African Scholar African Leadership University Aiming Higher
Grace Atuhaire
Citizen Journalist, Writer and Activist
Universum SA Graduate Programmes
Robert Marumola Keeping An Eye On His Goal
Previn
Naicker Bio Scientist at 23
VOLUME 12 JAN-MAR 2015 R24.99
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FROM THE EDITOR
N
EDITOR
othing makes us all wake up every morning than the promise of a better tomorrow and a better future. With all our hopes and dreams, we look forward to every moment that will help us realise this dream-of a better us than we are today. Most innocent of these dreams reside deep in the hearts of children-from an honest part, children have the ability to tell you what they want, who they admire, what they want to become and what they don’t like. It is true that a child will not pretend to like you. It is because of this fact that we need to give more attention to the needs and dreams of young people-before their dreams and desires become subject of wider societal debate and scrutiny, before our failures and cynicism begin to influence their thinking.
Lucky Musonda
CONTRIBUTORS Lovelife, Ogilvy Public Relations, Careers in Africa, Waggener Edstrom Communications
BUSINESS DEVELOPMENT & STRATEGY Andrew Mphande andrewm@africanscholarmag.com Chilalo Mumba chilalom@africanscholarmag.com
EVENTS AND EXPOS Marian Ross marianr@africanscholarmag.com
GENERAL ENQUIRIES info@africanscholar.co.za
SUBSCRIPTIONS subscribe@africanscholar.co.za
DESIGN AND LAYOUT Tawanda Hojane Ubicon tawandash@gmail.com
PRINTERS Burlington Data Print
PUBLISHED BY
But how can we ensure that we support our young citizens and learners in realising their dreams. What kind of support structures do they need to put in place to make sure the dreams of these citizens are not lost or diluted as they grow older? Sometimes their dreams may sound like hallucinations, but how many of us who were there 30 years ago, ever imagined that technology would change the way we live and interact in such a manner? More than ever before, has mankind been so influenced by technology as today… and as we all know, technology is always work in progress. As a continent, we have a great reservoir of knowledge. Some of the things our grandparents were able to do will never be explained scientifically, but their level of knowledge and how they applied it prepared humanity for what we are seeing today. Their ability to predict rainfall patterns and plant the right crop at the right time needed no scientific proofing. Today, as a continent with so many young people, it is important to give chance to trials. There is nothing wrong with trying, no matter how many time we fail. We are witnessing a growing number of out-of-school children on the continent, children growing up on the streets, children subjected to conditions that deprive them of their childhood, their potential and their dignity. They are constantly subjected to conditions that harm their physical and mental development ability. This continues to happen while we call them as leaders of tomorrow-what kind of leader will they be? This question if for all of us to answer.
African Scholar T. +27 11 794 4141 F. +27 86 520 8474 info@africanscholarmag.com www.africanscholarmag.com
Our families and societies need to do more to help our continent realise the potential of these young people. There is an urgent need to heal our society, to strengthen our family structures, to redefine our moral vision as citizens of this great continent. The children we see today, living on the streets, forced into early marriages can be the pilots that fly tomorrow’s supersonic planes, that attend to us in our old age and give us the care we need before we say goodbye to this world, that could become our presidents who will drive our nations’ visions, or our military that protect us from our enemies. Let us give them a chance to explore their potential.
African Scholar Magazine Copyright © African Scholar Magazine.
Let us support our children like the family of Previn Naicker did. Born just over two decades ago, Previn’s family allowed him to explore his full potential. Without asking too many questions, they provided him with the support he needed, when he needed it; not because they foresaw what he was going to become one day, but because as a family, they understand the need to support one another. Today, he is among the few on the continent who have achieved his level of academic accolade. From South Africa to Nigeria, to Eritrea, our young people need our help.
All rights reserved. Request to lift material should Be made to the editor. While every effort has been made by the publisher to ensure the accuracy of the information contained herein, the publisher and its agents cannot be held responsible for, any errors, or loss incurred as a result.
The promise of a better tomorrow is only as valuable as its fulfilment. The dreams we have when we are young only stay alive when they become a reality that contribute to the greater good of society. As we begin 2015, let us challenge ourselves to doing something for someone. Let us mend our family structures and help our young people realise their full potential. Let us take time and ask them what they want-no matter how unrealistic their ambitions sound, it is not for us to determine whether or not they should be supported. We need to pay attention to their honest desires. Enjoy!
Lucky Musonda The African Scholar Magazine Inspire. Inform. Impact.
www.africanscholarmag.com
AfricanScholarMagazine
@AfricanScholars
The African Scholar Magazine
In this edition African Scholar
Features 08 Aiming Higher:
African Leadership University Aiming Higher
African Leadership University Rivals Oxbridge and Havard
Grace Atuhaire
Citizen Journalist, Writer and Activist
12 Career Choices
Universum SA Graduate Programmes
Why should you choose a career in the drilling undustry?
Robert Marumola Keeping An Eye On His Goal
14 Grace Atuhaire
Previn
Citizen Journalist, Writer and Activist
Naicker
18 Pastel
Bio Scientist at 23
Sage Pastel Certified School Programme
VOLUME 12 JAN-MAR 2015 R24.99
20 SAS
The importance of partnerships on education’s road to recovery
22 Elite International Careers Recruitment in and for Africa
24 Previn Naicker
African Bio Scientist at 23
30 Universum SA
Importance of Graduate programmes to firms and young talent
34 How to negotiate your salary 38 Robert Marumola Keeping an eye on his Goal
40 Making research inform policy in Africa Insight from another African scholar
Lifestyle 36 Lovelife
Cervical Cancer: Not Just an old lady’s disease
42 Recipes
Lemon & Rosemary-stuffed Turkey Breast - With Lemon Orange Pan Sauce
43 Recipes
Spice Cake - With Maple Cream Cheese Frostilingories
08
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AFRICAN SCHOLAR | 7
FEATURE
| AFRICAN LEADERSHIP UNIVERSITY
Aiming Higher: African Leadership University rivals Oxbridge and Havard
F
red Swaniker believes that in Africa, the difference that one good leader can make is much greater than anywhere else in the world. This is why he founded the African Leadership Academy in 2008, to train the next generation of African leaders. Now he has set his sights on tertiary level education. Swaniker is starting the African Leadership University (ALU), an institution that will unleash Africa’s potential and educate three million leaders over the next 50 years. ALU’s goal is to build a network of 25 universities across 25 African cities. The first campus is expected to open on the Island of Mauritius in 2015. Campuses in Kenya, Nigeria and Morocco will follow in the next few years. “I believe that if we carefully identify and cultivate the next generation of African leaders, then this generation that is coming up will be the greatest generation that Africa— and indeed the entire world—has ever seen,” Swaniker said in a talk he gave at the 2014 TED Global Conference, which has so far received almost 1million views. ALU’s mission is two-fold - to develop the next generation of African leaders and to equip students with the skills and values necessary to be exceptional professionals and entrepreneurs. “Getting the real-world skills without leadership is just training students in a vocation,” says Khurram Masood, the
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Founding COO. Each university will educate 10,000 students, meaning a total of 250,000 students at any given time. These students will become entrepreneurs, government leaders, scientists, artists, journalists, engineers and professionals who will lead the continent’s development. ALU truly believes in the power of young people and is “leading by example” in this regard. For example, through its Youth
“I believe that if we carefully identify and cultivate the next generation of African leaders, then this generation that is coming up will be the greated generation that Africa - and indeed the entire world - has ever seen.” - Fred Swaniker, ALU
Admissions Representatives (YAR) initiative, the university has hired 18 and 19 year olds from different African countries to serve as the face of ALU in their various countries. YARs have been tasked with visiting high schools to encourage students to apply to ALU. They will serve as ‘brand ambassadors’, and will also help with engaging their peers online, particularly through social media. “I believe in the immense potential that the youth have to change Africa and I’m convinced that the right education - one offering leadership training, practical skills and encouraging a global mindset - is the best way to tap into this potential,” George Gathiani, a Kenyan, said when he was asked why he became a YAR. The onboarding process further reflects ALU’s commitment to its vision. All new employees, be they in the administration or faculty, have to complete ALU Interactiv! (ALUi). This is an online, peer-learning platform that helps new hires understand ALU’s story, goals and how it operates. It is modeled after the learning platform that students will use when the school’s doors open in September. ALUi comprises of courses, each with a number of lessons and has been a great way for the team to understand ALU’s values. The fully residential university will offer three to four year undergraduate programs beginning with six programs that cover the biggest need identified by African employers. These include business, entrepreneurship, mechanical engineering, computer science, humanities and electrical engineering. The curriculum has been designed with the help of the ALU Corporate Council, a group of executives from the world’s top companies. Students at ALU will also be presented with an innovative teaching and learning model through instructor-facilitated discussions rather than theatre-style lectures. ALU believes in self-directed and peer learning with faculty as guides. Students will have the opportunity apply to what they study in a real-world context when they intern with the university’s corporate partners for four months of each year at ALU. These include companies like McKinsey, the Boston Consulting Group, and Coca Cola. “Young Africans today have a choice: continue with the traditional broken university model, or attend ALU and build your own organization, be gainfully employed at a leading company, or even lead your country one day,” Swaniker said.
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FEATURE
| CAREER IN THE DRILLING INDUSTRY
Why should you choose a career in the drilling industry ? Words By Sam Abraham
A
fresh graduate looks for a challenging and rewarding career after spending a few years learning the basics of engineering. Finding a job which is not monotonous, encourages a person to think outside the box, stimulates quick rationale thinking is challenging. In the drilling industry, success does not come overnight, yet hardwork and dedication pay off in the long run. The drilling industry usually needs personnel with a background in mechanical or petroleum engineering or diplomas. The operating oil companies like British Petroleum, Total etc. or regional companies like Sonangol or major services companies like Baker Hughes and Halliburton or smaller companies are the employers and are looking for the cream of the students. The working environments in African region varies vastly ranging from the remote desert regions, offshore shallow or deep water, swamp regions or onshore locations
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which are close to towns or cities. The working routine requires a significant amount of time away from family, coupled with travel in some cases, in return the rewards are sizeable salary package and other benefits which are best in the industry. The recruitment processes are extensive and the selectors are looking for above average candidates who can adapt to situation and learn the tricks of the trade quickly. Some of the companies also sponsor students during the course of their graduate studies, and train them in preferred disciplines. The drilling industry prospects include various branches like technical, management and financial fields. The field operations include having to make quick informed decisions, always keeping the safety of the personnel, equipment and environment as the most important factor. The capacity building for the growing African Energy sector comprising of Oil and Gas and Geothermal using the local personnel is a key to the growing economies in this continent. When the local manpower capacity is used, the local buying power is increased, the salaries in this sector is high compared to the other industries. The higher spending power helps to encourage the various sectors of the national industries like housing, schooling, transportation and medical facilities. There is an increased stimulus to attract foreign investment into the region and encourage local ancillary industries which in turn employs entrepreneurs and workers. The young engineers need to be trained in specific areas as the Oil and Gas sector has very stringent standards and certifications, because there is increased liability for failures of equipment and personnel. The educational institutions have to incorporate the new requirements into their curriculum and make sure these are recognized by the national certification boards and credible international institutions. Once the students are trained it opens up a whole new world of opportunities for them and the financial rewards are worth the effort. I hope that this small article will help to challenge my young readers who are on the threshold of launching their professional careers and making a mark of themselves in the national oil and gas and geothermal industries. The current slump in oil prices will oil prices will turn around soon and you all can be ready to ride the new wave of opportunities and the dedication will pay off.
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Fellowship applications for Grade 12 learners and first year university students open on the 19th of January, 2015. The Allan Gray Orbis Foundation is offering individuals that show potential in entrepreneurial talent an opportunity to develop as responsible entrepreneurs by applying for the university Fellowship opportunity. Anthony Farr, CEO of the Allan Gray Orbis Foundation, says: “The Foundation invests in a long-term legacy of greatness through inspiring and developing individuals who will become high impact, responsible entrepreneurs who are capable of shaping and transforming the future of Southern Africa.” Fellowship opportunity: Grade 12 learners Applications are open to current Grade 12 learners and closes on the 30th of April, 2015. Fellowship opportunity: First year university students Applications are open to current first year university students and closes on the 31st of August 2015. The Foundation supports degrees in the fields of Commerce, Engineering and Science (excluding medicine), Law or Humanities (majoring in Politics, Philosophy or Economics). Only candidates furthering their education at the following Universities can apply: • • • • • • • • • •
University of Cape Town University of the Western Cape TSiBA (2nd Year intake) Stellenbosch University University of Johannesburg University of Pretoria WITS University Rhodes University Nelson Mandela Metropolitan University University of the Free State (2nd Year intake).
With the Foundation’s firm belief that a solid education is the starting point for any entrepreneurial journey, the Fellowship opportunity provides Candidate Fellows access to a community of likeminded individuals, exposure to thought leaders, mentorship, entrepreneurial mind-set development and full university funding. For more information and application forms, visit www.allangrayorbis.org or the Foundation’s Facebook page.
www.africanscholarmag.com
AFRICAN SCHOLAR | 13
FEATURE
| GRACE ATUHAIRE
Catching up with
Grace Atuhaire Citizen Journalist, Writer and Activist
T
ell us a bit about yourself. I am the last born of 4 girls and 1 boy. I currently work in Kenya as a Learning and Content Manager for Global Change lab. I find comfort in writing, sharing and making friends. I enjoy having a lot of light moments either at work or in my social life. My friends say I don’t have emotions, but what they do know is, I do that internally. I guess deep down am a softie :) Recently I did my first acting in a play “weaving Kenya” which is a Kenyan women collective on Pan Africanism that was staged at Alliance Francaise and in 2015 will be staged 3 times in different locations around Nairobi I am part of the Uganda Women Writers Association, Milead Fellows (a Moremi Initiative). I love Poetry, I look forward to hosting a continental Poetry slam one day or being part of one - so I guess I am a dreamer :) I have worked in the Arts, development, communication and Media. I run a blog at www.graceatuhaire.wordpress.com which i gradually update. You had a simple upbringing in Uganda, kindly tell us about your formative years in Uganda. My siblings tell me that I was a very naughty baby. I loved being carried around and of course they didn’t like that, I only let the people familiar to me, carry me, but I can say I have outgrown that behavior (laugh) My parents are both teachers so my childhood was around the school teachers’ quarters, which meant socializing with people who are older than me as well as having liberty to do or participate in any activity that I thought was interesting that was happening at either of their schools. As a child, I always followed my mum, Emelda Kyomukama to her school, she teaches in a primary school, elementary level. She tells me I would sit in and of course, distract the
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GRACE ATUHAIRE
class sometimes and was pupils favorites. One day I would be in primary one and the next day I would be learning with primary seven. When I got 3, my mum decided to enroll me to a school that was closer to our home, St Kagwa Primary School. At school, I was not a very outdoorsy active kid. I was good at watching other kids play and observed the different emotions at play, especially the games always resulted in one of them crying. The sudden change of reflecting intrigued me and I resorted to writing what I saw. My late dad, Francis Sebuyogera, I remember always using his notebooks to write my memoirs or my thoughts, misplace them and grab another and this distressed him because I would most times pick the notebooks without asking and when he asked of the culprit, I took my time until I was fingered out. I always loved writing, short texts around my experience, thoughts on my day by the time I was 9 but what I didn’t know was the pretext of what that was until I was 14. That’s when I knew that what I had been doing all along was writing poetry and short stories. You started your career as a journalist and blogger and later founded Early Life radio (An online platform that allows African youth to be involved in Citizen Journalism). What inspired you to follow this career path? When I was 15, I would spend my holiday at a local newspaper Orumuri - a local Vision Publication in western Uganda. The editor would send me on assignments as support to other journalists. The publication is a Runyankole, a language I didn’t know how to write in, I would write my notes in English and have interesting discussions with the journalist who would have accepted to work with me. Gradually, I became part of them. In 2007, I joined Kyambogo University, which is near the city of Kampala where a lot of media houses are located, it was easy to associate with most of them. In 2010, I attended an East African Media camp by Open Society East Africa Initiative exposed me to audio editing. At the time I had founded Pied Magazine, an online journal on environmental news. The same year, I got to be part of the media team to live stream the Worlds Debate Championship in Botswana. We used Ustream Tv and this opened my thoughts
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| FEATURE
to, why not an online radio to enable inter Africa dialogues? I am a Pan Africanist so when I came back to Uganda, I wanted to create a radio that cuts across the network. I find myself that I know less about West Africa or Central Africa than other regions on the continent. I wanted to link us with Early life online radio. Though after 2 years of operation, we couldn’t go on due to factors that could have been avoided, but because I started the radio very naive of the perimeters around startups and partnerships. Through experience, the radio was an eye opener and I have made great relationships to which we are still working on different projects. Why is it important that youth should be involved in citizen journalism? So much happens when we know or have the right information. i think citizen journalism offers that, and to be able to share our own experiences, not wait for someone else to come to our community and talk about us is de-motivating. Youth is what determines the perspective in which the world is moving to and to be part of the discussions not only from a national level, but on the global scale which the internet facilitates, is shaping where we live. So much that what happens in other continents beyond Africa impact us on a daily basis, being part of conversations together makes it easy for us to shape and influence whatever it is that impacts us. You are currently working for ActionAid Kenya. What are some of the projects you are working on that are contributing to the development of our continent? Every day there is amazing work that is done within the ActionAid youth wing, activists around the world and I love the viral nature that comes with this. Something recent from Kenya, I was part of the activists associated with Activista in campaigning against illegal demolitions of shelters in Kibera slum for the Kenya railways upgrade project which is funded by the World Bank. We were able to engage with the member of parliament for Kibera to see to it that 10 families that had been displaced get shelter and compensation. This is still an ongoing process, but at least the persons affected are in continuous communication with Hon Ken Okoth, a whatsapp group was created which he also
AFRICAN SCHOLAR | 15
FEATURE
| GRACE ATUHAIRE
uses to update us on what has been done. This breaks all forms of bureaucracy and it shapes a great future on information sharing You are part of the team that launched Global Challenge Lab. What is it about and what does your team intend to achieve in the long run? Global Change Lab is an online platform for activists. Here one can be able to Learn something, Act of something or Share something for others to learn. It is an inspirational tool to see what has been done somewhere else and what you too can do to create impact where you live. Its to show that if you are out there wondering why the city council is not picking up their garbage or why your child can’t go to school or you know you want to do something, but not sure how to begin or you are working on a campaign and stuck, there is somewhere you can go, to know what to do- like a candy crush booster :) All the content is provided by a trainer under Global Platforms, a worldwide network of training hubs for empowerment and activism. Why is it important to impart activism and social change skills into our youths? I could say “youth is the today and future” and end. :) Or We all need to learn a skill to be able to know what we do. At one point we have and an education, whether formal or informal, that has facilitated where you are. Social Change happens because individuals decide to make it happen. So it’s very important that for us to see any activism, the individual has to have learned what it is they are uncomfortable with or what it is they are changing to… to be able to demand it. So Knowledge is key and I best like it when it involves sharing within one another. What are some of the highlights and the adversities you have experienced in your career? My first article publication while volunteering at the Orumuri Newspaper. I remember using my dads name “Sebuyogera” in the Bi line. My first fiction to be published by the Uganda Women Writers Association. Hilda Twongyeirwe, the coordinator guided me throughout my writing process and will forever be grateful to her. My first job as a copywriter in Real
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Marketing in 2011. I got to know about it through a Facebook post. That’s how it was advertised on their staff profiles. I send my CV and cover letter to get an appointment the next day. My interview was strange, I was asked to explain more on my hobbies and later on the manager told me that its the hobbies that made me get the job of which writing was one of them. The Global Voices Summit in Nairobi. For the first time, I felt that Nairobi would be my next home. I met amazing persons within the blogosphere and I knew that I was not the only weird person who wrote stuff on the internet. Milead Fellowship: The sisterhood of the group and the way the Moremi Initiative has set up this project is something that you walk in and come out a different person to which I did. I have more women friends from all over the continent ever! When my dad passed on in 2012: I experienced growth. I feel like I added 10 years at the time. The emotional and social experience at the time was overwhelming. My first visit to Asia to the Worlds conference on Youth 2014. To know Siri Lanka and make friends with a lot of young people from all over the world. Was part of the bloggers team and we were and still are a bubble of greatness! The list is endless… but I know that there are moments that blossom my mind at the memories. Each is special to me with the people, the events and the continuous challenges of life.
You have received a number of accolades – Young achievers awards, Milead fellowship, and recently...... How does it make you feel being recognized for your contributions? It is great to notice that there is someone out there cares or who noticed, because there
are very bad days around innovation that one needs an inspiration. These different timings came as an inspiration. I remember the Young Achievers award, I didn’t know I had won it until after the ceremony. I had gone to my village in Kisoro and was out of phone reception. When I came back to the city a month after, I was overwhelmed at the messages on my phone and emails to congratulate me. The event was live streamed on the national broadcaster -UBC so some of my old schoolmates were reaching out… it was weird- nice :) For Milead fellowship, the timing was impeccable. I have never been in a room full of great energy from all the women and I felt like we were meeting to know each other. They all are doing amazing things in their countries and we have grown to make good friends with each one of them… and continue working together. It was good to know that young women rock! Every opportunity is a chance for growth. I get to meet a lot of people with good energies, people who have done craziest things just to see their community have what it deserves and sometimes we also make light moments on where we mess up or looking back at the things that challenge our daily life What are your future aspirations? The future, am still cultivating :) My friend Roli (my Ruckus) and I are working on a project “One Podcast” coming soon. We look forward to merging voices from all over the world and make it a cocktail of something useful to us and everyone else that will be part of it. I also look forward to do my Masters and write more… I hope that in the future, I have contributed to something that will have trickled down to my village. We believe Education plays a vital role in development of any society. What advice can you give the youths on the importance of education? To find something they love to do, is it watching videos, or reading text, or listening to audio… and use that to learn something new. I think technology has advanced education in different aspects so the excuse of “Education is boring” is lame. Learning is every day, we can’t run away from it if we want to be able to influence with positive contribution.
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AFRICAN SCHOLAR | 17
FEATURE
| SAGE PASTEL
Sage One brings the flexibility and power of the cloud to the Sage Pastel Certified School Programme
S
age Pastel has developed a Sage One curriculum for the Sage Pastel Certified School Programme, its longstanding and successful initiative for teaching basic computerised accounting and bookkeeping to learners in Grades 8 to 12. Sage One is online accounting software that users can access, 24/7 via the internet. It is easy to use, with no accounting jargon and an intuitive interface. By introducing the Sage One Accounting cloud-based application into its curriculum, Sage Pastel is helping to keep
they are able to use accounting software in real-world scenarios. Schools can choose whether to add the Programme into the daily curriculum, or offer it after school hours. Students are awarded a Sage Pastel Certified School Programme Student Competency Certificate upon passing the assessment. Says Gerhard van der Berg, Technical Writer at Sage Pastel Accounting: “Our educational programme is one of the most widely adopted and successful of its kind in South Africa. Though we have had a great deal of success
Accounting is a life skill, and schools should not only be teaching learners to pass the grade 12 exams, but should also be giving them basic skills that provide them the opportunity tp take their place in the economy learners fully up to date with the latest technology. Because it is a cloud-based application - used as an online service and paid for by a modest monthly subscription - Sage One Accounting also makes the latest software more affordable and accessible to schools and their learners. The Sage Pastel Certified School Programme aims to teach learners how to use a computerised accounting solution in line with the accounting curriculum. There are additional tasks and assignments set to challenge learners and ensure
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providing MyBusiness Desktop as the product supporting this initiative, we have seen growing demand from schools and universities for a cloud-based alternative. “We are happy to respond by creating a curriculum for Sage One Accounting - our next-generation cloud-based accounting solution for small businesses. For schools, the benefits of the cloud are numerous. In addition to lower upfront costs, using Sage One Accounting frees schools from the hassles and costs of installing and managing software on
school computers. Instead, each student can log in from anywhere they have an Internet connection simply by using the web browser on their tablets, desktops or notebooks.” Some 250 schools nationwide as well as many tertiary institutions use Sage Pastel products to teach computerised accounting and bookkeeping, and the list of institutions on the programme is growing by the month, says Van der Bergh. “Accounting is a life skill, and schools should not only be teaching learners to pass the grade 12 exam, but should also be giving them basic skills that provide them the opportunity to take their place in the economy. Sage Pastel Accounting has been providing computerised accounting software to businesses for over 20 years, meaning that our programme exposes learners to software used in the real world” he adds. “Our school programmes are fully aligned with the Department of Education’s accounting curriculum and the Curriculum and Assessment Policy Statement principles. At the end of the course, learners have acquired practical skills in accounting and in using computerised accounting software.” For schools that do not have Internet access or prefer to use the desktop software, Sage Pastel will continue to support the My Business Desktop curriculum.
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With 20 years of business experience in our pocket, we know what businesses want. That’s why we’ve extended our offering of training courses to be even more beneficial to students wanting to tackle the business world.
Courses that we now offer include:
Soft Skills • • • • • • • • • • • • • • • • •
Budgeting Business Problem Solving Learning to Lead Managing Business Risk Quality Management Time Management Customer Service Sales Management Professional Selling over the phone Sales Skills Telephone Courtesy Conflict Management Communication Skills Ethics in Business Event Planning Junior Management Program Business Incubator
IT Training • • • • •
Introduction to Computers Microsoft Windows Microsoft Excel Microsoft Word Microsoft PowerPoint
Sage Pastel Product Training • • • • • • •
Sage One Sage Pastel Xpress Sage Pastel Partner Sage Evolution Standard Sage Evolution Premium ERP Sage Pastel Auditor Sage Pastel My Business Desktop • Sage Line 50 • Sage Intelligence Reporting (BIC)
Accounting and Bookkeeping • Introduction to Bookkeeping • Business Accounting • Finance for non-Financial Managers • ICB: Junior Bookkeeper • ICB: Senior Bookkeeper • AAT: Stage 3 • AAT: Stage 4 • AAT:Stage 5
Project Management
• PMBOK Project Management
For more information call us on 011 304 3670 or e-mail training@pastel.co.za. www.africanscholarmag.com
AFRICAN SCHOLAR | 19
FEATURE
| SAS
20 | AFRICAN SCHOLAR
www.africanscholarmag.com
SAS
| FEATURE
The importance of partnerships on education’s road to recovery Words By Murray de Villiers, General Manager: Africa, Middle East Regional Academic Programme at SAS
S
outh Africans are losing faith in their education system. The country ranked last out of 144 nations for the quality of its maths and science education; the problem of textbook dumping continues; and universities are not producing enough teachers to keep up with the demand. But what are we, as society and the public sector, doing about it? The responsibility to educate SA’s children does not lie only with the government. Primary schools, high schools, universities, skills development institutes, businesses and parents should work together to pull South Africa’s education system out of its rut and enable it to produce students who can take this country forward. The National Development Plan acknowledges that South Africa’s education system needs urgent attention and outlines the role of every stakeholder, from those facilitating early childhood development to those responsible for tertiary education, further education and distance learning, in bringing about change. Essentially, we need stronger partnerships between all links in the chain as well as mutual accountability. We need to work together towards a common goal of producing highcalibre graduates who possess the appropriate skills to become active contributors to the economy. Many hands make light work Universities recognise the importance of high schools in their success. Therefore, more focus should be placed on efforts to reach out to high school learners, whether these are through career days, open days or guest lectures. Universities also need to collaborate with the private sector, which can provide access to and education in the technologies businesses use today. Such partnerships differentiate teaching and learning programmes. An example is the Advanced Business
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Analytics Centre, set up in partnership between SAS and North West University, which gives students the skills to understand the role analytics can play in business’ decision-making processes and prepare students to become executives who can manage that function. The students work on real industry projects during their studies, therefore they can make a difference on the first day they are hired because they already have the experience, skills and knowledge the business needs. Universities are expanding to offer industry-directed short courses, in-house training and academic mentorship to graduates. Businesses need to come on board to support this rather than complain that universities are not producing graduates with relevant industry and business skills. Global partnerships The next step on South Africa’s partnership-building journey would be to collaborate with global universities on content and ideas, student training and skills development. Local and international universities could partner to offer hybrid and unconventional courses that combine skills from different sectors, such as media and technology – but more on that later in this series. An Ernst & Young report on the university of the future noted that, while mobility increases competition among universities, it is also influential in creating deeper global partnerships and providing broader access to student talent. While technology will be covered in part two of this series, it’s worth considering the dangers mobility poses to South Africa’s youth and employment levels as it allows businesses to recruit staff from anywhere in the world and allows them to access high-quality skills that may not be available in South Africa. An African proverb reminds us that it takes a community to raise a child
but it seems society has lost that sense of community, choosing rather to bash the government for education problems. Mindsets and education models need to change. Pointing fingers won’t improve South Africa’s numeracy and literacy levels but working together at all levels just might.
“We need to work together towards a common goal of producing high-calibre graduates who possess the appropriate skills to become active contributors to the economy.” - Murray de Villiers
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Recruitment in and for Africa Opportunities and Challenges Africa is without a doubt one of the most exciting continents in the world, and just like the title indicates, it offers vast career opportunities in several emerging markets, yet simultaneously it has significant challenges to address. Generally there is a limited local talent pipeline in the continent with most African countries, especially those with rich natural resources such as Angola and Nigeria and with recent discoveries of natural resources in Ghana, Uganda,
Elite International Careers
Tanzania and Mozambique, this highlights the need for a specialised expatriate work force with experience. However, most African country governments are starting to motivate their nationals who have moved abroad during hardship times, such as civil wars i.e. Angola and Mozambique, to return home and contribute towards its incoming development. Some of these countries have also imposed strict visa policies in terms of companies, quotas in employing nationals versus expatriates. The challenges of in-country recruitment are various Most national professionals with relevant qualifications and experience are already employed by the best/largest companies. However, as more companies establish themselves in these markets, there are more opportunities and employers face competition for the same small pool of local experienced professionals. These local professionals will switch jobs often looking for better opportunities, mainly because these new opportunities mean a step up the career ladder and a higher salary. As people now have the chance to buy property or vehicles, professionals are more concerned about their net salary level rather than benefits, bonus and commissions because to ask for a loan at a bank, it’s the net salary amount that is taken into consideration for an approval. Elite’s experience in Angola and Mozambique, specifically,
is this constant mobility creates challenges to employers as they contribute a significant investment on employees with no return. Looking at Elite’s recruitment of nationals who live in the diaspora, the challenges are directly linked with a weak and undependable public infrastructure (especially poor social, health and education resources). On one hand we have African university fresh-graduates and professionals who would love to return home, on the other hand, they have concerns about where to live, which schools to send their children to, what hospital/clinic to be treated at in case of illness. These concerns reduce the numbers of skilled Africans going back home. As the competition for talent intensifies in Africa, all employers have to look at not only attracting and retaining talent but also at how to strengthen their own brands in the region they operate in to remain competitive. There are simply not enough skilled job candidates to fill all available vacant positions, which means that those with the skills call the shots and they mostly look at net salaries, career growth opportunities and joining employers with strong brands. Candidates wish to belong to and work for a company that has a purpose that not only resonates with their aspirations and desire to contribute to society, but also that gives them security, status and an interesting career.
Growth and opportunities are abundant in the continent, and with the inflow of international investment the requirements for talent becomes challenging on a daily basis. The questions we, as employers should focus on are: How do companies as employers differentiate themselves from our competition? How will we, as employers, secure the future of our regional business?
That is the million dollar question, and the answer is: Local Content Recruitment!
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COVER STORY
| PREVIN NAICKER
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PREVIN NAICKER
| COVER STORY
Previn Naicker Bio Scientist at 23
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magine being a an eighth grader at junior high school one day, and the next day working up having skipped three grades into grade 11. It’s pretty much hard to wrap your mind around. For Previn, this is reality as it has been. By age 23, Previn had earned his PhD degree, despite the fact that he took a gap year after attaining his under graduate honours degree. With a Bio Medical Science BSc degree from the University of Kwazulu Natal, a Master’s degree in protein biochemistry and structural biology at the School of Molecular and Cell Biology at the University of the Witwatersrand and Master’s degree looking at the structural, functional and dynamics characteristics of variants of the protease enzyme of HIV in 2011 which was later converted to a PhD and completed in August 2014, Previn is no budding scientist but stands heads and shoulders with the gurus in the world of science and bio-chemistry. This is the story of Previn Naicker a young scientist and researcher. Previn was born on the 14th of March 1991 in Durban, South Africa. He is the youngest of three siblings, in what he calls a “a close-knit family which has always been my support structure and vice versa.” Both his parents, Jay (Father) and Kamala (Mother) are teachers and he heavily credits them for having instilled in him and his siblings, a good work ethic and social responsibility. His eldest brother, Pergan, is currently a hedge fund manager, while his sister, Prisha, is currently a Bioprocess engineer. Previn narrates that he grew up in the ex-Indian community of Reservoir Hills in Durban. One could say that this was a middle class suburb which was not very well developed, but Previn recounts that the suburb had good basic facilities and infrastructure. “There was a great focus on education and self-improvement in my
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community, as parents wanted the best lives for their children. My parents being teachers meant that we lead a modest lifestyle, however, could still ensure that my siblings and I had the same opportunities as others through hard work and saving”, recounts Previn. The road of academic genius that led Previn to an admirable feat of earning a doctorate degree by age 23 did not start very early despite the obvious encouragement and oomph that his parents gave him from a very young age. He actually discloses that at the level of primary school, he had little or no much expectation of school, especially in the foundation grades. According to him, School at the time was more about having fun and enjoying the fundamental content that was being taught. Toward the latter stages of primary school, Previn recounts that he started to discover the smaller side of nature and understanding that everything we see consists of well-ordered micro environments. By this stage, he had
“I wanted to look at pathogens, disease causing organisms, in more detail. I started a Master’s degree looking at the structural, functional and dynamic characteristics of variants of the protease enzyme of HIV in 2011 which was later converted to a PhD which I completed in August 2014.” - Previn Naicker
started to participate in many Mathematics and Science Olympiads such that in the 6th grade he had won a full scholarship to Star College in Durban after performing well in their Mathematics Olympiad. Star College is a privately funded high school with a strong focus on Mathematics and Science. It was at Star College that Previn would develop the enviable habit of ‘skipping’ grades. First, he was given the opportunity to ‘skip’ grade 7 and start grade 8 curriculum after completing grade 6. At Star College, Previn was among a group of nine pupils who undertook an accelerated program in which they supplemented the curriculum with after hours and holiday schooling. The extra school hours catapulted them to a position where they reached a level with pupils in grades above them. At the end of the year in his 8th grade and after consultation with parents, Previn and his other 8 compatriots got a triple promotion skipping grades 9 and 10. Besides the habit of skipping grades, Previn also acknowledges that it was in high school where he gained a firm interest in Biology and where he expected to expand his knowledge. Despite the fact that skipping grades is at times regarded as a detriment on the learning progression of many pupils, Previn and most of his fellow grade skippers passed the test and achieved overall distinctions pass in the metric year (Grade 12) in 2005. It is thus not surprising that Previn names Mr Ismail Bayinder, his high school teacher, as his role model. He points out the traits of being very humble, helpful as the major reason of his choice. He further names, both his siblings, who he says set a good precedent for him. Upon completion of high school, Previn was already captivated by human biology and the complexity of life. Even though he wasn’t sure what he wanted to specialize in, he always knew he wanted to discover more and through that solve health problems in
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COVER STORY
| PREVIN NAICKER
society. After a little help from his parents, they settled for him to pursue a BSc Biomedical Science degree at UKZN which he says gave him a broad insight into the diseases and other environmental issues that are detrimental to the health of living organisms. Thereafter he pursued an honors degree in Medical Biochemistry at UKZN where he vividly confirms he learnt an array of practical molecular biology techniques. In 2010, only 5years after he left high school, he decided to take a gap year, probably to recharge his batteries. “It is quite easy to go through studies not knowing exactly where you are going to end up, but simple just doing what seems like the next sensible step. After my honors degree I needed time to reflect.” Says Previn “I took a gap year in 2010, taking some time off, but also using this time to look at opportunities in science. It was then that I decided that I did not want to enter the working world immediately, but wanted to pursue a career as a researcher.” Previn recounted the days after the gap year. Eventually, Previndecided to pursue a Master’s degree in protein biochemistry and structural biology at the School of Molecular and Cell Biology at the University of the Witwatersrand. “I wanted to look at pathogens, disease causing organisms, in more detail. I started a Master’s degree looking at the structural, functional and dynamic characteristics of variants of the protease enzyme of HIV in 2011 which was later converted to a PhD which I completed in August 2014.” He says, assuredly. Previn further admits, “My family and friends have always been supportive of me throughout my academic career and hold great hope for my future. My major influencing factor in my study and career choice has been my curiosity toward complex health issues and my desire to help solve socio-economic problems.” The road to a doctorate degree was not an easy one though, as Previn says that a PhD, especially one that is dependent on ever-elusive laboratory results, can be quite demanding mentally and emotionally. He mentions that there were times during his studies when he found it hard to see the bigger picture and had thoughts of an easier route in life. However, he advises that at such moments the best one can do is to simply persevere and count all the smaller blessings in life. He outlines that there was no point during his studies when he felt like quitting. According to him, tough times were overcome through
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the support his family and loving fiancé. Besides the support of his family and fiancé, Previn also mentions a number of motivations that enabled him to complete his studies whenever the stakes got seemingly out of reach. “There no single experience that motivates above others. The experiences that motivate me to be the best scientist, I can be when speaking to other scientists and budding researchers.”, he confidently declares.
“There’s a lot of folk who have a negative outlook of research in the country, mainly due to a lack of funding and jobs and the politics which slows down research and prevents vital collaboration. Too often is the enthusiasm shown by undergraduate students depleted after experiencing a lack of enthusiasm by employers. This has truly motivated to be the best researcher, I can despite the current state of affairs and help change this to support promising scientists in the making.”, Previn seems to be complaining, but showing great assertiveness that he draws motivation to forge ahead with science because of this. Previn shows more attributes of great character when he looks back at his journey and showers praise at Wit University. He is definitely not a man who forsakes his roots. He describes the University of the Witwatersrand as a well-organized institution that facilitates undergraduate and postgraduate training. He points out that his PhD was completed at the School of Molecular and Cell Biology which is
well equipped with a variety of instruments required for solid disease related research. According to his experience, the school provides excellent high-standard training for molecular biologists despite not having the same resources as some of the top 100 universities. Previn further pays tribute to the Council for Scientific and Industrial Research (CSIR), by declaring that he has enjoyed his experience thus far. He further expresses optimism that he will get the necessary training and opportunities at CSIR, which will enable him advance in his career as a researcher. “My research prior to my post at the CSIR has guided me to specialize in the high demand yet scarce field of protein mass spectrometry. During my PhD I had collaborated with excellent researchers at the CSIR and learnt more about some of the sophisticated applications of protein mass spectrometry. I know that in the future some projects that I work on will be multidisciplinary in order to have maximum impact , however, I will remain a specialist biochemist. The great thing about the CSIR is that there is a host of expertise across many different scientific and industrial fields which facilitate multi-disciplinary research,” he says. On his career trajectory, Previn hopes to use some of the research skills he is learning now as a stepping stone for formulating his own translational research and assisting with other projects in the years ahead. He explains that he is currently working as a post-doctoral researcher and will continue to work hard and attain and disseminate skills as best as he can. He also points out that toward the end of his PhD, he reflected on how research can truly impact positively on people’s lives. According to him, fundamental research is truly important for advancing science. However, he feels the need to do work which is closer to impacting people’s lives, even if it revolves around simple concepts is not yet fully fulfilled. For the many graduates who are considering whether to embark on a postgraduate degree in science or not, Previn says there is no reason for buckling down because of the fear of some rigorous research. He advises young people to do their own research, speak to other people who are informed and shadow people that can provide help. For those who are currently studying, he says, “do your research and find something you are passionate about and are feasible for the lifestyle you wish to have.”
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Tevaughnay Van Wyk
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PROFILE
1293W
BAC Stands Out The Botswana Accountancy College is a business school in Botswana established in 1996. BAC asserts itself as a center for excellence in the Southern African region and beyond. The college is characterised by the quality of its programs and their relevance to the global economy. BAC provides the highest quality education in Accountancy, Computing, Business, Leisure, Insurance and Taxation. With two main campuses, located in Gaborone and Francistown, the College is led by the Executive Director Mr Michael Lesolle. BAC strives to provide students with the capabilities and skills which position them as future leaders and effective participators in the country’s wealth creation. Arguably one of only very few tertiary institutions of its kind in the Southern African region, BAC offers a differentiated business model underpinned by a diversified suite of courseware in our portfolio of offerings. The College has established itself as a leader in the tertiary education space and continues to consistently work towards playing a significant role in Botswana’s tertiary education landscape.
School Of Finance and Professional Studies Programs: • CIMA (Chartered Institute of Management Accountants) • ACCA (Association of Chartered Certified Accountants) • AAT (Association of Accounting Technicians) • CIA (Certified Internal Auditor) • BICA (Botswana Institute of Chartered Accountants) Undergraduate Programs
The College offers globally recognised and accredited professional qualifications, promoting Botswana’s standing as a knowledge-based society, and was established with the primary objective of reducing reliance on expatriate accountants and, in the long term, to be a self-funding project. BAC drives towards skills development at national level, namely skills capacity building and transformation of the Botswana economy in line with the concept of quality performance in the ‘new order’ of the knowledge economy.
School of Business & Leisure • BA( Hons) Accounting & Finance • BA (Hons) Business Management • BA (Hons) Business Leadership & Entrepreneurship • BA (Hons) Tourism Management • BA (Hons) International Hospitality Management • BA (Hons) International Saloon Management specialising in Beauty Therapy • BA (Hons) International Saloon Management specialising in Hair Dressing
Global Partnerships with recognised Universities Over the past few years BAC has developed meaningful and lasting relationships with prominent universities abroad. BAC’s international reach continues to extend outwards with positive results. With a core strategy of positioning itself currently “To be a vibrant and leading College providing business education, recognised in Africa and beyond for commitment to excellence and stakeholder relevance in teaching, research and community engagement”, the College therefore invests significantly in ensuring that it procures from the best pool of global human capital and professional lecturing team of the highest calibre.
Programs
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The College offers specialized programs at various levels that comprise of, Undergraduate, Postgraduate, Professional Accounting and professional short courses. These academic offerings provide students with access to critical academic thinking, leadership and service opportunities throughout their period of study.
School of Computing and Information Systems • BSc (Hons) Applied Business Computing • BSc (Hons) Computer Systems Engineering Postgraduate Programs • MSc Strategic Management • MBA – AACA/CIMA Top Up • MSc Information Technology Management • MSc Project Management Along with the above programs, BAC offers a number of short executive leadership courses for corporate clients, including: • Enterprise Risk Management • Islamic Finance • Certificate in Public Sector Procurement and Tender Process Management • Insurance • Advanced Taxation • Balanced Scorecard Training
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HR CULTURAL INTELLIGENCE CONFERENCE Key Focus Areas The African continent, is perhaps the most culturally diversified continent among the nine continents of the world and South African is probably exposed to all of the diversity of African culture through the many foreign nationals from different parts of the continent who visit and dwell in South Africa. In addition to that, as one of if not Africa’s fastest developing country, SA is probably one of the most exposed African countries to the diversity of global cultures. Being a part of the BRICS community alone, gives much credence to this fact. For this reason, the need for us to develop our collective Cultural Intelligence as a nation, through improving the Cultural Intelligence of our government and business structures, cannot be denied. The key focus areas of the HR Cultural Intelligence Conference therefore will be: 1. To help improve the human resource efforts of corporate organisations, government entities and parastatals through the insights of Cultural Intelligence. 2. Assist organisations to improve their internal CQ capacity, through equipping them with high level information on the four CQ capabilities i.e. Drive, Knowledge, Strategy and Action. 3. To help organisations integrate Cultural Intelligence Assessments into their recruitment processes through Cultural Intelligence certification or facilitation support from certified facilitator organisations. 4. Facilitate dialogue between corporate decision makers, labour legislators and government officials on how CQ affects organisational Human Resources as well as the reflections of our labour legislation as far as Cultural Intelligence is concerned.
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Tevaughnay Van Wyk
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PROFILE
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FEATURE
| GRADUATE PROGRAMMES
Importance of Graduate programmes to firms and young talent. By Universum SA
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he talent arena is a complex and evolving area. The war for talent is becoming increasingly fierce, as companies compete to attract the right candidates to their firms, and candidates set to distinguish themselves apart from the crowd. With this, the need to have a graduate programme that stands out to talent as well as being able to provide what they need, is critical to a successful organization. For talent, the need to use the graduate space to gain experience and develop their career scope is essential.
“We try to put ourselves in the students’ shoes and understand what they get from working with PwC. They want real work experience, training and responsibilities beyond getting coffee and photocopying.” - Charles Macleod, Head of Global Sourcing, PwC
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What do talent want? Talent entering the workforce now, are Millennials, those born between the years 1984- 1996. In a recent study by Universum and INSEAD focusing on what is important to Millennials; it was discovered that 40 percent of Millennials fear that they will get stuck with no development opportunities. 32 percent of them fear that they will not realize their career goals and won’t find a job that best matches their personality. An ever-growing trend amongst South African students has been their need for professional training and development. Gathered from the Universum talent survey and different student interactions on campus; many students have indicated that they are
concerned about their prospects of finding a job after graduation. With the ever-growing unemployment rate in South Africa students are starting to get more anxious of the likelihood of receiving a rejection for their job applications. Some of the concerns have been whether or not they are the right fit for the organization and if they have enough work experience to qualify for the job. This is where graduate programmes fill the gap. The programmes help students gain an understanding of their specific field as well as what to expect when working in an organization, with a mix of different personalities and cultures. Graduate programmes allow talent to experience the true workings of a company, by having hands on experience. As Charles Macleod, Head of Global sourcing at PWC, states: “We try to put ourselves in the students’ shoes and understand what they get from working with PwC. They want real work experience, training and responsibilities beyond getting coffee and photocopying.
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GRADUATE PROGRAMMES
Students are asking for an experience they can be proud to show on their CVs, and want valuable training to help them succeed in their career.� By having a dynamic graduate programme, talent can develop their skills set and actively seek out mentors within the firm, building their own personal brand within the company. Graduate programmes can also give talent insight into to many different fields, allowing for accurate and distinct career- mapping, which is not often provided in a conventional job post. What companies can gain: It is not necessarily easy for companies to find the perfect fit for their organisation. At times, talent with the greatest potential as well as the highest achievement levels might not qualify them as the best fit for the job. Companies, if using their graduate programme strategically, can gain substantially in various ways. A graduate programme can provide a company with the
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| FEATURE
adequate time to see if a candidate will be an ideal match with the company’s values and culture in the long term. Most students enter the work environment with a wealth of knowledge from varsity- but still require a platform to practically enhance that knowledge. Graduate Programmes can assist with this transition from theory to practice. This also helps add a large amount of youthful insights into the organization’s employer brand. Once a graduate programme is done and the company does not necessarily hire any full time candidates, it is worth maintaining contact with potential company fits- in order to build a strong talent pipeline. A talent pipeline is the talent that that a company has an ongoing relationship with, with the potential for future hire. Overall, graduate programmes provide the company and the talent a space for a preliminary run, for an endeavor that can become permanent for both involved.
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FEATURE
| STUFFED TURKEY BREAST
roasting rack in a roasting pan and mist both with cooking spray. THREE: Arrange turkey skinned side down on a work surface. Using a long, thin knife, cut turkey almost entirely in half parallel to the work surface. (NOTE: The long side, which is parallel to where the breast bone would be, should still be attached.) Open turkey like a book and use a meat pounder to pound to ½-inch thick. Arrange lemon slices on turkey, leaving a ½-inch border all around. Top with panko, cheese, 2 tbsp rosemary, and ½ tsp each salt and pepper. Starting at a long end, roll turkey up so the side that had the skin is on the outside, forming a log. Use kitchen string to tie at 1½- to 2-inch intervals. Sprinkle all over with remaining 1 tbsp rosemary and ½ tsp each salt and pepper. FOUR: Arrange turkey, seam side down, on prepared rack. Add broth and ½ cup orange juice to roasting pan and roast uncovered for 30 minutes.
Lemon & Rosemary-Stuffed Turkey Breast With Lemon Orange Pan Sauce SERVES 10 HANDS-ON TIME: 50 MINUTES TOTAL TIME: 2 HOURS This lemony roast stuffed with Parmesan and panko takes a bit of attention before it goes into the oven, but you’ll be rewarded with a turkey that avoids the last-minute muss and fuss of carving. After cooking, all you do is slice and serve. INGREDIENTS: 2 lemons, divided Olive oil cooking spray 1 4-lb boneless whole turkey breast (2 halves), skin removed (NOTE: You may have to order this in advance.) ½ cup whole-wheat panko bread crumbs
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¼ cup grated Parmesan cheese 3 tbsp chopped fresh rosemary leaves, divided 1 tsp each sea salt and fresh ground black pepper, divided, plus additional to taste 1½ cups low-sodium chicken broth, plus additional if needed 1 cup fresh orange juice, divided 2 tbsp arrowroot powder, dissolved in 2 tbsp cold water (TRY: Bob’s Red Mill Arrowroot Starch/Flour) EQUIPMENT: Kitchen string INSTRUCTIONS: ONE: Slice 1 lemon very thinly with a mandoline. (NOTE: Slice entire lemon, including peel, to about 1/16 of an inch).
FIVE: Baste turkey with pan juices. Continue roasting uncovered and basting every 20 to 30 minutes, until an internal thermometer inserted into the center of roll reads 165°F, 1¼ to 1½ hours total cooking time. (NOTE: If pan gets dry, add more broth or water to maintain about ¼ inch liquid.) Transfer turkey to a cutting board and let rest, loosely covered with foil, for 15 minutes. SIX: Meanwhile, zest remaining lemon and set zest aside. Place roasting pan on stove top, straddled over 2 burners if necessary, and add remaining ½ cup orange juice. Bring to a boil on medium, scraping up any browned bits in pan. Whisk in arrowroot mixture and cook until sauce thickens, 30 to 60 seconds. Stir in lemon zest and additional salt and pepper. Slice turkey crosswise. Serve sauce on the side. NUTRIENTS PER SERVING (5½ OZ STUFFED TURKEY AND 3 TBSP PAN SAUCE): CALORIES: 246, TOTAL FAT: 4 g, SAT. FAT: 1 g, CARBS: 8 g, FIBER: 1 g, SUGARS: 2.5 g, PROTEIN: 43 g, SODIUM: 434 mg, CHOLESTEROL: 100 mg
TWO: Preheat oven to 400°F. Arrange a
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SPICE CAKE
| FEATURE
SERVES 12 HANDS-ON TIME: 35 MINUTES TOTAL TIME: 1 HOUR (PLUS COOLING TIME) INGREDIENTS: Neutral-flavored cooking spray (Such as safflower or grape seed) 1¾ cups whole-wheat pastry flour ¾ cup almond flour 2½ tsp baking powder 2¼ tsp ground cinnamon, divided 1 tsp ground ginger ½ tsp ground nutmeg ½ tsp sea salt ¼ tsp ground cloves 4 large eggs 1 cup fine maple sugar ¾ cup milk ¼ cup safflower oil 1 cup cream cheese, room temperature ½ cup raw honey ½ tsp maple extract INSTRUCTIONS: ONE: Position oven racks in upper and lower thirds of oven and preheat to 325˚F. Mist 2 9-inch round nonstick baking pans with cooking spray. Cut out 2 9-inch round pieces of parchment paper and fit inside pans. TWO: In a large bowl, whisk together pastry flour, almond flour, baking powder, 2 tsp cinnamon, ginger, nutmeg, salt and cloves. Set aside. THREE: In the bowl of an electric mixer, use a handheld whisk to lightly beat eggs. Add maple sugar, milk and oil and beat with the mixer’s paddle attachment on medium speed until light and frothy, about 3 minutes. NOTE: (A handheld electric mixer will also work here.) Add flour mixture in 3 additions and beat each time on low speed, until just incorporated. FOUR: Divide batter between prepared pans and bake on upper and lower thirds of oven for 15 minutes. Reverse positions and continue baking until edges are golden brown and a toothpick comes out clean, 10 to 13 minutes more (25 to 28 minutes total baking time). Cool cakes in their pans on wire racks for 10 minutes. Invert each cake onto a plate and
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Spice Cake - With Maple Cream Cheese Frostinglories gently peel off parchment. Invert back onto wire rack so that cakes are right side up. Cool completely. FIVE: In an electric mixer fitted with paddle attachment (or with a handheld electric mixer), beat cream cheese on medium-high speed until light and fluffy, about 1 minute. Add honey, maple extract and remaining ¼ tsp cinnamon; beat on medium-high until combined, about 1 minute, scraping down sides of bowl as needed. Place 1 cake on a serving platter and spread half of frosting over top. Place second cake on top and spread remaining frosting over top.
airtight container at room temperature overnight. Frosted cake may be refrigerated in an airtight container overnight. Bring to room temperature before serving. This cake is best served within 1 day of baking.)
NOTE: Unfrosted cake may be kept in an
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FEATURE
| HOW TO NEGOTIATE YOUR SALARY
How to negotiate your salary By Felix Tarcomnicu
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here are numerous reasons why we work. Some of us do it as a passion, while others just try to make a difference in the community. What we all have in common is the necessity to sustain ourselves and our families. After all, money is what pays the bills. Everybody wants a job, but our ultimate goal is a salary that can fulfill our needs. In this article, I will give you some tips on how you can negotiate your salary during the job interview and how you can ask for a pay raise. Many career experts often advise people not to open a discussion on this topic with their employer. Below are a few strategies that will help you get the salary you deserve. 1. Study the company Before going to the job interview, you need to study everything about the company, and what their previous employees have to say about them. You can find complaints or opinions by doing some simple searches on Google. Here are some key phrases you can use (replace “company” with your employer’s name): • I worked for company • Company scam • Company salary • About company Even if the company you applied for doesn’t have a website, by spending some time doing your research, you can learn more about their previous employees, their budget and activity. 2. Should I talk about money during the first job interview? The quick answer is “No”. Candidates should not talk about money during the initial interview. Instead, make the interviewer understand what are your most important accomplishments and how you can help the company grow by benefiting from your skills and knowledge. They need to be committed
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•
• •
to needing you, before focusing on your needs. 3. How should I answer the salary question? While you should never insist on this topic during the first interview, there comes a point when both parties want to know if they are on the same boat. Before giving your answer to the question, you need to understand everything about the job position.If it involves travel, overtime or some specific skills, these factors will require a higher payroll. Sometimes these details are revealed during the 2nd interview. The best answer for you to give would be: “I would like to learn more about the job requirements and company’s expectations, before discussing my salary requirements.”
“Candidates should not talk about money during the initial interview. Instead, make the interviewer understand what are your most important accomplishments and how you can help the company grow by benefiting from your skills and knowledge.”
If they insist and force you to give a specific number, you have two options: Ask what is the company’s budget for this position ive a rough estimate salary expectation, and mention that you will negotiate more after learning everything about the job position and requirements.
4. Know how much you’re worth Of course, you have to be prepared to enter the wage negotiation. Treat the interview like it’s a pitch for a project or some services you are offering. Always highlight your most important skills and your accomplishments. • Do a search on LinkedIn for similar roles and get a salary range for your position. This should be your salary at minimum. • With LinkedIn, you can find people that work for the company. Check those with similar positions and look at their responsibilities. 5. Sell yourself and negotiate the salary For any job position, there are at least a few hundred other candidates. During the job interview, you must demonstrate what value you can add to the company, and why you are the right person for this job. If you are multi-skilled and you can contribute in various departments, this will help the company save money by hiring additional individuals. Once the company understands that they need you, it’s time to negotiate your salary. Listen to their offer and ask about further compensation elements such as vacation days, trainings, bonuses or promotions. Be confident and don’t answer right away. You are in control of the conversation now.
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Application date open for all inclusive Sasol bursary Applications for the Sasol Bursary Scheme are now open for the 2016 intake. Hard working and innovative thinkers enrolled in Grade 12 this year are invited to apply from the 12 January 2015. The closing date for applications is 31 March 2015. Committed to increasing South Africa’s critical skills base, Sasol runs one of the largest bursary schemes in Southern Africa. Its primary focus is to develop the country’s skills pool in the areas of science, technology, engineering, and maths (STEM). The scheme is comprehensive and boasts an all-inclusive package which includes registration and tuition fees, accommodation, pocket money, and allowance for books and meals. Sasol bursars are also rewarded for academic excellence during their studies and vacation work (with a paid salary). Upon completion of their studies, the bursars have an opportunity to be employed at Sasol through the company’s graduate development programme. Lead Consultant: Human Resources at Sasol, Londiwe Zulu, said Sasol has made it its priority to build a strong pipeline of skills that can contribute positively to the South African economy. “We believe our bursary programme contributes towards one of Government’s 12 key performance outcomes, which is to produce a skilled and capable workforce that will drive an inclusive economic growth. Through the bursary programme, Sasol is not only investing in education but we are also investing in the future of our country’s youth.” said Zulu. The Sasol bursary programme currently has 607 undergraduates and post-graduate bursars studying at top South African tertiary institutions across the country. The company awards bursaries to learners studying towards a B.Eng degree in either chemical, mechanical, civil, electric, electronic, industrial, mining and computer engineering, as well as chemistry, geology metallurgy and accounting. For more information about the Sasol bursary programme, interested candicates can visit www.sasolbursaries.com, call 0860 106 235 or send a WhatsApp message to 061 213 4570 for further information. Applications for the Sasol bursary scheme will be accepted until 31 March 2015.
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FEATURE
| LOVE LIFE
CERVICAL CANCER: NOT JUST AN OLD LADY’S DISEASE CAN’T SPARE THE TIME FOR CERVICAL CANCER SCREENING? GOING FOR A PAP SMEAR AT LEAST EVERY THREE YEARS COULD SAVE YOUR LIFE, WRITES VICKIE OOSTHUIZEN
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A
lthough cervical cancer can be prevented, and cured if discovered and treated in its early stages, many women aren’t undergoing screening for it. In South Africa, cervical cancer is the second most common type of cancer among women. Over 3 000 South African women die from cervical cancer a year. According to the Cancer Association of South Africa (CANSA), cases of cervical cancer are particularly high among black and coloured women. “Most of us live at a frenetic pace,” says Merle Loubser, the Market Access Manager at Roche Diagnostics. “It seems that there is simply never enough time for everything. Any time we can spare for ourselves is considered a luxury, and perhaps the last thing any of us would want to spend our spare time doing is visiting the doctor for preventative screening on a disease we don’t understand all that well and might never get. “However, what a lot of women do not realise is that cervical cancer, although more common in women over 40, is the second most common cancer among women between the ages of 15 and 44 in Africa.” Between 50 to 80% of women diagnosed with cervical cancer die. This is mainly because women are diagnosed too late, when the disease is at an advanced stage. “Catching and treating the disease early greatly improves prognosis and the chance of
being cured of it,” stresses Loubser. What causes cervical cancer? According to CANSA, if you are having sex, you are at high risk of getting cervical cancer. The sexuality transmitted infection (STI) called human papillomavirus (HPV) is the cause of almost all cervical cancers. HPV is a highly contagious viral infection that affects both men and women and spreads through sexual activity. There are about 100 known types of HPV, of which 14 can cause cervical cancer. Most HPV infections – which could result in warts – clear up on their own. But when an infection persists, the risk of developing cervical cancer rises. Other risk factors, such as smoking, can act to increase the risk of cervical cancer among women infected with HPV. How can I prevent cervical cancer? CANSA says the best way to reduce the risk
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LOVE LIFE
| FEATURE
22 66 22 for more information – and to find out where you can get a Pap smear. If you live outside South Africa, you can email info@cansa.org.za or log onto www.cansa.org.za for more information about cancer. Treat STIs NOW! Untreated STIs can lead to a lot of complications, including developing cervical cancer and increasing the risk of getting HIV. • Firstly, get tested ASAP if you suspect that you have a STI; getting it treated will lower your risk of contracting HIV; • It is important for you to complete the FULL treatment prescribed for a STI to avoid complications; • Sex while you are on treatment is a BIG no-no! Let the STI heal first; • When you are ready to have sex again, always use a condom to protect yourself from all STIs, including HIV. *Images courtesy of CANSA
of cervical cancer is through regular screening. For years, the screening method of choice has been the Pap test (Pap smear). It involves taking a sample of cells from the cervix and should ideally be done every year – or at least every three years. Women should set some time aside to learn more about cervical cancer and get tested. An hour every three to five years is all it takes. “A commitment of just an hour or so every three years for a Pap smear or every three to five years for the HPV DNA test is all that is required. The test itself takes no more than 15 minutes. Just factor in the time you may have to sit in the waiting room for your slot with the doctor,” says Loubser. “When you consider the high prevalence of the disease and rate of related deaths, an hour every five years seems like a small sacrifice to make, one that most of us could manage… That hour could mean that you will
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be around longer as a mother, sister, daughter or wife. It could save your life.” There is also a vaccine available that protects you from the most common cancercausing strains of HPV; however, these are very expensive and not yet available in government clinics. The Department of Health in South Africa made the decision to vaccinate school girls as of 2014. “It is now also possible to vaccinate against the most common cancer-causing strains of HPV. Young girls from the age of nine can be vaccinated against HPV. These vaccines are for adolescent girls from the age of nine or 10 years old, before they become sexually active,” explains Loubser. Other general prevention strategies include not smoking, using condoms and following a healthy diet. Want to know more? Call CANSA on their toll-free number 0800
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FEATURE
| ROBERT MARUMOLA
Robert Marumola keeping an eye on his goal
K
eeping an eye on his goal – is without doubt Robert Marumola’s incredible story of his journey from gardener to IT Manager in just five years. This is a journey that has taken Robert from an impoverished background in Zeerust in South Africa’s North West Province all the way to Russia to set up Tenova Pyromet’s clients’ site networks. It is also a journey where Robert’s determination, initiative and ambition were encouraged to flourish in a supportive company environment and where he learnt the technical and business skills so important to his future success. Robert started off life in Zeerust, ultimately moving to Kagiso where he finished his Matric. His ambition to study electronic engineering was thwarted due to lack of funds, but his thirst for further education and to better himself could never
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be dampened. While taking on the odd unskilled work and with little money to support himself, he nevertheless managed to fund himself in an entry level course on computers. “Even though the skills I learnt were really basic, the course really pricked my interest in IT – and I was determined to study further, completing PC Technologies and later Network Technologies through Damelin,” says Robert. Fortunately, at the same time he was employed as a full time gardener in Parktown, Johannesburg, at the leading furnace and smelting plant specialists Pyromet (which later became Tenova Pyromet, when it was acquired by Tenova Group). This not only provided him with the funds to pursue his studies but also an introduction to the company and its
“The trust that Tenova Pyromet placed in me, sending me to its clients in Russia and South Africa to set up its site networks, was a huge opportunity for me.” - Robert Marumola, Tenova Pyromet
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ROBERT MARUMOLA
founder, David Pheiffer, who gave him the break he needed. Joining the company as an IT technician in 2006, the company sponsored his MCSE (Microsoft Certified Solutions Expert) certification. As a Microsoft Certified Engineer, promotion was rapid for Robert. He was appointed in 2009 to Network Administrator, and in 2011 as Acting IT Manager, a position made permanent in 2012. In this role, Robert was responsible for ensuring the smooth running of the IT systems for more than 200 people working in a high-tech environment. But it also gave him the invaluable business skills of planning and budgeting, managing service providers and interfacing with clients. “The trust Tenova Pyromet placed in me, sending me to its clients in Russia and South Africa to set up their site networks, was a huge
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opportunity for me,” says Robert. Tenova Pyromet designs and builds multimillion dollar furnaces and smelting plants for the mining industry around the world, with most of the design and engineering work being done on computer. Unexpected systems downtime can seriously delay or derail a project, impacting severely both on the client’s profitability as well as that of Tenova Pyromet. “As a result, systems need to be kept operational 24/7,” adds Robert. “During various office relocations over the years, my team and I have worked from Friday evening, when the office shuts, throughout the weekend, to ensure that the staff arrived at the new premises on Monday morning with the systems up and running.” In 2014, Robert’s scope of responsibility
| FEATURE
was once again increased when he was appointed Systems Engineer at the Greenstone Hill, Johannesburg head office of the global total technology solutions provider, Tenova Mining & Minerals, servicing its four business areas located at Greenstone Hill, one of which is Tenova Pyromet, as well as the corporate and executive team. In such a technologyfocused company where functioning IT systems are critical to the successful delivery of a wide range of major global projects, from designing massive materials handling systems for power plants to new pyrometallurgical and hydrometallurgical plants processing a range of minerals from ferroalloys through to uranium, Robert plays a key role interacting with management and the team of highly specialised engineers, to ensure that their IT requirements are always met. Looking back on the past 10 years, what have been the highlights for Robert? “Finding a company such as Tenova Pyromet was the turning point in my life” says Robert. “This has been more than giving me my first job in IT and providing me with the opportunity to study further - I recently completed a course in IT and Law and intend to study Software Engineering at the University of Johannesburg. I could not have achieved nearly as much without the company’s belief and trust in me and its willingness to give me greater and greater opportunities, while providing me with all the support and mentorship that I required in order to succeed in my new roles.” Tenova Pyromet is a leading company in design and supply of high capacity AC and DC furnaces and complete smelting plants for production of ferroalloys, base metals, slag cleaning and refining. Tenova Pyromet also designs and supplies equipment for material handling and pre-treatment, alloy conversion and refining, granulation of metal, matte and slag, furnace off-gas fume collection and treatment, and treatment of hazardous dusts and waste. Tenova Pyromet has several technologies to reduce operating costs and increase production power consumption. Tenova Mining & Minerals is a total integrated solutions provider to the global mining, bulk materials handling and minerals beneficiation and processing sectors, offering innovative technological solutions and full process and commodity knowledge across the mining industry value chain.
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FEATURE
| RESEARCH IN AFRICA
Making research inform policy in Africa - insights from another African Scholar By Felix Mwenge, Reader
U
pon finishing my postgraduate studies I immediately got a job with a high reputable international research organisation which supports economic development through research in Africa and South Asia. I was immediately posted to work in a Southern African country which also happens to be my country of origin. My expectations were quite high and I was very happy that finally I was going to see how socio-economic research could be used to drive national economic development. This is the dream of a good number of post graduate students. After spending time learning various research techniques and how they can be applied to transform real situations and solve practical problems, one looks forward to putting this into practice or at least working in an environment which seeks to do so. My organisation is a network of international researchers of varying expertise and experience as far as socio-economic
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development is concerned. The researchers come from some of the world’s reputable institutions such as Harvard, Cambridge, MIT, Oxford University, University of Cape Town, the list is endless. Our strategy is first to build strong relationships with host governments who are the primary clients for our research. Governments then work with us to identify areas that need research evidence for them to formulate well informed economic policies. Once a research problem is identified we then draw on our network to find the best person who would do the research. Once the research is done policy makers are then invited again through a seminar or workshop to discuss the findings and their implications for policy. Best practices drawn from different countries are shared by our researchers. In some instances closed door meetings are held with government officials especially if findings are confidential and should only be shared with government. But the question is do African governments use research to formulate policy? What are some of the reasons for not doing so? How best can research organisations work with governments so that their research finds a place in the policy process? The answer is Yes, African governments do need research evidence to formulate economic policy. As a matter of fact there is overwhelming evidence across the continent of how research in general has transformed many aspects of African life, from science through to social life and political governance. Institutions such as the World Bank, World Health Organisations for example, are not short of stories of how research in Africa has affected the way the continent solves its problems. Governments have also been quite receptive to new knowledge and innovations coming out of research which is a great sign that this is becoming a tradition all over Africa. I recently attended a conference in Rwanda and it was exciting to see Rwandan policy makers interacting with researchers and strategizing together on how best to solve Rwanda’s challenges in urban population. There are similar stories in other African countries which in itself is an indication that as Africa rises, research will be a major component of that rising. Meaning that those that have the skills to do research on the continent should do so knowing that transformation of the continent is to a large extent dependent on the generation of new
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RESEARCH IN AFRICA
knowledge from research. This also calls for governments and international organisations to make serious commitments towards the funding of research on the continent in various fields. But factual as this may sound, there is still some resistance to new knowledge especially within government circles. The reasons for this are various. From onset it is important to acknowledge that Africa is a very political environment and as such policy makers tend to be interested in research that would produce results tomorrow. Obviously this is because politicians are interested in securing a vote during the next elections, usually within 4-years, and any benefit out of this circle may not find traction. This becomes very tricky as one aspect of research is that benefits may only come after many years of repeated experiments which bring changes gradually. Sometimes research evidence may present facts that threaten long established governance and political systems, in which case the same systems would frustrate implementation in a very systematic way. There is usually very little to do about both of these issues. Lack of capacity and expertise to appreciate and understand the implication of certain research findings and how to use new knowledge to formulate policy is another reason why research knowledge may be trashed. In such instances ministries and government departments will usually indicate to researchers that they appreciate the knowledge but as soon as the researcher leaves, the reports are filed and that is the end. It is usually difficult to deal with such situations; it is not the researchers’ job to build capacity for governments to use their research. But some government ministries are staffed with intelligent and well qualified people who understand the value of research knowledge and would do anything to use it to formulate policy. In such cases research knowledge has a fair chance of influencing policy. However, it is also common to find such people being in conflict with their superiors who happen to be politicians, and as pointed out earlier, are more interested in immediate results. In very few instances where politicians show willingness to use research evidence, again there seems to always emerge a new problem though this time the problem is from the researchers themselves. Where they see an open door researchers may tend to oversupply
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research to the point of overwhelming those for whom it is intended to benefit. This is compounded by yet another problem of lack of coordination among researchers. Instead of combining efforts by sharing their notes so as to come up with streamlined topics, researchers tend to work in isolation each trying to take the lead in advising government. This only leads to duplication of efforts and tends to confuse the recipients of research. Researchers can do better by sharing notes and having review sessions of their own to take audit of which research areas are being covered and by whom. This greatly reduces on duplication and makes it easier for the client to work with a large number of researchers focusing on specific areas. It is also common to see a lot of supply rather than demand-driven research. In a number of cases research organisations have their own research agendas and interests which do not meet the needs of government. This misses the point as government will not abandon their day to day problem solving activities to start a new thing just because a researcher thinks his or her research is good for government. What might be done is to consult with the government who in this case are the main client on what their needs are. Once this is clear then research should be done in such a way as to respond to the needs of government. This also promotes ownership and makes government part of the process, from start to end. The packaging of research findings is also very important and plays an important role in determining whether research is appealing to the client. If a research paper is too technical it becomes difficult for policy makers to get the messages they need. Government ministries are busy places and those tasked with formulating policies may not have the time to read very technical work. They would rather it is simplified and summarised for them to consider it. This means that researchers should be able to unpack their technical work and repack it into more practical and shorter actionable messages. Policy briefs usually play a good role in this. Who you chose to engage with in a ministry or government establishment also matters. Like indicated earlier Africa is a quite political environment with a good number of political appointments especially at the top level. As such there could be a lot of
| FEATURE
unpredictable changes and shifts in terms of senior positions. This means that you should be strategic by engaging mainly with those in mid management level who do not seem to be affected much by political changes and appointments. This way you will ensure sustainable feedback and if your research will have a longer life span, you have contacts to rely on among policy makers. It is also true that top managers are not involved in the day to day dirty jobs of reading papers and synthesising research messages. So it would save a researcher a lot of time by building relationships with the people who do the actual work. In a nutshell, Africa’s current growth momentum will require a consistent production of new knowledge and ideas through research on the continent. But this research should be done in a way so as to respond to Africa’s needs and not be imposed on governments. Those involved in research should also be mindful of the impediments that hinder the adoption of research knowledge into policy ideas that bring about change and strategize accordingly. (Shared by our reader Felix Mwenge)
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2 2 MAKE A SMART CHOICE, BECOME 1A CHARTERED 3 6 ACCOUNTANT 5 45 6 3 2 0 2 4 8 3 9 4 7 4 65 6 7 6 8 5 8 0
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5
a future leader in business
+ 2 = 8
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