The office of United States Trade representatives has dismissed a case filed by US based labour unions that aimed at revoking Uganda’s African Growth & opportunity Acts (AGOA).

It has been cited that Uganda has carried out “Labour reforms” and good progress to improve & protect labour rights.

Note: Please ensure that you give our employees benefits as required by Employment Act(s)

Our relationship with all unions should be to:
a) Protect our investments
b) To ensure that workers are not exploited by either union or employer.
c) Unions to facilitate productivity initiative through dialogue.

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THE RIGHT PEOPLE ARE YOUR ASSETS

By Ismail Sekandi

Business is like climbing a mountain. You have to confront the unknown since you don’t predict what the mountain would throw and if caught off guard by severe storm you will be “HISTORY” – GONE- DEAD

What is the best hedge against uncertain environment, the ultimate strategy of making business?

You have to pick the right people
Ø Who can adopt to whatever the environment might throw at you
Ø That’s how you build the future
Ø People will be able to see the changes for you if you cant

By “injecting an endless stream of talent” directly into the vein of the company and building the best management team, will ease the success

Fundamental Principles

First – WHO

Get the right people on the bus, the wrong people off the bus, and the right people into right seats – and figure out where to drive the bus.

Well what makes the right people – this question is provocative

1. Right people should fit the company’s core Value good company’s build talent, almost cult like cultures – where those who don’t share the values of the institution are surrounded by anti bodies and rejected like virus

2. The right people don’t need to be tightly managed. The moment you find yourself managing with tight ropes, then you should realize you made a mistake
- Right people are productively neurotic self motivated, self disciplined, compulsively driven to do the best thing they can because it is simply part of their DNA

3. The right people understand that they do not have “JOBS” but have responsibility.

A great company cultivates a culture of discipline – since the cornerstone of a culture discipline is the idea of operating freedom within vigorous framework of responsibilities. The right people grasp the difference between their task list and their true responsibilities. It is not a question of making a disk but to satisfy the customers need.

4. The right people display “ Window – and – Mirror” maturity.
When things go well, the right people point out the window to apportion credit to factors other than themselves. They shine a light on other people who contributed to the success and take a little credit yet when things are awry they do not blame circumstances or other people for setback and failures. They point in the mirror and say, “ I am responsible”.

5. The right people have passion for the company and its work. Nothing great happens without passion. If you cannot get passionate about the company and what it does then better leave the bus than to languish in the company.

David Packard Founder of Hewlett Packard once said that a great company is
more likely to die of indigestion of too much opportunity than starvation for too
little.

Please Note- The primary constraint on growth and success for a great company is not markets or technology or opportunity or capital.

BUT
The greatest constraint above all is the ability to attract and retain enough of the right people into the key seats