Article 12/2022

What are the different phases to be adopted in formulating a strategic organisational redesign model?


Phase 1 should entail assessing the environment within which the organisation operates in respect of threats and opportunities, industry analysis, etc.

Phase 2 should focus specifically in assessing the organisation in respect of identified and relevant considerations, such as core competencies, organisational capabilities, culture, stakeholders, business patterns, value creation, etc.

Having executed phases 1 and 2, the strategic organisational team should be in a position to formulate the strategic intent to be adopted in such exercise – Phase 3.

Phase 4 entails the actual strategic organisational design, dealing with strategic groupings, strategic linking, alignment and value creation – this is, in essence, the restructuring process envisaged by the Labour Relations Act.

Phase 5 entails the continual aligning of the identified strategic intent with implementation that should result in the required strategy implementation.

On what basis will a client of a labour broker be held vicariously liable for the injuries suffered by an employee employed by a labour broker when such employee performs functions at the client’s workplace?

Is an employer vicariously liable where its employee is sexually harassed by a superior employee?

It is well-established that an employer is vicariously liable (faultlessly liable) for the wrong committed by an employee during the course/scope/sphere of employment (Feldman v Mall 1945 AD 733).