During my internship period or the period before my appointment as assistant director, I went through phases that had challenges. The directorate that I was placed in had two interns: Mankwane, the other intern and I. We both commenced our internships simultaneously. A few months before the end of the internships our contracts were extended by three months. This was after a motivation by Mr Ando Donkers, the senior manager in our directorate.
In the middle of the three months extension the position of assistant director was advertised in the City Press and Sunday Times. I applied, and later four candidates were short listed. Of the four candidates two were interns, Makwane and I. The selection consisted of interviews and competency tests.
After a period of approximately four weeks following the assessment day, a human resources personnel called to inform me that I had been chosen for the opening. I commenced my new role as assistant director on the 1st of August of 2008.
In retrospect, I came to appreciate the fact that a variety of influences were at play in my selection for the position. As the main character in the whole evolution from being an intern to assistant director, I attribute the success largely to the quality of my work as well as hard work- sometimes I took work home to meet deadlines. I am grateful to my senior managers for if it was not for them I doubt I would be in the employ of my host organisation. Mostly, I am grateful to the almighty for the guidance.
Of course there were elements interfering with my work. This is the part that compelled me to resort to soft skills gained from the World of Work programme. At some stage one colleague made several attempts to create a hostile environment, seemingly hoping that it will affect my work. The sessions on emotional intelligence and conflict management during the World of Work programme reminded me that conflicts tend to undermine productivity at work places, and that it is crucial to avoid reacting instead of responding without emotions when a stressful situation arises. But gradually the situation mutated into an overt confrontation. I finally decided to be direct with my adversary, as result I made it clear that I am here to complement team work, not to compete. Later I approached the other colleague of mine who is someone close to my adversary to mediate between the two of us. I put it to the other colleague that it is not in my interest to create enemies for myself. Thereafter, relations improved. I must say I consider this water under the bridge, and the journey is still on-going.
Sunday, November 30, 2008
Wednesday, July 25, 2007
The D-Day, 16 July 2007
My first day at my host organization started at 8h00 am. I was not sure about the dress code. To be on the safe side, I went for formal outfit.
There were ten of us – three males, myself included and seven females. During the gathering of the ten interns a human resource manager, Mr Alfred Tau, gave a presentation about the organization and the code of conduct, among other things. He highlighted that systems in the public sector are the same. That is, it does not really make any difference whether you are in the Health Department or the Department of Housing, procedures in the public sector are similar. He went on to mention that in the event of dismissal on grounds of misconduct it will be impossible to find employment in the public sector as all details about each government employee is kept in a single data base. Alas!
Then came, Terrence and Poppy, human resource representatives who grouped us according to our respective expertise and later on sent us to different Directorates. I was sent to a unit called Governance, Policy and Research which falls under Intergovernmental Relations (IGR)
Mankwe and I were the only two interns in the IGR unit. Upon our arrival work stations were already in place. Moreover, we had already been allocated a mentor, Mr Johan Beukman. Mr J. Beukman is a manager in the unit. At 4h30 pm we knocked off.
After work I went straight to bed as I was not feeling well. I had contracted flue – both my nostrils were blocked. But before I succumb to bed I took some medication.
There were ten of us – three males, myself included and seven females. During the gathering of the ten interns a human resource manager, Mr Alfred Tau, gave a presentation about the organization and the code of conduct, among other things. He highlighted that systems in the public sector are the same. That is, it does not really make any difference whether you are in the Health Department or the Department of Housing, procedures in the public sector are similar. He went on to mention that in the event of dismissal on grounds of misconduct it will be impossible to find employment in the public sector as all details about each government employee is kept in a single data base. Alas!
Then came, Terrence and Poppy, human resource representatives who grouped us according to our respective expertise and later on sent us to different Directorates. I was sent to a unit called Governance, Policy and Research which falls under Intergovernmental Relations (IGR)
Mankwe and I were the only two interns in the IGR unit. Upon our arrival work stations were already in place. Moreover, we had already been allocated a mentor, Mr Johan Beukman. Mr J. Beukman is a manager in the unit. At 4h30 pm we knocked off.
After work I went straight to bed as I was not feeling well. I had contracted flue – both my nostrils were blocked. But before I succumb to bed I took some medication.
Friday, July 6, 2007
On the March
On my own initiative, I responded to an advert of internships in the public sector, carried by the Sunday Times careers section. I am pleased to inform you that I was successful in my application. I will be joining the public entity as a research intern for a period of 12 months. The interview occurred on the 1st of June 2007, which happened to be my day of birth. I must mention that topics or themes explored during the WOW programme, to a great deal, helped in improving my approach to interviews, among other aspects.
Though the internship’s financial rewards are not so impressive, I maintain that I shall benefit by way of accumulating experience. However, of utmost importance is that I shall be doing what I enjoy. Moreover, I regard this internship as a unique opportunity for me to serve my country, the Republic of South Africa. I look forward to my first day at the host organization.
Though the internship’s financial rewards are not so impressive, I maintain that I shall benefit by way of accumulating experience. However, of utmost importance is that I shall be doing what I enjoy. Moreover, I regard this internship as a unique opportunity for me to serve my country, the Republic of South Africa. I look forward to my first day at the host organization.
Saturday, June 30, 2007
The Zimbabwe Situation
What started as a political project (namely, the land reform) mutated into an economic crisis rendering the Zim dollar into a worthless currency. In fact, economic crisis in Zimbabwe display in part what is termed stagflation. In definition, stagflation is high inflation coupled with high levels of unemployment. During a talk show on KayaFm presented by John Perlman, one caller suggested that the solution to the Zimbabwe problem will not come from Mbeki or ZanuPF-MDC negotiation but from a negotiation process that will include ZanuPF, MDC and Britain.
Tuesday, June 12, 2007
"History's Importance for the Future"
For, he who desires to build a future dare not neglect the past.
Seek, therefore, all that is good and beautiful in the past,
built on it your ideal, and strive to realize that ideal for the future.
President Paul Kruger’s last message to his people
As a black South African, I believe there is a compelling case for affirmative action to prevail in South Africa. Sadly, not every person is of this view. Opponents of affirmative action often argue that it is not a necessary and effective policy intervention as it leads to reverse racism, and hence the incidence of fronting. Thus far evidence indicates that affirmative action has not really crowded out white South Africans in the area of employment in particular.
In retrospect, the 1926 Mine and Workers Act or the Colour Bar Act, which lasted until late eighties, served to prevent blacks from taking up skilled employment. The objective of the Colour Bar Act was to make skilled employment the exclusive preserve of whites in South Africa. Therefore, it would be appropriate to view affirmative action as an antidote to the anomalies stemming from the Colour Bar Act.
Hamilton Naki, a black man without formal training in the medical sciences, is recorded as someone who contributed in making it possible for Chris Barnard to perform the first heart transplant in the world. The Sunday Times article (5 June 2007), states that Hamilton Naki also participated in the training of students who went on to become professors in surgery. Some of his students actually became heads of university departments’ in countries like Japan and the US.
Hamilton Naki’s story highlights the need for affirmative action in South Africa. Unfortunately, there have been incidents that display the opposite of what is intended by the policy of affirmative action. In my view for affirmative action to have more weight, it has to be driven by meritocracy. Moreover, mentoring of those from the disadvantaged background holds potential to enhance affirmative action. If one takes the case of Tito Mboweni, the current governor of the South African Reserve Bank, his success in bringing down the rate of inflation from double to single digit and bringing about the lowest rates of interest in many years could perhaps be attributed in part to effective mentoring from the previous governor, Dr Chris Stals. This is because at one stage Tito Mboweni served as deputy to Dr Chris Stals before assuming the position of governor of the Reserve Bank.
Seek, therefore, all that is good and beautiful in the past,
built on it your ideal, and strive to realize that ideal for the future.
President Paul Kruger’s last message to his people
As a black South African, I believe there is a compelling case for affirmative action to prevail in South Africa. Sadly, not every person is of this view. Opponents of affirmative action often argue that it is not a necessary and effective policy intervention as it leads to reverse racism, and hence the incidence of fronting. Thus far evidence indicates that affirmative action has not really crowded out white South Africans in the area of employment in particular.
In retrospect, the 1926 Mine and Workers Act or the Colour Bar Act, which lasted until late eighties, served to prevent blacks from taking up skilled employment. The objective of the Colour Bar Act was to make skilled employment the exclusive preserve of whites in South Africa. Therefore, it would be appropriate to view affirmative action as an antidote to the anomalies stemming from the Colour Bar Act.
Hamilton Naki, a black man without formal training in the medical sciences, is recorded as someone who contributed in making it possible for Chris Barnard to perform the first heart transplant in the world. The Sunday Times article (5 June 2007), states that Hamilton Naki also participated in the training of students who went on to become professors in surgery. Some of his students actually became heads of university departments’ in countries like Japan and the US.
Hamilton Naki’s story highlights the need for affirmative action in South Africa. Unfortunately, there have been incidents that display the opposite of what is intended by the policy of affirmative action. In my view for affirmative action to have more weight, it has to be driven by meritocracy. Moreover, mentoring of those from the disadvantaged background holds potential to enhance affirmative action. If one takes the case of Tito Mboweni, the current governor of the South African Reserve Bank, his success in bringing down the rate of inflation from double to single digit and bringing about the lowest rates of interest in many years could perhaps be attributed in part to effective mentoring from the previous governor, Dr Chris Stals. This is because at one stage Tito Mboweni served as deputy to Dr Chris Stals before assuming the position of governor of the Reserve Bank.
Monday, June 4, 2007
My Ideal Host Organization/Employer
Employees tend to spend a considerable amount of their time in organizations. To get the most out of them, organizations should ensure that workplaces are free of conflicts. But conflicts are part of reality. Ideally, they should be prevented. Should they occur measures to amicably resolve them ought to be in place.
Rewarding and nurturing of talent drives me to perform to the best of my ability. Similarly, I value diversity for it brings to the fore a variety of ideas and approaches to problem solving exercises. Though mistakes are undesirable, I believe a room for mistakes is necessary because it allows individuals to stretch their boundaries of creativity. Thus I concur with Albert Ianstein’s claim that “Imagination is more important than knowledge”. Knowledge is worth celebrating but if it does not inspire imagination it will be of limited benefit.
Rewarding and nurturing of talent drives me to perform to the best of my ability. Similarly, I value diversity for it brings to the fore a variety of ideas and approaches to problem solving exercises. Though mistakes are undesirable, I believe a room for mistakes is necessary because it allows individuals to stretch their boundaries of creativity. Thus I concur with Albert Ianstein’s claim that “Imagination is more important than knowledge”. Knowledge is worth celebrating but if it does not inspire imagination it will be of limited benefit.
Thursday, May 10, 2007
My CV
Personal Details
Surname: Nkgodi
First names: Molifi, Bruce
Email: molifi@webmail.co.za
Contact no: 073 3522 854
Health: Excellent
Education
Tertiary Education
BA Honours (Politics) University of the Witwatersrand, 2006
Econometrics module (non-degree purpose), University of Johannesburg, 2003
BA (Economic & Political Studies), University of the Witwatersrand, 2002
Achievements
Investigated the efficacy of Structural Adjustment Programmes in redressing inefficiencies in African agriculture (Voluntary honours long paper).
Investigated the origins of the Third World Debt Crisis.
Built an econometric model using data for South Africa’s economy to test the interest elasticity of money demand. That is, the sensitivity of borrowing to changes in interest rate.
Assess the impact of the emerging black middle class on the structural configuration of South Africa’s economy under free trade-with special focus on the manufacturing sector (Honours dissertation).
High School Education
Last school attended: Mokgome High School
Highest standard passed: Standard 10 or Grade 12
Achievements
Soccer team member
Study group member
Employment History
Employer: Hofmeyr House, 2002 to 2003
Designation: General Assistant – Skills acquired – administration, people’s and multitasking.
Reason for leaving: Part-time
Employer: International Project Consultant (IPC), 2001
Designation: Field worker – Skills acquired – communication and information gathering skills.
Reason for leaving: Part-time
Employer: Wits Anatomy Department, 2007
Designation: General Assistant – system planning skills
Reason for leaving: Part-time
Other Skills
Report writing
Micro-soft: Word, Excel, Internet & PowerPoint
Familiarity with general office work
Participating in team work
Objective
To be part of an organization that will employ my analytical and communication skills. Thereby add value to the organization’s endeavour to utilizing scarce resources as efficient as possible.
Reference
· Name: Ms Karen Fridi
Tel no: 011 717 9320 (Manageress)
· Name: Prof Rod Alence (Lecturer)
Tel no: 011 717 4493
· Name: Prof Daryl Glaser (Lecturer)
Tel no: 011 717 4373
Surname: Nkgodi
First names: Molifi, Bruce
Email: molifi@webmail.co.za
Contact no: 073 3522 854
Health: Excellent
Education
Tertiary Education
BA Honours (Politics) University of the Witwatersrand, 2006
Econometrics module (non-degree purpose), University of Johannesburg, 2003
BA (Economic & Political Studies), University of the Witwatersrand, 2002
Achievements
Investigated the efficacy of Structural Adjustment Programmes in redressing inefficiencies in African agriculture (Voluntary honours long paper).
Investigated the origins of the Third World Debt Crisis.
Built an econometric model using data for South Africa’s economy to test the interest elasticity of money demand. That is, the sensitivity of borrowing to changes in interest rate.
Assess the impact of the emerging black middle class on the structural configuration of South Africa’s economy under free trade-with special focus on the manufacturing sector (Honours dissertation).
High School Education
Last school attended: Mokgome High School
Highest standard passed: Standard 10 or Grade 12
Achievements
Soccer team member
Study group member
Employment History
Employer: Hofmeyr House, 2002 to 2003
Designation: General Assistant – Skills acquired – administration, people’s and multitasking.
Reason for leaving: Part-time
Employer: International Project Consultant (IPC), 2001
Designation: Field worker – Skills acquired – communication and information gathering skills.
Reason for leaving: Part-time
Employer: Wits Anatomy Department, 2007
Designation: General Assistant – system planning skills
Reason for leaving: Part-time
Other Skills
Report writing
Micro-soft: Word, Excel, Internet & PowerPoint
Familiarity with general office work
Participating in team work
Objective
To be part of an organization that will employ my analytical and communication skills. Thereby add value to the organization’s endeavour to utilizing scarce resources as efficient as possible.
Reference
· Name: Ms Karen Fridi
Tel no: 011 717 9320 (Manageress)
· Name: Prof Rod Alence (Lecturer)
Tel no: 011 717 4493
· Name: Prof Daryl Glaser (Lecturer)
Tel no: 011 717 4373
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