Page 49 - FOL2023

NUL Alumni

align them with the process of mediation would be to ensure a happy workforce
which held such good promise. to buttress good governance and

compliance with the company ethos.

8.4 A happy workforce is good for profits
7.2 It is also sad that while the process has
but, whether this is achievable in the
not changed, much of the benefits have
economic climate we are in, is another
not filtered down as expected.
story altogether.
8.
9.
8.1 This takes us back to our topic regarding
I would like to finalize by saying, maybe in the
whether corporate governance and
not so distant future, leaders of industry will be
compliance has been realised as per
trained to value the Human Resource more to
the definition set out at the beginning.
achieve better outcomes for their corporates.
8.2 To answer this we need to look at Hopefully this will trickle down to the workforce.
the role that each party brings to the It’s no secret why the economies that have
table. Based on the framework set out prospered have had, as their basis, the triad

at the beginning, it would appear that as in NEDLAC. This requires the government to
it would still be satisfied should the inform industry what its priorities are, making
Board be making profits. However, if a available the training of the workforce in
big component of the company, being those fields and remunerating the workforce

its Human Resource, is not adequately adequately. As I stated previously, a happy
covered, it might be short gain. workforce makes for better profits too.

8.3 This would be gunning for short-
term profits at the expense of good
SEHAPI MOTLOUNG (Adv.)
governance and is, by that reason, not
sustainable. As stated earlier, putting CHAMBERS
emphasis, as most authors do, on good
BLOEMFONTEIN
governance on the welfare of the Board

and shareholders, is, in my view, short- (The views expressed herein are private)
termism. A more sustainable outcome

Issue 2022 FOL Quarterly 51