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Daily Nation : February 7th 2014
DAILY NATION Friday February 7, 2014 Jobs 2 Skill whose supply has failed demand CONTINUED FROM PAGE 1 lack of awareness among students on what they might be missing out on concerning IS, according to Prof Atieno. Her study also found the level of IS awareness s a field of specialisation among Kenyan university business students to be low. As such, many young people learn of the existence and application of IS and the related career opportunities only after they get out to the real world of work. This is despite the fact that both public and private universities and other higher learning institutions offer robust computer science programmes. Many of these institutions, argues Prof Atieno, produce large numbers of general computer scientists who lack competences in very specific fields. The market, she adds, is thus awash with computer programmers who are savvy in the development of computer systems and applications, as evidenced by the increasing release of locally developed apps in the market. While Prof Atieno admits that this is a positive developments, her concern is that a good computer scientist or programmer does not necessarily make up for a good systems analyst. Likewise, a good computer science academic programme does not make up for a solid information systems academic programme, which appears to be the assumption in some of these learning institutions. The two disciplines are complementary to but not substitutes of each other, she advises. Part two of this article will be published in Springboard pull-out on Monday, February 10, and it will focus on how and why local universities have failed to teach ISA as a full course CHANGE TALKS | It pays to see ahead before the rest Come to think of it, innovation isn’t hard BY WALE AKINYEMI @waleakinyemi email@example.com to see what others do not see. Not only that. They immediately act on what they see. I guess the proper term for O this is innovation. Many lack innovation because they allow the realities of the present to blind them to the possibilities of the future. We cannot roll time backwards, but we can leap forward in time and make what others call the future our present. This means that by the time they get to that future, it will be our past. Taking a futuristic outlook implies that the pain, the uncertainty and rejection of the present will no longer be seen as such, but as a passage necessary for the migration from today to tomorrow to happen. It means being ready to pay the price of present discomfort to secure a comfortable future. Now think of yourself today. Think of your weakness, your shortcomings, your uncertainties and your fears. Imagine how out of place you will feel if you So you want to innovate? Aim at bringing tomorrow into today faster than anyone else remain this way five years from today? That means you will not have grown in five years. Thinking like this should act as a catalyst towards personal development and change. This should be the thinking that pushes you to reach out and grab the future. It is the thinking that should firm up a resolve in you never to trade relevance tomorrow for comfort today. Those who successfully grab the ne attribute of people who set the pace is that they are bold and visionary enough future realise that what we call the uncertainty of today, we will one day look at with pride as the place where ideas where sifted. The poverty of today will become the stories that will motivate others to success tomorrow. Frustration comes from a lack of a picture of tomorrow. It happens when we are frozen in the failures of yesterday and trapped in the despair of today. The ability to bring tomorrow into today before anyone else is the element that yields success out of failure. It is the element that brings technological and business advancements. It is the very blood that runs through the concept of innovation. Innovators are people who are gifted with the ability of bringing into today what exists tomorrow, and doing so faster than anyone else. Today is the seed that needs to be planted for tomorrow. Once we have the seed, there is hope. However, having the seed is not enough. What we do with the seed is the greatest determinant of our tomorrow. Many have given up because of the pressures of today. They lack the crucial understanding that the pressure, if handled right, is the first fruits of the pleasure to come. Every trial has an expiry date. Navigate your way through the MANAGEMENT 101 | Dealing with the killer disease in any organisation, big or small No room for arrogance at the workplace BY MORAA OBIRIA firstname.lastname@example.org Gladys and Peter have been working for a communications consulting firm in the Creatives Department for the last three months. So far, none of their advertisement proposals has received consent of their supervisor. Before joining the firm, the two worked for a rival company, where their ideas had brought large corporates into the company’s customer base. Interested in their magical touch, the current firm had poached them and had offered twice what they received at the former workplace. But something was wrong. The consumer curve was dipping, and the CEO was becoming frustrated. He was least aware that the Creatives Department supervisor was the problem. The man had erected a retrogressive know-it-all wall, dimissing all the proposals by Gladys and Peter with statements such as, “I know how this works. My model is the best”. “I have more experience in this industry than you.” That is the trait of a toxic arrogant manager in the workplace, according to the organisational pyschologists. Regardless of the position, an arrogant employee is possessed with self-importance and superiority. Such an individual distressful failure,” he adds. A 2010 research on workplace arrogance showed that the moral vice created interpersonal complications that could result in customer dissatisfaction and dysfunctional teams. With this understanding, finding ways to eliminate workplace arrogance is particularly nonnegotiable, advise to the experts. And the human resource department, they say, has the mandate to establish an open feedback support system for all staff members. “The HR (department) must have an impartial feedback structure… This way, they can openly solve issues that are likely to affect the performance of the organisation,” advises Mr Ambale. An inter-employee evaluation FILE | NATION has bloated self-perceptions that are manifested in the manner in which they dismiss other workers’ ideas because they hold the belief that they are more knowledgeable than any of the employees in the team. They even assert control over them. When high performing employees are exposed to such environments, they would at the slightest opportunity exit to other organisations in pursuit of space to use their skills. “Arrogance is a killer disease in any organisation, as it interferes with the employees’ socioemotions and interpersonal relations,” says Devarest Ambale, a strategic management consultant and mentor. “Even if you set the greatest objectives in the world, without a team in which every member understands the vital role of each employee, you are bound for a platform is also necessary to help the HR identify the junior or senior staff, including the top executives, who may be wreaking havoc in the workplace. The HR officer must keep the information confidential and only use it to find a way of neutralising that arrogant attitude in the accused staff member. An annual teambuilding is an essential ingredient to toning down arrogance, according to Mr Ambale. “(Regular) team building offers the staff a platform to freely interact and psychologically creates an aspect of humility in each member of the staff,” he explains. maze of chaos and confusion by choosing to see the chaos as a seed for the order of tomorrow. In the midst of the chaos, groom yourself, talk to yourself. Don’t give up. Be tenacious and get knowledge. The mastery of time is key. There is a time for everything. There is a time to launch out and a time to lie low. There is a time to be bubbly and full of life and a time to play dead. There is a time to flaunt what you have and a time to allow yourself to be underestimated. Masters of time have learnt that a situation that looks significant today might merely be a passing phase, while one that looks insignificant today might become the culture of tomorrow. They never dismiss anything on face value. They are people of context who understand the values of aligning pre-text and post-text to get context. So, you want to become an innovator? The solution is simple. Aim at bringing tomorrow into today faster than anyone else. The fact that you are not enjoying today will not stop tomorrow from coming. So, if you are not enjoying the present, ask questions, learn and get over it. If not, you will have no place in the future. Regulator issues rules for HR work CONTINUED FROM PAGE 1 Such a person must then have at least five years of work experience. Exceptions are accorded to those who may not possess professional qualifications, but have had at least 10 years of work experience in human resource management. To be an associate member of IHRM, at least a Bachelor’s degree in any discipline plus a certificate in human resource management or its accepted equivalent will suffice, with not less than one year of work experience. Alternatively, one could qualify for this category of membership with a Bachelor’s degree in human resource management or accepted equivalent, plus one year of working experience. One also qualifies if he or she has a higher diploma in human resource from a recognised university and at least a year’s experience as a human resource practitioner. Should you possess a diploma in HR, then at least two years working experience will be enough to earn you a registration as an associate member. The institute shall also consider registration into this category, a person who may have a diploma in any other discipline but has acquired a certificate in human resource management, plus at least two years of work experience in HR. Individuals found to be working as human resource practitioners without the regulator’s approval are liable to a jail term of up to two years or a Sh200,000 fine or both. Practitioners who engage in malpractices, such as corruption, soliciting sexual favours or benefits, and tribalism among other offensive acts could have their practicing certificates withdrawn.
February 6th 2014
February 8th 2014