroom wat gekonseptualiseer word as gevolg van chroniese spanning wat nie suksesvol bestuur word nie.

Uitbranding word gekenmerk deur drie eienskappe: • Gevoelens van energie-uitputting of verhoogde verstandelike afstand van ‘n individu se werk; • Gevoelens van negatiwiteit of sinisme wat verband hou met ‘n individu se werk; en • Verminderde professionele doeltreffendheid.

Volgens die klassifikasie verwys uitbranding spesifiek na verskynsels in die beroepskonteks en moet dit nie toegepas word om ervarings in ander terreine van die lewe te beskryf nie.

Geestesgesondheidsiektes soos depressie, angsversteurings, bipolêre gemoedsversteuring en slaapversteuring loop hand-aan-hand met uitbranding en vanuit ‘n fisiologiese oogpunt staan adrenalien, wat tydens spanning afgeskei word, ook

bekend as die “veg-of-vlug-reaksie”.

Indien spanning nie opklaar nie, beweeg dit na chroniese spanning en uitbranding. Gedurende dié proses skei jou liggaam kortisol af, waar veranderinge in dopamine- en serotonienvlakke plaasvind. Indien dit nie behandel word nie, kan dit tot depressie lei, verduidelik Rothmann.

Volgens Discovery Health se data maak depressie meer as 40% van die algehele geestesgesondheidsiektes uit.

Rothmann bevestig dat uitbranding en geestesgesondheidsiektes tot groot uitgawes vir families asook mediese fondse kan lei.

Volgens dr. Jonathan Broomberg, uitvoerende hoof van Discovery Health, het geestesgesondheidsuitgawes net in Suid-Afrika die afgelope vyf jaar met meer as 80% toegeneem en ongeveer R2 miljard is bereik met hospitalisering-eise. Dit is ‘n kommerwekkende R32 miljoen meer as voorspel.

Prof. Crick Lund, direkteur van die Public Mental Health (CPMH), is van mening dat die bestedingsyfer wat deur Discovery Health gerapporteer word, slegs die punt van die ysberg verteenwoordig.

Die navorsing is slegs op inwoners van RSA wat aan ‘n mediese fonds behoort. Dit blyk om slegs 16% van sowat 57 miljoen mense te wees.

Gedurende ‘n kongres in SuidAfrika, het prof. Wilmar Schaufeli, van die Universiteit van Utrecht in Nederland, verduidelik dat dit tot vier jaar kan neem om van kliniese uitbranding te herstel. “Die slegte nuus is wel dat jou persoonlike weerstand teen uitbranding dan reeds permanente skade opgedoen het. Jou uitbranding-weerstandsvlakke is nooit weer dieselfde nie, wat jou meer vatbaar vir uitbranding in die toekoms maak.”

Verskeie oorsake kan tot kliniese uitbranding lei en dus is dit belangrik dat dit uit ‘n holistiese oogpunt gesien moet word.

Faktore soos die politieke klimaat, ekonomiese omstandighede, huis-

houdelike omstandighede, individuele persoonlikheid, finansiële situasies, werksdruk, ‘n swak dieet, versteurde bio-ritmes, work-life balance, onvoldoende rusperiodes en vele meer kan bydra tot uitbranding.

Ongelukkig is daar ‘n verkeerde persepsie in RSA se werkkultuur. Voor jy nie op die drumpel van ‘n ineenstorting is nie, mag jy nie verlof neem nie. Luidens ‘n studie in 2014 deur IPSOS Global en Reuters, maak 53% van Suid-Afrikaners nie gebruik van hul jaarlikse verlof nie.

Dr. Colinda Linde, ‘n kliniese sielkundige, glo ‘n goeie rusperiode moet minstens twee weke (14 dae) aaneenlopend wees. Sy is verder van mening dat ‘n dag hier en ‘n dag daar onvoldoende is.

“Indien ‘n lang breek nie moontlik is nie, kan ‘n langnaweek of drie ‘n groot impak op jou algehele welstand hê, omdat daar gereelde geleentheid is om te herlaai, en sal dit dus nie so groot invloed op jou werk hê nie. Behoorlike rusperiodes verbeter welstand, verminder spanning en verhoog werknemerprestasie en produktiwiteit.”

Linde sê dat dit wel kan tyd neem om van work mode na rest mode te beweeg. “Tegnologie maak dit moontlik om van enige plek ter wêreld te kan werk, of toegang tot jou werk se stelsel te kry, wat nie noodwendig ‘n goeie ding is nie, omdat dit beteken dat jy nie werklik afskakel nie.”

Verlof is veronderstel om werknemers die geleentheid te gun om hulle ‘batterye’ weg van die werksplek af te herlaai. As jy in ‘n posisie is waar dit moeilik is om heeltemal van werk af te skakel of dit spannend vind om vir ‘n lang tyd nie te werk nie, móét jy ‘n goue middeweg vind. ‘n Voorbeeld is om beskikbaar te wees vir telefoon-oproepe en e-posse een of twee maal per dag, op ‘n vasgestelde tyd, vir 30-60 minute.

Vir jou eie gesondheid en almal rondom jou se veiligheid, gebruik jou jaarlikse verlof om ‘n bietjie welverdiende rus te kry!

“If you don’t make time for your wellness, you will be forced to make time for your illness” - Unknown

Simptome van uitbranding: (Bron: Afriforte – Commercial Arm of the Economic and Management Sciences NWU) • Jy voel gedurig moeg en emosioneel; • Jy voel geïrriteerd en humeurig ; • Jy sukkel om besluite te neem; • Jy voel gefrustreerd en lusteloos; • Gevoel van hulpeloosheid en hopeloosheid; • Jy is vergeetagtig en sukkel om te konsentreer; • Jy word meer gereeld siek as gewoonlik; • Fisieke simptome soos borspyn, hartkloppings, om uitasem te wees, duiseligheid en hoofpyn; • Jy onttrek uit jou sosiale kringe en spandeer meer tyd alleen; • Jy verbeel jou dat slegte dinge gebeur of op die punt is om te gebeur; • Jy voel angstig en sukkel om te slaap; en • Verlies aan eetlus of ‘n geneigdheid om baie meer te eet.

Self-help wenke vir uitbranding: (Bron: Afriforte – Commercial Arm of the Economic and Management Sciences NWU) • Verseker billikheid ten opsigte van werksure, oortyd en tuiswerk; • Sorg dat jy ten minste 6 tot 8 ure per nag slaap; • Verseker voldoende gesinstyd en sorg dat jy goed rus gedurende naweke of op vrye dae; • Verseker voldoende energieinname gedurende die dag (gesonde dieet); • Prioritiseer jou take en besin oor wat regtig belangrik is; • Neem jou verlof en gebruik hierdie tyd om te rus en weg te kom van werksaktiwiteite; • Stel grense en leer om “nee” te sê; • Maak voorsiening vir rusperiodes gedurende werksure. Neem middagete/tee-breke; • Verseker ‘n gesonde leefstyl wat gereelde oefening insluit; en • Probeer tyd spandeer aan sinvolle stokperdjies of gemeenskapsbetrokkenheid.

39

Competition: Children (Age: 5-8 years)

Kompetisie: Kinders (Ouderdom: 5-8 jaar)

HELP MR. SNOWMAN!

Connect the dots and colour in the picture

Verbind the kolletjies en kleur die prentjie in

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

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

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

40

Geborg deur

Competition: Children (Age: 9-12 years)

Kompetisie: Kinders (Ouderdom: 9-12 jaar)

GEE KERSVADER KLEUR!

Connect the dots and colour in the picture

Verbind die kolletjies en kleur die prentjie in

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

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

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

41

Flying high in the workplace

- compiled by NW Smit EN Theani Groenewald

Cannabis, also known as marijuana or dagga, is a psychoactive drug from the Cannabis plant used for medical or recreational purposes.

The main psychoactive part of cannabis is tetrahydrocannabinol (THC), one of the 483 known compounds in the plant, including at least 65 other cannabinoids. THC is the reason for the euphoric high sensation experienced when smoking marijuana.

With the recent legalisation of cannabis for recreational use in South Africa, many questions have been raised, regarding the impact it will have on the workforce. How do we approach the monitoring of workers and the general driving population?

How do we determine the concentration of THC at which employees are considered to be under the influence and a risk to themselves and their co-workers?

The fact that cannabis may be used by an employee at home, does not mean that the employee is entitled to come to work under the influence or with his or her ability to work impaired.

The Public Service Regulations, 2000 (Chapter 2, part C 5.2) require an employee to act responsibly as far as the use of alcoholic beverages or any other substance is concerned.

The employee is still required to adhere to the employer’s workplace rules and policies. Most employers have policies dealing with alcohol and drug abuse. Depending on the industry and the nature of the employees’ duties, the employer’s approach to alcohol abuse and the sanction imposed may vary. Employers, however, generally enforce a zero tolerance approach to the use of any alcohol and/or drugs in the workplace. The difficulty employers will face with employees using cannabis, are the complexities around proving that an employee’s ability to work was impaired or that the employee was under the influence while at work.

The difference between alcohol and cannabis in relation to workplace policy is that for as long as al-

42

Geborg deur

cohol is detected in the human body, it results in impairment. Cannabis may be detected in the human body for months after use, which at that time may no longer cause impairment.

Testing for alcohol is relatively easy.

Breathalysers, although not uncontroversial, provide efficient and quick means to estimate blood alcohol levels through the analysis of a person’s breath. This allows an employer a fairly accurate view of the probable physical and mental impairment of the employee based on the blood alcohol concentration.

There are several ways to test for cannabis. These include urine, hair, saliva (oral fluid) and blood analysis.

Traces of cannabis can be detected for up to ten days to six months after use, making it difficult to distinguish between recent and prolonged use or exposure. In contrast, alcohol may leave the bloodstream within hours after consumption.

Unlike alcohol, the effects of cannabis on an employee’s ability to perform his or her duties are less well known, and the tests are likely to be more complicated and time-consuming.

Testing for cannabis has involved sending a urine sample to a lab for testing. While incredibly accurate, this method only really showed whether or not someone has consumed cannabis within the timeframe of about a month. The limitations of urine testing have been especially clear at the Commission for Conciliation, Mediation and Arbitration (CCMA), where multiple cases have arisen from employees being dismissed after testing positive for cannabis - even though they may not have been under the influence at work.

According to the role of the laboratory in dealing with cannabis in the workplace, (Occupational Health Southern Africa), a positive oral fluid test is usually followed by a confirmatory blood sample to determine whether the person is a regular or a recreational user. It must be noted that, in 32% of cases, a positive oral fluid result does not correlate with the

blood result. It is believed that this finding is made when the THC analyte is below the detection limit. In this case, a negative blood result following a positive oral fluid result indicates a once-off exposure in an individual.

High levels of THC in the blood and oral fluid is proof that an individual has used, or been exposed, to cannabis.

Independent cannabis consultant, Quintin van Kerken, recently revealed (September 2019), that there is a new, quick-result saliva test entering the market that will enable employers to detect cannabis in a person’s system. The test still needs to be approved for potential use in South Africa. The test looks like a lollipop with a sponge head, which you put in your mouth. The test doesn’t test for the actual cannabis. It tests for the metabolites that come out with cannabis in your saliva after ingestion. If you test positive, there is a 99% chance that you have used cannabis and are still impaired.

Any test an employer decides to apply, must comply with s7 of the Employment Equity Act, no 55 of 1998.

In terms of s7, the test must be permitted or required by law, or must be justifiable in light of medical facts, employment conditions, social policy, the fair distribution of employee benefits or the inherent requirements of a job. Any employer wishing to institute random testing for cannabis would have to ensure that the testing is voluntary, confidential and agreed upon your conditions of employment, not motivated by victimisation or unfair discrimination.

Substance-induced impairment remains a major safety and public health problem within the South African workforce. The legalisation of cannabis has changed this dynamic and will require the employment of stricter monitoring policies to safeguard against misuse. However, it remains the responsibility of the employee to ensure that he or she is not intoxicated and under the influence of any substance while at work.

Competition: Staff

Kompetisie: Personeel

DO YOU KNOW?

Answer the following questions about GWK

Beantwoord die vrae oor GWK hier onder

When is Llewellyn's birthday? _______________ When did GWK officially became a company? _______________ When was the first Kommuniek published? _______________ In which year was the GWK head office built? _______________ How many members founded the cooperative? _______________ Who, of all our employees, has been working for GWK for the longest time? _______________ In which year was Griekwaland Wes Koรถperasie changed to GWK Beperk/Limited? _______________ When did the GWK brand get a complete makeover? _______________ What awards did GWK's first TV commercial win? _______________ When was Landzicht (formerly known as Douglas Kelder) bought? _______________

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

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

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

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

43

Walter sê…

Wat jy moet weet oor veiligheidsopleiding in GWK Veiligheid-, gesondheid- en omgewingsopleiding (of SHE-opleiding) is uiters belangrik vir GWK. Dit verseker dat ons prosesse volgens die wet uitgevoer word en bemagtig verder ook ons personeel om hulle verantwoordelikhede teenoor GWK en om die veiligheid van hulle kollegas beter te kan verstaan. Dié opleiding is nie net belangrik sodat ons weet wat ons verantwoordelikhede is of om aan die wet te voldoen nie, maar ook om te verseker dat ons elkeen veilig is by die werk.

GWK bied ‘n verskeidenheid geakkrediteerde SHE-opleiding aan, waaroor ons meer hieronder sal gesels.

Wetlike verantwoordelikheid Volgens Artikel 8 van die beroepsveiligheid en -gesondheidswetgewing is dit die taak van die werkgewer om personeel op te lei om hulle take so veilig en gesond as moontlik te kan verrig. Elke bestuurder binne GWK moet opgelei word in wetlike aanspreeklikheid (Legal Liability) om reeds hierdie verantwoordelikheid wat hulle teenoor werknemers het te kan verstaan en dit effektief uit te voer.

Hoewel GWK verantwoordelik is om ‘n veilige omgewing vir werknemers te skep sê Artikel 14 van die beroepsveiligheid en -gesondheidswetgewing ook dat dit jou eie verantwoordelikheid as werknemer is om na jou eie veiligheid om te sien en ook na die veiligheid van jou kollegas. Stel jouself dus beskikbaar om

44

Geborg deur

die nodige SHE-opleiding by te woon om beter te verstaan wat jou verantwoordelikheid is om veilig en gesond jou werk uit te voer.

SHE-opleiding wat GWK aanbied: • Wetlike aanspreeklikheid • Noodhulp (Vlak 1 en 2) • Veiligheids- en gesondheidsverteenwoordiger (SHE-verteenwoordiger) • Basiese brandbestryding • Identifisering van gevare en evaluering van risiko’s • Insident ondersoeke • Veilige werkspermitte • Vurkhyser-operateur • Trekker-operateur • Hyskraan-operateur • Rangeerder • LPG-vulling en hantering • Werk op hoogtes

•

•

•

•

sighede is om makliker by te woon.

Voor elke opleiding word ‘n herinnerings e-pos uitgestuur deur HR opleidings afdeling na die bestuurders en persone wat behoeftes deur gestuur het, om die finale reëlings te kan tref.

Dit is egter belangrik waar behoeftes agterna of ekstra bykom, om dit dadelik deur te gee aan HR opleidings afdeling om dit deel te maak van die beplanning en reëlings.

Daar waar nodig en moontlik kan ekstra datums gereël word om opleiding aan te bied.

Opleiding vind dan plaas en sertifikate word verkry en uitgestuur na die besighede en persone wat die opleiding bygewoon het.

Weet jy vir watter opleiding jy moet gaan? Het jy enige vrae?

Wil jy graag vir SHE-opleiding gaan?

Binne GWK werk dit so: • Aan die begin van elke finansiële jaar stuur die HR opleidings afdeling ‘n behoefte opname uit vir opleiding. Opleiding moet dan beplan en behoeftes deur gegee word vir HR. • HR opleidings afdeling stel dan ‘n beplanning op vir SHE opleiding, volgens die behoeftes ontvang, per kalender maand, watter opleiding wanneer plaasvind en waar dit plaasvind.

• Opleiding word so beplan dat dit op verskillende dorpe plaasvind, sodat dit nader aan ons be-

Praat met jou SHE-verteenwoordiger, jou leier of met Freddie Donald. Freddie is GWK se veiligheidsguru (behalwe vir my “Watch Out Walter” natuurlik!)

En onthou - ondersteun jou SHE-verteenwoordiger met hulle veiligheidstake. Hierdie mense is ‘n belangrike skakel om ons almal veilig te hou.

Wees veilig en ‘Watch Out’!

Groete Walter

Beplande opleidingsdatums vir die res van die finansiële jaar is as volg: TIPE OPLEIDING

DATUM

DORP

Vurkhyser

4 tot 6 Februarie

Modderrivier

13 Februarie

Christiana (Hernuwing)

7 Februarie

Modderrivier

10 Februarie

Magogong

14 Februarie

Christiana

Basiese brandbestryding

21 Februarie

Douglas

Noodhulp (Vlak 1 en 2)

11 tot 12 Februarie

Magogong

Vurkhyser/Laaigraaf

18 tot 20 Februarie

Douglas

TIPE OPLEIDING

DATUM

DORP

Insident ondersoek

10 Maart

Christiana

Werk op hoogtes

11 Maart

Christiana

Veilige werkspermit

12 Maart

Christiana

Vurkhyser/Laaigraaf

17 tot 19 Maart

Barkly-Wes

TIPE OPLEIDING

DATUM

DORP

Rangeerder

21 tot 22 April

Prieska

23 tot 24 April

Douglas

28 tot 29 April

Modderrivier

27 April

Modderrivier

Werk op hoogtes

En die wenner is…

In die vorige uitgawe van Rocketeer het GWK Beroepsveiligheid en -gesondheid ‘n kompetisie geloods om hulle te help om ‘n nuwe identiteit vir veiligheid in GWK te vestig. Op hierdie manier kan ons veiligheid meer sigbaar en herkenbaar maak in ons besighede.

GWK-personeel het die geleentheid gehad om ‘n in te skryf vir die kompetisie met die kans om met ‘n R1 000-kontantprys weg te stap. Die gelukkige wenner was Alna Stals, van FloTank op Douglas, met haar inskrywing, Watch Out. Baie geluk Alna!

Die spanne van veiligheid en bemarking het daarna koppe bymekaar gesit en toe besluit om die naam verder lewe te gee en het met die konsep ‘Watch Out Walter’ vorendag gekom. En vandaar was daar geen keer aan Walter nie, hy het nou sy eie e-posadres, is reeds te sien op TV-skerms en alle veiligheidskommunikasie – wie weet waar jy hom nog gaan raakloop!

Julle kan hierdie naam maar onthou, want julle gaan nog baie van hom hoor.

Walter sal van nou af verskillende temas aanraak om jou meer te vertel oor hoe jy veiliger kan werk. Loer na die artikel op die blad langsaan oor Walter se raad oor veiligheidsopleiding in GWK. Kyk uit vir verdere kommunikasie van Walter en gesels met die span van Beroepsgesondheid en -veiligheid, jou leier of SHE-verteenwoordiger as jy enige vrae het.

Alna word geluk gewens deur Freddie.

45

From an intern’s

perspective

- SIMA

46

Geborg deur

Walking through the doors of GWK with symptoms of nervousness and apprehension, ready to take on the corporate world.

“This is it,” I thought. I have reached the most exciting stage of my life: being a working woman. One could only imagine what to expect. I had so many questions, but I was too shy to ask. I came from home with a practiced concentration-face that I will have when sitting at the desk that I was given. Safe to say that only lasted for a month. It is quite hard to keep a straight face in the witty environment that I work in.

The common stereotype that interns spend all their time in a file room or fetching donuts and coffee for the rest of the staff is not true! I got the opportunity to be placed in a great, hardworking and dedicated department, Group Marketing and Communication, and I could not have asked for a better mentor, Leana Bezuidenhout. The work that I have been assigned to do all the time is important based on the fact that it has been assigned to me, the intern. I have been working at GWK for only a few months now, but what I am doing and the way the environment and people are set makes it feel like I have been here for years! I am learning a great deal and looking forward to learning more in the coming months.

Commitment being the theme for this issue, I feel it would be fit for me to share the commitment of the department that I am working in. So, what is marketing and communication? It is EVERYTHING! From the simplest things like seeing the GWK board when you enter at the gate, the communication emails you receive, posters on walls or when you go onto the company’s website, the writing of content for all advertisements that promote the company, including the events that you attend. These are all just a mere fraction of what this department does. Ironically, we are the face of the business, but no one really sees us. All these functions of a marketing and communication department help to strengthen the company, its brand and marketing efforts.

They help make sure everyone in the company is on the same page when it comes to how the company is represented and the public image it has.

These functions also build the confidence of clients and customers since they’ll know what to expect from the company.

Can you believe within two months I’ve had the chance to meet most of the ‘VIPs’ in GWK? Imagine a small fish like me in a pond with the bigger fish? Pretty amazing. It was great to learn about each division in GWK from the Exco members and what the company has to offer. GWK as a whole is doing great things and I am excited to contribute to moving it to greater heights!

Ons almal het dit al eens op ‘n tyd gehad, sommige van ons het dit steeds: ‘n Bynaam. ‘n Bynaam het die gewoonte om aan jou vas te kleef, of jy dit nou wil hê of nié. Ons het gaan uitvind wat ons Exco-lede s’n is.

- LEANA

47

EXCO

48

Geborg deur

Young.

Modern.

Entrepreneurial.

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