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The Hot Frog

The Hot Frog

The boiling frog is a fable about how humans react to slow or fast change. The premise is that if a frog was dumped into boiling water it would jump out immediately. If the frog was put into tepid water that is slowly brought to boiling point; the frog would stay until it died.

We are often unwilling or unable to react to change that builds gradually rather than suddenly. The changes in technology in our lifetime have been huge and impacted every part of our lives; including water, food, education, business, office, electricity, marketing, data storage, communication, cars, parking, travelling, foods, shopping, and banks etc. Technology is almost everywhere and in everything that is involved in our daily lives. Technology has changed our thinking, communication, habits, work life and social activities.

Let's take a few minutes to review how education and training has been impacted by technology and the new ways of thinking. This knowledge will help you plan and get maximum benefit from your training initiatives at work, with your employees and in your own life.

Back in the day, classroom training was the primary method for educating employees on their jobs and their employers' policies and procedures. In the traditional model of workforce training, new employees spend their first few days on the job sitting through orientations, completing courses, and processing a vast amount of new information. They had to learn a great deal in a short amount of time.


Social Media: An Important Marketing Channel to Consider for Clinical & Holistic Therapists

Social Media An Important Marketing Channel to Consider

Social media marketing is in our books one of the most important marketing channels to communicate your services to your core target audience. It is also an excellent channel to create brand awareness and educate your potential customer of your services and your relevance in their lives.

More than ever, social media is playing a very important role in people’s decision-making health care decisions and spiritual evolutionary decisions are no exception.

For those starting out – it’s easy to make a mistake that could lead to a waste of time, money and effort and result in brand confusion and an agitated and discouraged audience. There are those who believe that social media is child’s play and that anyone can just get on and ‘do-it’. There are those who discount its value as a communication channel and those who want it to bring them money in yesterday – because they’ve run their business into the ground and looking for a quick fix.

For the past few years – I’ve worked with holistic, clinical and commercial entrepreneurs to strategize, plan, conceptualise, build and execute their social media and traditional media outreach programmes. The objective of this article is to provide my mindful entrepreneurs with some practical advice and direction with regards to starting and maintaining a solid and strategic social media presence in the media, while advising and outlining a few critical mistakes to avoid.

1. Define your goal. Spend time by first defining your business goal – if you haven’t done so already – and then secondly defining your marketing objectives. Remember, increasing your patients or clients can be one of them but, please bear in mind that social media as a single media channel might not be an immediate fix to this goal. It is vital that you achieve clarity on your goals, otherwise, I fear you’ll be heading down a road to no-where.


Franchise Agreements - What You Need to Know!

Franchise Agreements

Franchise Agreements, we all know what they are, but do we really know how they work? We all know the famous Franchise Agreements namely: McDonalds, KFC and Burger King to name a few. However, what makes these Franchise Agreements so successful.

Previously, South Africa did not have legislation regulating Franchise Agreements. The Franchise Association of Southern Africa was created in 1979 to fill the gap. However, since 2012, the Consumer Protection Act 68 of 2008 (hereinafter “the CPA”) changed the position. In addition, various provisions of the Competition Act 89 of 1998 (hereinafter “the Competition Act”), the Trademarks Act 194 of 1993 and the Copyright Act 98 of 1978 (hereinafter “the Copyright Act”) applies and needs be considered.

Important factors to consider
The CPA requires that the Franchise Agreement be reduced to in writing and that it sets out the Terms and Conditions of the Franchise Arrangement. In terms of the CPA, the Franchisee is viewed as a consumer and therefore has right to assess certain documents when considering a franchise opportunity within 14 (fourteen) days prior to signing the Franchise Agreement. Furthermore, the Franchisee has the right to cancel the Franchise Agreement within 10 (ten) business days without a penalty, this is referred to as the “cooling-off” period. Notably the most impactful development from the CPA’s introduction is that Franchisors are not able to blindly compel Franchisees to buy from their suppliers or to dictate terms unilaterally anymore, which is in line with the principles of fair competition.


What Effect Will the Minimum Wage Bill Have on the Youth of South Africa?

What Effect Will the Minimum Wage Bill Have

In modern times, minimum wage earners comprise of large numbers of teenager’s or young people; who are still living with their parents or who decide to work as they cannot afford tertiary education after high school. When the minimum wage increases, Employers are most likely to hire less Employees such as teens who usually fill lower positions.

The Minimum Wage Bill (hereinafter “the Bill”) was enacted by Parliament and published in the Government Gazette on 17 November 20171. The Bill was officially passed by Parliament on 30 May 2018.

As stated in the preamble of the Bill, South Africa is one of the most unequal societies in the world. There are huge disparities in income in the national labour market. The Bill notes the need to eradicate poverty and inequality and acknowledges the need to promote fair and effective competition in the labour market and labour market stability. The Bill also further notes the Constitutional obligation on the State and Employers to promote and fulfil the right to fair labour practices.


Desertion Diary, Notice of Desertion - What Must Employers Do?

Desertion Diary Notice of Desertion

Employers should act when Employees abscond from work. There is a misconception that it is not the obligation of the Employer to ascertain the absconding Employee’s whereabouts. Some Employers have even claimed that “Employees dismiss themselves” when they have absconded from work. Due to this misconception many Employers fail to act against Employees that have stayed away from work.

The Employer’s failure to act could become problematic when the Employee that absconded, refers a dispute for unfair dismissal to the Commission for Conciliation, Mediation and Arbitration (hereinafter referred to as “CCMA”) or Bargaining Council. The Employer won’t be able to prove that the Employee was not dismissed due to his/her inaction.

What should Employers then do when Employees abscond from work? When does absenteeism become absconding? Must Employers only act against Employees that have absconded from work?


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