1. Editorial

Policy issues

2. Portfolio Committee commends DLA

3. Government bringing services to the people

4. PDLA Free State Workplace Gender Forum launch

5.Talking labour

Changes in the DLA

6. New managers

7. New names for DLA committees

Training

8. IT training reaching out to users

9. Improved service delivery in an integrated approach

Sport

10. DLA runners again qualify for Comrades

11. DLA runners hit gold

General news

12. Available catalogues

13. Call for volunteers

14. Review of procurement processes

15. Checking your serial numbers

16. Tender meetings

Letters to the editor

17. My experience with Daryl Jones

18. HIV/AIDS and my community

19. Book review

1. Leadership : a communication perspective
2. Communication research: techniques, methods and applications

Poetry

20. Contemporary failings

21. Why celebrate injustice

22. Ode to Sindiswa

Editorial

As my boss and I moved into Cape Town the other day, our conversation just shifted to Shobane KaMangete (the late K E Masinga) of the then Radio Zulu and his programme "Zithini iyinkinga" (What are the problems). We both agreed that he was just a pure male chauvinist. With Shobane the human male species was supreme. In all his programmes I had listened to in the past, I do not remember him arguing for a female against a male, whether the male was correct or not.

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Overall, the Portfolio Committee on Agriculture and Land Affairs commended the Department of Land Affairs on its activities in trying to speed up land reform in South Africa. This happened in March when the Department's Senior Management, led by the Director-General Dr Gilingwe Mayende updated the committee in Parliament.

As it is normal in parliamentary committees, questions, after the presentations became the order of the moment. This time, major questions that came out surrounded the following areas:

• Donor funding
• Conference resolutions
• Willing buyer and willing seller concept
• Provincial governments and land reform
• Re-evaluation of past projects of the Department
• Representivity in the Department
• Farm evictions
• South African land registered in foreigners

Dr Mayende's presentation centred around the Department's Policy Framework and Performance Review. The Department's Strategic Objectives were also explained and are as follows:

• Provision of access to land
• Provision of rights in land
• Improvement and alignment of systems and processes
• Improvement of stakeholder relations
• Promotion of intra-departmental excellence
• Effective co-ordination of integrated Spatial Planning and Information

There was also a Financial Review for the 2001/ 2002 financial year. To cut a long story short, at that time, the beginning of March, the Department had expended 86 % of its budget.

It also transpired there that the Department intends tabling the following bills in Parliament during August and September:

• Communal Rights Bill
• Land Use Management Bill
• Spatial Information Bill
• Planning Profession Bill

The Department's Strategic Plan for the 2002/2003 Financial Year, which is now in circulation in the Department formed part of the presentation. Copies of the Strategic Plan are available on request at the Communications Directorate of the Department. It can also be accessed through intranet and those having interest at its hard copy are advised to phone (012) 312 - 8532.

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Ms Angie Motshekga, the Gauteng MEC for Social Services and Population Development in Gauteng told hundreds of people in Soshanguve recently that the government takes seriously the need to bring services to where people live. She said this in March while officially opening the Soshanguve Multi-Purpose Community Centre at the Chamber of Business Complex.

Ms Motshekga said the launch marked the continued effort by the Gauteng Provincial Government to deliver a wide range of services including social services in a more qualitative and accessible way to communities that are most in need. She said centres like the Soshanguve one are important in advancing the Government's goal for a better life for all.

"The government has dedicated 80 % of its budget for 2002\2003 to social services delivery. This aims to maximise the impact on the lives of those most in need. The main focus will be on children, the youth, women, and people living with Aids and with disabilities", she said.

"We have therefore instructed all civil servants who will be coming to work here to adhere to the principles of Batho Pele. It is a good thing this opening is happening in a month that has been declared health month. We want all people using this centre to feel that services provided are of a high standard and are what they want", she added.

Ms Motshekga encouraged all people using the facilities not to accept shoddy, disrespectful and inhumane treatment from government officials. " You have a right to complain and you must therefore make sure you know the name of the person serving you so that when you complain you can tell us exactly who gave you bad service, on which day and what time", she advised them.

Executive Mayor for the Tshwane Metropolitan Council, Father Smangaliso Mkatshwa said people have to understand that they have a government that wants a better life for all. He said the establishment of the Multi-Purpose Community Centres is meant to provide people with information.

He echoed Ms Motshekga's sentiments and stated that the establishment of the MPCCs by the government is meant to take services to where people are. He said by getting information on the activities of the government they will be able to hold it into account.

He urged people to use the MPCC in Soshanguve indicating that it would be very expensive for the government to have a facility like that not used by people. He told them that all spheres of government are holding hands in operationalising MPCCs.

Government departments that already have offices there are:

• Labour
• Home Affairs
• Government Communication and Information System (GCIS)
• Local Government and Housing
• Transport

The Chief Director for Corporate Services at GCIS, Shadrack Semakane, explained to the people that the South African constitution provides that the government must furnish information and services to the people. He said the GCIS believes in development communication and in that process government communicators must give people information that is going to develop them.

"It is the responsibility of the citizenry to use these facilities. You also have to inform the government about what you may still need", he said.

There was also a lot of entertainment at the launch. The following choirs provided choral music:

• Correctional services
• GCIS
• Compensation Commissioner
• South African Police Service

The Tswelopele Cultural Group in its dramma displayed how government is taking its services to the people. It portrayed how beautiful things can be when there is good communication among all stakeholders.

Kid Sithole, a comedian, who was the day's Master of Ceremonies, had many a joke for the day. Saying he brought tears of laughter to many a listener on the day is no exaggeration.

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On 19 April 2002 the DLA Provincial Office launched its Workplace Gender Forum.

One of the speakers of the day Rev. Matlalepula Chabaku, a member of the Select Committee for Environment and Land Affairs of theNational Council of Provinces (NCOP)   highlighted the significance of the day. She began by defining the term gender. She referred to the social roles that are allocated respectively to women and men in particular societies. Such roles and the differences between them are conditioned by a variety of political, economic, ideological and cultural factors and are characterised in most societies by unequal power relations.

She said South Africa is faced with many challenges. One such challenge that is expressed as an ideal in the Constitution is achieving a society that is free of racism and sexism. This requires that all spheres of society undergo a paradigm shift regarding how people should relate to each other. This means that gender relations need a transitional process. The challenge is how to facilitate the transformation process in a way that acknowledges the centrality of gender transformation to the broader transformation process.

Ms Zine Mogorosi from the Office of Status of Women in the Free State Premier's Office stated that the Department of Land Affairs has explicitly stated its commitment to gender equity in the allocation of land and has demonstrated this by establishing a sub-directorate of Land Reform, Gender Policy and Implementation. However, historical factors and unequal gender relations continue to hinder women's access to land.

The DLA must ensure that:

• women have independent control over land
• women are represented in structures (legal entities) and actively participate in public fora and
• women are informed about the different options in accessing and acquiring land

Ms Sarah Manthata (DLA Gender representative) gave a detailed background of the Workplace Gender Forum and its achievements.

Ms Masego Phetlhu from the Human Rights Commission said: "We are faced with daunting challenges of transformation and entrenchment of democracy in South Africa since 1994. We are committed to removing the gnawing legacies of apartheid that are found in practices like: sexism, discrimination, racism, xenophobia, and ethnicity. It is only through making use of relevant legislation and workplace policies that we can achieve this."

Later, in remembrance of all who died of AIDS Rev Chabaku conducted the Candle Light Memorial Service and explained her interpretation of it as discovering ourselves, being the light of the world, and also asking for God’s forgiveness.

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The official is employed on contract, and her colleague is also appointed on contract at a high level (notch) with different job descriptions. Later the supervisor decided to join the two workers. The duties of the worker who was employed the at higher level were put together with the one on the lower level without considering a salary adjustment. The official feels that she is unfairly treated because they are performing the same work.

Yes, there is an element of unfairness.

There was an alteration of a contract which can be only altered on consultation, consent or circumstances beyond the ability of the worker and the employer, most importantly it must not be prejudicial to the worker. Job description is part of the contract which is entered into individually. Joining the work of two parties is to alter two job descriptions which will frustrate both the workers and the supervisor because, priority may be given to the one job whilst the other one is left behind. The worker whose job is prioritised is going to be credited more than the other one. The possibilities are that the official on the higher level will have a bigger scope of work than the lower one. Another problem may be work rotation without clear-cut boundaries, especially when focussing on the work plan.

When a post is advertised, the job evaluation committee recommends that the job description should be tantamount to the salary given. It is totally unfair to join the duties, not considering adjustment of salaries and other elements which may hinder the progress of  proper delivery e.g., the official on the lower level finds herself landing in a job which she was not employed for.

It is suggested that you draft a memo to the Director: Human Resource, and ask for his/her intervention and assistance in this regard. An investigation must be conducted to avoid a recurrence of this situation in future.

NB: The writer misplaced your contract numbers: it will be appreciated if you can provide them.

Collective labour law rights

The bulk of collective labour law rights are entrenched in Section 23 of the South African Constitution, and like any other rights they are not absolute.

A union has the right to stop order facilities which is infringes a worker's rights. It is compulsory to deduct a certain amount of money from an employee's salary whether he wants to be a union member or not.

Section 13(1) of  the Labour Relations Act (LRA) states that an employee who is a member of a trade union may authorise the employer in writing to deduct from the employee's wages subscriptions payable to that trade union.It seems there was a certain amount of money deducted from the employees' salaries even though they did not belong to trade unions, and that amount was more than the unions monthly subscription.

In essence workers are indirectly compelled to be members of   unions, though membership is voluntary. If one looks at the manner the deductions were handled it is clear that workers were forced to join unions. Because of financial implications, workers opted for the R20,00 deduction rather than R50,00. For example, if you are not a member of a union, R50,00 will be deducted every month from your salary for PSCBC, immediately you join a union PSCBC falls away then R20,00 is deducted for the union. This is totally unfair because, when one pays money, you expect something in return and most importantly it must be voluntary, not cohesion.

The rights of employees have been encroached, irrespective of whether this was done for a good cause or not. Consent and voluntarism have been overlooked. Nowadays people prefer attorneys and advocates in practice to defend their rights.

Accountability of monthly subscriptions

The accountability of monthly subscriptions is not reaching the worker nor any financial year budgets from unions. If there is any communication the method used is not effective in reaching all members.

Representation

Now the time has come to change or to upgrade the system in place, especially on representation whenever there is a dispute. The line must be drawn between ordinary representation and expert representation. In most cases experts are effectively functioning in headquarters or in main branches of the union and ordinary representation is utilised at the lower level. Ironically that’s where an expert's representation is needed, when a member of a union is facing a case of misconduct, an ordinary member from the union is chosen to represent him/her while the employer is represented by a person who has a sound legal background. Obviously that member is not well covered. This means that there are pitfalls in the structure or organisation that need to be improved.

Federation

Other sensitive issues are also addressed like the project to alleviate the HIV/AIDS problem; assisting employees financially to provide for retrenchment or any downfall of those belongings to a federation of unions. The rights in the union can also be exercised in the federation, subject to its constitution.

Rights and protection of employees' rights

Section 5 of the LRA emphasises the employee's right to be protected against victimisation for trade union activities; for example:

• No employee should be discriminated against for exercising any right conferred by the Act

• No employee will be prevented from exercising any right or from participating in any proceedings in terms of the LRA

• No worker shall be prejudiced because of past, present or anticipated membership

The protection of employees' right to freedom of association applies not only against employers but against anyone who may infringe it, including a union and agents of the state such as the police.

Section 6 of the LRA protects the rights of the employer in the same manner as those of the employees are protected. The right of freedom of association works both ways. The fact is that employees may not exercise the right which will contravene any of the rights conferred on employers e.g. workers may not strike to force an employer to resign from an employers' organisation.

It is significant that employees are protected against any form of prejudice for engaging in a lawful activities of employment.

• To determine their own constitution and rules to hold elections for office bearers and representatives
• To plan and organise their administration and lawful activities
• Together establish or form a federation of unions or employers’organisations
• To affiliate and participate in the affairs or any international workers’ organisation or the ILO

A union has the right:

• Of access to enter the employers' premises to recruit, communicate and serve members’ interest
• To hold meetings with employees outside their working hours
• To hold union elections in the employer's premises
• To belong to a federation of unions - the rights in the union can also be exercised in the federation subject to its constitution

Job creation fund

Positively and successfully a job creation fund was created. These are the kind of the projects we expect from our unions. Sometimes the progress of the organisation is delayed by the members themselves due to the lack of commitment. In our Department unions are very much inactive. It seems they only come alive during salary negotiations and after that, their activities cease.

The lack of  activity infringes upon workers' rights.

For a union and its members to enjoy the rights of an organisation every aspect of the employer/employee relationship must be attended to carefully. Stop taking the union as protection, consider it as a tool to improve the working environment.

The right to bargain collectively, as stipulated by Section 23 of the LRA, allows employees to bargain or negotiate over any matter which affects the employment relationship. Without this right the employer would be able to dictate and remain the superior party in the workplace.

The end product of collective bargaining is collective agreements. A collective agreement binds parties to it. It also establishes contractual rights and obligations between each party to the agreement.The agreement will create a contractual nexus between an employer's organisation and the individual members of each trade union and a trade union and the individual employers who are members of an employers’ organisation to the agreement. Lastly, it binds an individual employer and the individual members of the trade union to the agreement.

In general terms this right creates one platform for both parties to board the same train and speak different employment terms which will give them a common objective. The employers and employees who are in favour of collective bargaining have less problems than those who are bargaining separately from their own organisation because it is easy not to disclose the necessary information.

An employee has the right to strike. To strike means the partial or complete refusal to work. The right to strike allows employees to engage in collective action to further their demands in the workplace.

The disadvantage of this right when it is exercised it without taking caution is that it can result in a loss of employment. The moment the employees are embarking on this action, they must make sure that they are protected. This means that all procedural requirements must be met:

• Refer the issue in dispute either to the bargaining council or the CCMA

• Obtain a certificate stating that the dispute remains unresolved

• 30 days from the date of the reference must lapse, and

• Finally, the other party must be given at least 48 hours written notice of the commencement of the strike

The agreement prohibiting a strike must be a collective agreement.

The Act seeks to limit industrial action where the effect of such action would be to endanger life, health or safety. Essential services disputes are resolved through arbitration or the CCMA. Essential services include the Police, Defence Force, etc.

While granting employees a right to strike, the act grants the employer the legal means to limit the strikers from prejudicing the employer's business. It also protects the employer's assets from damage and protects members of maintenance services from the strikers, because a right to strike is not a right to destroy the employer.

Picketing may be done in two ways: (i) Primary (ii) Secondary.

Primary  picketing occurs when employees picket at the premises of their own employer. Secondary picketing occurs when employees picket at the premises of another employer, e.g. an associate, supplier or customer. Traditionally picketing aims to persuade fellow workers to join their strike, prevent the employer taking any substitute workers, and to cause awareness to suppliers and customers.

As in the case of a strike there are rules and regulations that must be observed.

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The DLA Minister Thoko Didiza has approved the appointment of the following managers:

• Mr Duma Goniwe as the Director of the Shared Services Centre in KwaZulu-Natal
• Mr Kessy Pillay as the Registrar of Deeds in Cape Town

In his new position Mr Goniwe can be described as adding another chapter to the history books of the DLA, for he is the first ever person to be appointed in that position in the Department. From September 2001 he has been acting in that capacity.

He is a legal practitioner having the University of Fort Hare as his alma matter. His experience includes teaching, interpreting in a court of law and presiding in a Revision Court.

Presently Mr Goniwe is busy finalising his post graduate studies in Conflict Management. Some of the modules that he has completed include the following interesting areas:

• Industrial Relations and Advanced Labour Law
• International Political Economy
• Conflict Processes
• Theories and Approaches to Conflict
• Conflict in World Politics
• Advanced Conflict Resolution and Management

Mr Pillay is an official of the High Court of South Africa having done both his junior and senior legal studies at the University of Durban-Westville. At the time of writing he was writing his final year examination for his MBA with the Port Elizabeth Technikon.

In his practice as an attorney, Mr Pillay's work has included civil litigation, conveyancing and the administration of estates. Before his new appointment, he was the manager of the Legal Division of the Commission on Restitution of Land Rights in the Eastern Cape.

In the past Mr Pillay did the following courses to empower himself:

• Basic Mediation and Dispute Resolution under IMSSA
• Advanced Mediation and Dispute Resolution under IMSSA
• Project Management - accredited by RAU
• Administrative Justice Act under Wits
• Access to Information Act under Wits
• Organisational Change - Culture and Equity
• Discipline in the Workplace

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When the Senior Management Committee (formerly EXCO) met on 18-19 April 2002, it resolved to rename the standing Departmental committees. This is because the previous names did not convey a true reflection of the purpose of each committee and did not illustrate the relationship between them.

The renaming of these committees is aimed at clarifying the level of management at which they function and to elucidate their purpose and interrelationship.

• Executive Committee (EXCO). This is the highest managerial committee of the Department. It comprises of the Minister, the Deputy Minister, the Director-General, Deputy Director - Generals, and the Chief Land Claims Commissioner.

• Strategic Committee (STRATCOM)

It is made up of : the DG, the DDGs and the CLCC. This Committee is in charge of making all strategic decisions in the Department

• Top Management (TOM) this is a Committee that makes tactical decisions. Its members are the DG; the DDGs; the CLCC and Chief Directors

• Senior Management Committee (SMC). This committee is made up of all senior managers from the three decision-making levels i.e. strategic, tactical and operational (Director to DG level)

The renaming of the Committees has clearly defined the relationship and scope of each Committee.

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The DLA’s IT Training Section is reaching out to computer users in the Department to help them better understand and use the software they deal with every day. This was the rationale behind the GroupWise Open Day held on 17 May at the National Office.

This, the first in a planned series of Open Days - concentrated on "Housekeeping in GroupWise". Those who attended were treated to a short presentation on the key points of maintaining their personal installations of GroupWise efficiently and in a network-friendly manner. They were then presented with a number of "teasers" introducing them to handy features in GroupWise that not everyone is familiar with, but that can make the user’s working day a lot easier.

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"We as Land Affairs cannot operate alone. We need the other stakeholders to achieve our goals. All the stakeholders must have a common understanding of how LRAD should be implemented," these were the words of Gauteng Provincial Land Reform Office (GPLRO) Director, Mr Mzwakhe Ndlela as he set the tone for the LRAD implementers workshop held in Centurion recently.

"The workshop was initiated by planners and management supported the idea and recognition must be given to them", Ndlela said.

The workshop among the three institutions: the Gauteng Provincial Land Reform Office (GPLRO), Land Bank and the Gauteng Department of Agriculture, Conservation, Environment and Land (DACEL) was the second of this kind in this province. It was a follow up to a workshop held in August last year. The workshop aimed at streamlining and aligning the operations of the various stakeholders in improving delivery mechanisms in terms of LRAD.

Mr Ndlela further stated that differences in policy interpretation between DACEL, Land Bank and DLA should be addressed and that it was an opportunity for DLA to interrogate processes at Land Bank. The workshop offers an opportunity for implementers to interrogate the differences in policy interpretation of the three institutions.

Ms Zodwa Mashologu gave a presentation on project approval processes, process assessment in terms of roles, responsibilities and time frames. "The registration process ‘knock on the door’ takes place at the Land Bank and GPLRO. An agreement should be reached by the two institutions on when communication with other institutions should take place in the course of processing applications to other institutions", Mashologu said.

She added that the main focus should be on common procedures for registration, implementation and institutional arrangements. She also emphasized the need to have tracking systems in places and to develop a common and practical tracking system.

Ms Itumeleng Mahuma presented on planning issues. Her presentation focused on the planning grant and own contribution. The deliberations around the process were aimed at short circuiting the turnaround period of planning grant approvals. Land Bank as an integral part of the LRAD cleared a number of misunderstandings in policy interpretation which impede the speeding up of LRAD implementation.

Mr RL Nemasetoni dealt with farm auctions and valuations. He gave all the specifications around the valuations. Mr K Komape from DACEL and Mr C du Preez from Land Bank also articulated what they require from Business Plans in terms of contents and responsibilities.

The most critical stage of the projects is the post transfer support. It has become evident that the clients need training in various forms in order for them to take charge and be successful in their projects. Land and finance availability, training for farmers, farmers paying up the Land Bank loan, and service providers that can help farmers were some of the key areas that were discussed for post transfer support. It was also suggested that neighbouring successful farmers can be of great help. DACEL will help with extension services whilst DACEL and Land Bank will assist with economic financial plans and enterprise suitability analysis.

The group was divided into three discussion groups with the aim of brainstorming around certain areas that impede service delivery in LRAD. All the groups presented feedback that helped shape the way forward and the discussions focused on the following areas:

1. Size of the grant does not attract service providers to do the job for us (business plan). What other sources or alternatives can we make use of?
2. Considering the planning process (valuation, feasibility etc) how do we make it possible to adhere to agreed time frames?
3. Post transfer activities, that is to specify roles and responsibilities.

Ms Mashologu summed up the event by looking at what the workshop has achieved. "We have managed our roles, limitations and alternatives. We are beginning to say ‘lets do something’. As a way forward it was decided that the process should be taken to district offices and also concretise the recommendations of the workshop. She also mentioned that there is a need to coordinate the involvement of district councils in the LRAD process.

In closing the workshop Mr Ndlela thanked everyone for all contributions. "There is so much expertise. I feel inspired and proud by the contributions that will enable us to endorse a common programme", Ndlela said. He said that this programme will also inform the implementation plan of the GPLRO.

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Following their performance in the Middelburg-Loskop 3M Ultra Marathon (50 km) three DLA runners qualified for the Comrades Marathon which will be run from Durban to Pietermaritzburg on 17 June 2002. The runners and their times are:

• Andries Mudau - 03:37
• Meshack Ntombeni - 03:57, and
• Nelson Dlowu - 04:30

The Middelburg - Loskop 3M Ultra Marathon is one of the top ten international races. Many runners use it to qualify for the Comrades Marathon.

The runners are ready and confidant that they will bring home some of the prestigious medals. The chairperson of the DLA Runners Club, Zukile Dube has made a special call that DLA officials must give the runners support and encouragement. As the runners have no sponsor, colleagues are requested to offer them any donations that will assist them in Durban/Pietermaritzburg.

Contributions must be given to Mr. Oupa Segotla at Legal Services, National Office.

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In the Take5 Team Relay Race at Hartbeespoort Dam, DLA runners in the public sector category got position one, thus getting gold. Overall, the DLA runners were number six out of 451 teams; and this translates into both silver and gold. .

The DLA team was composed of five runners who are:

• Oupa Segotla
• Meshack Mtombeni
• Chris Masemola
• Paul Laubscher
• Sammy Seanego

They completed the 25 kilometre race in 01: 32.

Meanwhile Gerrie Smith has congratulated the runners describing their effort as a fine achievement.

According to information received from Meshack Mtombeni there are still five races to be run before the end of the year. Those interested to join can contact telephonically, Zukile Dube at (012) 312 - 8524.

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The Resource Centre has received new catalogues from various publishers which cover among others:

Gender

Juta (Law) publications

Management

Economics

Agriculture and the environment

Commonwealth Affairs

Commonwealth Business Council

Education

Health

Human rights

Information technology

Management and the public service

Small states

World Trade

Globalization

Sustainable development

Development and humanitarian issues

Leadership

Recommendations made on any of the available titles will be submitted to the Library Committee for approval and purchasing thereof.

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The National Office Contingency Planning Division needs volunteers to assist with contingency planning in the Old Building and South Block. The contingency plan needs the following volunteers:

• One Responsibility Officer
• One Contingency Officer
• One Assistant Contingency Officer
• Two Aid Companion Officers
• Two Fire - Fighting Officers
• Emergency Medical Officer(s)
• Two Search Officers

Should you be interested, please forward your name to Swanepoel, Swannie as soon as possible by e-mail.

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The Sub- Directorate Provisioning Administration : National Office is reviewing the Department's procurement processes / work methods and procedures and authorising structures that have been in use all along. The purpose for that is shortening the turn-around time for delivery as part of our Service Delivery Improvement Plan.

The LOGIS and the Procurement Components which operated separately before are now brought under one umbrella, the Sub-Directorate Provisioning Administration. The gap that existed between the two, which is seen to have had a negative impact on Land Reform Service Delivery, is being closed. There will be one reception point for all LOGIS and Procurement requests at NDLA Provisioning. This is the point, which will ensure timeous authorisation, correct channeling of requests for action, and to result in timeous feedback and delivery to clients.

Systems are being jerked up and all unnecessary steps, which are seen to be causing delays and frustrate our clients, are being done away with.

We assure our clients that visible improved service delivery and support will be seen from NDLA Provisioning as time goes on. Clients will be kept informed of what the NDLA Sub - Directorate Provisioning is doing to improve service delivery.

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To check your cellular phone's serial number, key in the following on your phone : star hash zero six hash as (*#06#). A 15-digit code will appear on the screen. This number is unique to your handset.

Write it down and keep it somewhere safe. Should your phone be stolen, you can phone your service provider and give them this code. They in turn, will then be able to block your handset, so that even if the thief changes the Sim card, your phone will be totally useless.

You probably won't get your phone back, but at least you know that whoever stole it, can't use/sell it either. If everybody did this, there would be no point in stealing mobile phones anymore.

Surely this will make the thieves' lives more frustrating.

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Be informed that meetings of the Departmental Standing Tender Committee and the Transport Committee will henceforth be held fortnightly. Such meetings will consider tenders and transport matters, including applications for subsidised vehicles from clients within the DLA. This is aimed at improved service delivery.

You may as well know that the Disposal Committee is also in the process of being formalised. Its function will be to consider requests for disposal of redundant and obsolete property in accordance with Treasury Regulations. Its meetings will be held according to the need. All the backlogs existing in this area will be addressed within set protocols as a matter of urgency.

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(1st letter)

My experience with Daryl Jones

Editor

I have not been able to get the correct answers to the CD Competition on Miles Davis and a John Coltrane but I feel I should console myself by sharing with you and your readers one of my greatest moments in listening Jazz music. May I say the first time the names Daryl Jones began making sense to me was when I saw him backing Sting somewhere in Europe. He was with Branford Marsalis on soprano and tenor saxophones, Omar Hakim on drumms, Kenny Kirkland on piano and Sting on lead-guitar.

The guys were playing pop but were able to give a good account of themselves. Even before any of them got a solo a good listener could easily pick-up their origin (jazz). As for Sting, he was in his own backyard (pop).

It was during the interviews that it dawned on me that Daryl was not just another musician. I began recalling that it was not the first time I was listening to his sound. He had in the past been playing with Miles Davis.

Later on, I was to listen to him playing with the Brecker brothers as members of Steps Ahead at Montreaux. My two "extensions", Wakithi and Dade, were next to me. As soon as I heard that Daryl was in the group I sat right between them for I knew rather than listening, the two would be engaging themselves in an endless debate about who was good and who wasn’t.

Michael Brecker, Mike Manieri or Randy Brecker were in a good mood, but as far as I was concerned I had to keep a good watch on Daryl; (and he didn’t disappoint me). Rather than wasting time caressing his bass he preferred to shoot straight into playing good music.

All the musicians seemed aware of his capabilities of creating good sounds. Mark you, they were not competing with him but doing their own things. With his good and fast rhythms Daryl kept them on their toes. The little ones kept yelling at each other, but their noise did not break my concentration on the music. But I must confess I cursed myself for having brought them along for they have not yet come to grips with the fact that, listening jazz music demands hundred percent attentive concentration.

Well! Every jazz set has its climax. On that evening, for me the climax came when "Darylane" was played. The song is a duet and was played by Daryl and the drummer, Steve Gadd. This is a fast tempo song. Daryl was moving from one wing to the other of the bandstand. He would jump to the upper stage or perhaps just float around. His strides were in rhythm with his sound. Steve was really sweating trying by all accounts to keep himself within the bounds of the song. He had to pound his drumms like a possessed human – unplugged and unprogrammed of course.

Mention must be made here that all Daryl’s gimmicks with his feet and body could not overshadow or outdo what his fingers created. In times like these one cannot contain one's emotions. I heard my voice shouting "Mfan’asekhaya!"(My brother!). My shout seemed to spur Daryl further, for his sounds came out now refined, a million times better than perfection. He would just stand on one leg kicking the air with the other while his sound oozed out of his guitar like gracious rain. I heard my son asking, "Is this for real?" I ignored him. His sister shook me. Before I could say anything the song came to an end. The guy was accorded a standing ovation.

You may think I was dreaming. This was for real. If you call watching television that. Uyawuz' moya? (Can you here the wind?).

Ntando

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Editor

HIV/AIDS is the most complex and controversial disease I have ever heard of. It is the least understood disease, the most misunderstood disease, the least feared disease and yet the most killing disease.

This makes one to realise that whichever way you look at it we are all not safe until we take precautions, we sensitise our spouses about HIV/AIDS, we teach our children and relatives about HIV/AIDS and lastly we acknowledge to ourselves that HIV/AIDS is there. We cannot wish it away and it is deadly enough to kill all of us.

I have just realised that "I care". Do you?

Maureen Goba

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The authors approach leadership from a communication perspective, as suggested by the title.  Communication is an integral part of human existence and a good leader understands the dynamic process of communication and how it can be used to modify the behaviour of others and reach group goals.  The authors approach the subject from a behaviourist point of view, in the presenting the discussion with case studies and self-assessment tests.  This book, it seems, is a holistic review of both theory and practice of leadership for a communication competence.

The book is aimed at improving leadership effectiveness and explores in detail transformational leadership, charismatic leadership and strategies for leading diversity in organisations and communities.   The communication styles of these leaders are examined in depth.  Power and influence, cultural differences and ethical behaviour that guide both leaders and followers are discussed.  The book is very readable and the authors do an excellent job of explaining complex processes and leadership roles.  The reader is easily guided through leadership development as part of the process of learning and gathering experience.

I have gained a greater understanding and appreciation of leadership in different contexts and how communication can support a leader's performance. I have realised that leadership is a transitional process emerging from the formation of working relationships, prior experience, mentoring and a desire to succeed.  Leadership unlike communication, is not a natural process.  A person that produces and implements better than expected solutions is regarded a good leader.

People working in diverse organisations and charged with leading and implementing a variety of strategies should read this book to develop their communication abilities.  Any person from the level of junior management to senior executive will benefit from this balanced discussion on leadership.

This book concentrates on broadening one's knowledge, understanding and ability to apply different communication research methods and techniques in a monitoring research environment.  These techniques are useful for conducting a social audit, a public relations audit and a communication audit.  By situating the research in a Southern African context, Du Plooy successfully conceptualises the relevance of communication research in diverse settings related to organisational and development communication.

This book is very analytic and descriptive, as it relates to the value of communication research in implementing the South African government's national priorities, including the RDP programmes aimed at building the economy and promoting democratisation.  Because this book also incorporates a conceptual scheme and practical guidelines that can be applied in development communication research, it is very technical.

The book is essentially a study guide for the scholar specialising in theory and techniques for conducting communication research.  It is a factual book, orientated towards developing the skill and problem solving ability of students and specialists in the fields of health, education, social work and communication academia.   Du Plooy uses an investigative approach that challenges the scholar to use multi-channelled methods in approaching traditional communication problems facing South Africa.  His book underlines the invaluable role communication researchers could play in solving problems of urbanisation, poverty, education and social upliftment.

It has helped me to realise the value of research findings when planning interventions.  Decision-making is a choice of alternatives and the processing of communication research findings helps one to make informed choices.   For the communication scholar, or even the ordinary citizen, this book leads one not to accept everything that is published as accurate, factual or truth.  It encourages an inquiring mind - or should I say a researching mind.

Researchers, planners, communication specialists, information technologists and those working in marketing and public relations are encouraged to have a look at it.

These are mysterious times

we’re angels and demons together

clueless about life, above or below the sky

These are such mysterious times

your heart changes allies accordingly

truth, dream dependent, above or below the sky

Why such mysterious times?

Your soul outraged, you’re to blame?

Redemption uncertain, above or below the sky?

And I battle to care

And I crave hope

And I seek love

All through these mysterious times

My heart, above or below the sky…?

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Now as I write these painful words

The sound of disability abuse

And the abled's contemporary lack of understanding.

And why celebrate injustice?

Guts and integrity whimpers hauntingly through my windows.

Surging above the crackle of my campfire

As disabled children become hermits

As disabled children die

The deprival of clean drinking water

Of shelter and medical facilities

Opportunistic medical practitioners say

They do not qualify for medical aid

They are pensioners

An invitation for the unseen guests to enter and be merry in the house

Of host of dubious, a company

Our disabled children die without clean drinking water.

Why should they be thirsty like this?

Why should they starve like this?

And how do we celebrate the injustice

Many of our disabled suffer

The effects of disability

In their own land.

Sick disabled children

Poorly nourished disabled children

Ill - educated disabled children

God speak with them

They have suffered too long

Placed in the kitchens from their infancy to adulthood

The hermit disabled children.

Placed into derelict houses

No hot water for them

They are left psychologically depressed.

Speak with them Lord.

they have suffered for too long

Now is the time to respond to this disability call

Speak with them Lord

But above the crescendo can be heard

The awesome rattle of convicted chains

The echo of society built upon crime, blood, inhumanity and murder

The abled's lack of compassion and integrity that comes out with disability discrimination.

Crime against the disabled humanity.

Not the distant past

But the recent yesterday,

You can't build a sound disability culture

If you discriminate against them.

Look at me

You must remember

You can't build a disability nation on the massacred blood of the disabled.

Yes look at me

Speak with me Lord

This earthly burden is heavy on my shoulders

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Crying and wondering why death is feared even by the constitutional court

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