Since the inception of a non-racial, non-sexist democracy in South Africa in 1994, it is not surprising to find many mothers have entered various professional fields and occupations. "The influx of women into the workforce, the economic necessity of two-income families, the increase in single-parent families, child care and elder care availability and affordability, and increased time pressure have all contributed to work and family concerns" (Gebeke, 1993:1). Unfortunately many families and businesses have neglected to adapt to these changes. The women-in-business debate, however, has changed because so much has changed socially over the last 15 years (Bendeman, 2007). The increased pressure that employers place on employees to meet the needs of their customers and run a profitable business needs to be addressed, as employers, according to Blanchard (2000), need to put effective structures and systems in place for people to want to perform. Daily strains, such as childcare breakdown or an emergency caused by illness, could lead to increased employee absence. Unscheduled leave or absenteeism may have an impact on the productivity of the working mother, as well as a financial impact on the bottom line of almost any company (Smanjak, 2007). From a business point of view, the important outcome is productivity and bottom-line income. The focus is moving from "How many hours do you spend at work?" to "What did you do during that time?" If family and work-life involvement are managed efficiently, the possibility is that this can have a positive effect on the systems. Ferreira (2000) believes that South African firms, given the unique circumstances and competitive position on the African continent, have plenty of opportunities to become real pathbreakers. The author continues that "path breaking is a lot more rewarding than benchmarking" (Ferreira, 2000:7). It is thus essential to determine how family dynamics influence the productivity of the working mother. SYSTEMS AS PART OF LIFE Ambrosino, Heffernan, Shuttlesworth and Ambrosino (2005:447) state that "the increase in the number of women employed outside the family has been fairly sudden, leaving both employers and families unprepared to deal adequately with the resulting implications". The permanent attachment of women to the world of work reminded industry of what social workers already know: "that work and family are not separate worlds and what occurs in one inevitably affects what happens in the other" (Kurzman, 2008:314). This means that mothers are part of different systems that shape their lives and the lives of their families. Within these systems mothers have different roles that are unique to the specific system and complementary to one another. The mother now functions within two main systems: the economic system, which includes the mother in the workplace and the social system, which entails the family. Interaction within one system might influence the dynamics in other systems that the individual is involved in because, according to Ambrosino et al. (200...

Much can be said about the pros and cons of organisational development (OD) in today's ever-expanding and constantly evolving world of dynamic organisations. It may be argued that OD has even more of a place in today's technologically advanced world of change and economic competitiveness. This article will discuss how OD may enhance the effectiveness of an organisation within an evolving world. It is intended to contextualise OD and the process thereof, different phases in the Action Research Model and the necessity of training and development in OD. It will conclude with the similarities between OD andEmployee Assistance Programmes. KEYWORDS organisational development, action research model, employee assistance programmes INTRODUCTIONIn formulating the heading of this article, the authors stumbled upon the word 'supplement' and after giving it some more thought, found this word quite fitting and accurate with regards to the content of this article. Organisational development (OD) is to the developing, 2 successful, productive organisation what supplements are to the serious body builder. The word supplement is defined in the Cambridge Advanced Learner's Dictionary (2008) as "something which is added to something else in order to improve it or complete it" (p. 1464).In weight training terminology 'supplement' refers to any substance whether in powder, syrup, tablet, or capsule form, containing specific key ingredients, for example protein, carbohydrates, amino acids, glutamine, arginine, taken orally to enhance and or maintain muscle growth and endurance. It can thus be concluded in layman's terms that a supplement is something taken, used or utilised in order to help achieve specific results quickly and effectively.In the OD work environment the word supplement is rarely, if ever, used. The authors like to think of OD projects as the 'supplements' of a successful organisation, with the performance enhancing ingredients being assessments, interviews, evaluations, behaviour observation, action plans, problem identification and resolution, strategic planning, selection, training and development, and change management to name but a few. No major company or organisation can really achieve optimal effectiveness and productivity without some of these supplements.OD is not a quick-fix for organisational problems. The time period for completion of an OD project can vary but this would be determined by the nature of the issues being addressed and would be set out in the contract establishing the terms and conditions between the organisation and the consultant. There needs to be room for reviewing the work, extending it if necessary, bringing it to a close if required, or creating a way to sustain the momentum that has begun to take shape. French and Bell Jr. (1984) describe OD as a long-range effort supported by top management to improve an organisation's problem-solving and renewal processes, particularly through a more effective and collaborative diagnosis and management of organisational culture -with special emphas...

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TO THE INDIVIDUALTO THE EMPLOYER empowerment and self-actualisation optimises the performance of the workforce better sense of pride/self/dignity employees are trained beyond their "production roles" ability to plan and think ahead workers will work better with others more life satisfaction better communication greater individual stability less frustration more comfortable with life better problem solving a better home life more creative thinking able to deal with children effectively more commitment to the job command respect from friends and family more job satisfaction improved self-confidence people are more responsiveThe demands of modern life are extremely strenuous. To meet these demands and attain success in life, it is important to possess the necessary knowledge and skills. Research by Taute (1992) proved that the social functioning of people is hampered by too much frustration, too little satisfaction and insufficient contentment with life which can lead to companies having a high sick leave record and staff turnover. It is therefore essential that an employee with ideals, who wishes to deliver service of a high standard, should be willing to remain a student. Continuous study enables the employee to achieve constant professional development, to utilise his/her potential to the full and to take the best advantage of the opportunities available to him/her.While the importance of formal training can never be emphasised enough, it is nevertheless equally important to note that there are other aspects of the total functioning of a person which are not necessarily addressed by formal training -the growth of interpersonal skills and the pursuit of a healthy lifestyle. "Developing your interpersonal skills is not only beneficial in helping you satisfy the demands of the employer. It can also greatly reduce work stress, increase your productivity and ultimately enhance your reputation, perhaps your position within the firm" (Messmer, 2001:28).By being exposed to a Life Skills programme, an employee has the opportunity to invest in him/herself, learn to handle frustration, enhance satisfaction regardless of circumstances, and experience increased contentment with life. If one takes the opportunity to enrich oneself through a Life Skills programme, productivity may increase, and others such as family, colleagues and employers may also benefit from the programme. Training in Life Skills enables employees to utilise their newly acquired knowledge and skills to make responsible choices and to enhance their well-being and social functioning throughout their lives. This means that training and development are central to Life Skills.Nelson-Jones (1993:10) stated that Life Skills entail a range of attitudes, knowledge and skills that enable people to deal effectively with the demands and challenges of everyday life. Carrell, Elbert and Hatfield (1995:399) asserted that employee education is used to describe basic skills training programmes, whereas general training programmes focus on training in which employees gain...