WorkPlace Foot Print HR And Industrial Consulting

15/07/2021

Good afternoon guys! We have officially rebranded and relaunched our page! We are bigger and better!
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Le kamoso le kamoso 🇧🇼🇧🇼

Good morning! Welcome to Workplace Footprint. We are the new kids on the block here to solve all your Labour & HR needs. With over 20 years in the field, we are your best bet, guaranteed.
Stay tuned for more information 😉 🇧🇼
people, your performance, our obsession.

24/03/2021

POOR WORK PERFORMANCE SERIOUS HEADACHE AT YOUR WORKPLACE!!
Many companies are at pains about poor work performance and how they can best address it. Normally, poor work performance is confused with negligence or even with misconduct. It is important that poor work performance must be correctly recognized for what it is. Namely, incapacity-the employee is incapable for whatever reason of properly performing or carrying out his/her duties and meeting the required work standard.
The employee might be considered incapable of performing to the required work performance standard of the employer simply because of some or other factors beyond his/her control, such as lack of training, a lack of knowledge, a lack of qualification or perhaps due to domestic problem, a divorce situation, children who are not doing well at school, financial problems and so on, or ill health or injury.
This means there are many factors to look into before you can pronounce poor work performance. However, how do you manage it? This is an extremely important question to all the employers. Mr Barungwi is a consultant in HR and Labour Relations and he can assist you and your company to:
1. Understand the factors that can contribute to poor work performance
2. Incapacity due to ill health or injury
3. Distinguish misconduct and Operational Requirements from incapacity
4. Legal impediment-Procedural & Substantive fairness in dismissal
5. Develop for your company Performance Assessment & Evaluation Flow Chart
6. Develop for your company Assessment documentation.
Mr Barungwi can be reached at Workplace Footprint (Pty) Ltd [email protected] or [email protected] or simply phone 3731109 or 72806888. New CBD, Regus Business Centre, Gaborone.

20/08/2020

NEGOTIATION IS A VERY IMPORTANT SOFT SKILL
I think you will agree with that we are living in an era of negotiation. This soft skill is extremely important in our country, Botswana. The world around us has changed and still changing rapidly because of and by means of negotiation. As much as we cannot exist without communicating, we cannot exist with negotiation. Spoelstra and Pienaar (2008:2) agreed that negotiation is a fact of life.
What is negotiation? Spoelstra et al (2008:03) Negotiation is a process of interaction between parties directed at reaching some form of agreement that will hold and which is based upon common interest, with the purpose of resolving conflict, despite widely dividing differences. This negotiation is not just ordinary communication. It involves information that is formulated as strategies and techniques. The purpose of this communication exchange is to reach agreement between parties who have certain things in common while disagreeing on others. Therefore one can say negotiation in this definition is can be defined as a process and not an event.
One of the strategies and technique used in negotiation is FRAMING. We all know what a frame looks like; the frame of a photo for example has different sizes. However, the one I am talking about is different frame. Framing in this context refers to a process of defining a problem in such a way that it reflects issues of possible consensus rather than issues of dispute. Because much of the problem solving depends on how the problem is defined and understood, framing is an essential process of summarising the common ground issues of problem definition. One can frame a “threat” as a warning or disguise “threat and opportunities” as strategic issues.
According to Spoelstra (2009: 94) under conditions of uncertainty or fear, people tend to reduce alternatives to dichotomous and oppositional dimensions, i.e. yes or no north or south, or fight or fright. People tend to polarise their thinking when making choices. They think sequentially. Negotiation is by definition an agreement which takes place in circumstances that vary in degree of uncertainty. It is said that actors naturally will begin to entertain prospects of gain and losses, amplified by the tendency to continue with “and then” arguments, to the ultimate level of reductionism. The negotiation techniques and strategies involves a theory called “”Prospect Theory” I would like you to read about it in google but in essence prospects theory says that significant losses always loom much larger than significant gains. In other words, people tend to avoid risks when seeking gains but will choose risks to avoid sure losses.
This is very interesting theory and I will request you to really google it and you will be amazed how we think as human beings and when you link what you have read about prospect theory and negotiation, you will realize that our school system including universities have often conditioned most of us to develop negative thinking habits that are designed to merely defend particular arguments against alteration. In the words of Edward De Bono, our schools have equipped us with hatchets, not with the seeds of positive contribution. In other words, we like criticism and not creativity and this we were taught at our schools, we are very good at comparing what we see with what we were taught and then merely identifying and critiquing the difference.
I know that some of you may not understand this concept at first but just read through and as time goes on, you will understand this concept well and will enjoy it. I will talk later about negotiation in terms of defend/attack frame of mind, critical frames, adversarial thinking frames and positive thinking frames as well as Emotional Intelligence and framing.

05/08/2020

I am selling a very important skill. It is called Emotional Intelligence Skill (EQ). I am selling it through the company that I am working for, Workplace Footprint (LTD) Ltd. However, what is EQ in the first place and what are emotions?
Well to start with let define Emotional intelligence (EQ) as the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict. Emotional intelligence affects many different aspects of your daily life, such as the way you behave and the way you interact with others.
On the other hand, an emotion is a natural instinctive state of mind deriving from one's circumstances, mood, or relationships with others. Some positive emotions: Love, Appreciation, Happiness, Hope, Enthusiasm, Confidence, Gratitude, Patient, Trust, Vulnerable, Optimistic, Appreciative. Some negative emotions: Fear, Anger, Guilt, Depression, Jealousy, Anxiety, Resentment, Envy, Frustration, Shame, Offended, Regret, Resentful, Sad, Worried.
It should remembered that Emotional Intelligence could help you navigate the social complexities of the workplace, lead and motivate others, and excel in your career. In fact, when it comes to selecting job candidates, many companies now view emotional intelligence as being as important as technical ability and require EQ testing before hiring.
Did you know that people with a high degree of emotional intelligence are usually motivated? They are willing to defer immediate results for long-term success. They are highly productive, love challenges, and are very effective in at work? Therefore, I think you will agree with me that the ability to quickly reduce stress as well as the ability to recognize and manage your emotions are extremely important.
It is said that Emotional Intelligence is one of the best predictors of success. In fact, many studies show that emotional intelligence is a better indicator to success than a higher IQ (intelligence quotient). Let us take for instance, Richard Branson who is dyslexic who could not read and write as well as his other classmates in school but he became one of the richest men in the world. The main reason why emotional intelligence is a better indicator is because it shows how much a person can manage and change his daily actions in everyday life. Another big difference between EQ and IQ is that it measures how you manage and react to other people. To lead or create a successful business, you need to be able to have effective and efficient workers to do your work. To do this effectively, you have to get people working together harmoniously and this requires you to manage many people's emotions. If you‘re unable to manage your stress levels, it can lead to serious health problems. Uncontrolled stress can raise blood pressure, suppress the immune system, increase the risk of heart attack and speed up the aging process.
A few tips for resolving conflicts in a trust-building way: (1) Stay focused in the present- When you are not holding on to old hurts and resentments, you can recognize the reality of a current situation and view it as a new opportunity for resolving old feelings about conflicts. (2) Forgive- Other people‘s hurtful behaviour is in the past. To resolve conflict, you need to give up the urge to punish or seek revenge. (3) End conflicts that cannot be resolved- It takes two people to keep an argument going. You can choose to disengage from a conflict.
To conclude my point, I would like to emphasize that by understanding your emotions and how to control them, you are better able to express your feelings and understand how others are feeling. This allows you to communicate more effectively and building stronger relationships, both at work and in your personal life. Thank you and hope you will buy the product.

20/03/2020

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