Abstract
To achieve this purpose a leadership meta-competence model, based on levels of work theory, was developed for the future world of work. This model was firstly validated by senior managers in the retail industry. Subsequently a questionnaire assessing the perceived importance of these competencies currently and in the future was designed. This questionnaire was completed by 101 managers from various South African retail industries. The resultant data was analysed and the results indicated that there is a significant difference between the perceived current and future definitions of the nature and work of business leaders, specifically Level II work behaviour will become less important in the future and Level III and IV work behaviour show increasing importance for the future business leader.
The works of Ackoff (1994), Carpa (2003), Starbuck (2005) and Wheatley (1999) propose the rethinking of the manner in which organisations plan and execute work in the emerging future, while managers and leaders often ask why they should prepare for the future when it is impossible to know what to be prepared for (Rethinking corporate strategy, 2003:65)? Weingand (1995) argues that today’s speculations on the future have moved from the realm of fantasy or literary illusion into the pragmatic world of organisational need. Tomorrow needs to be explored in order to more fully understand the demands of today and the critical decisions that must be made for the future. Weingand (1995) further argues that it is no longer enough to wonder what the future might bring; it is necessary to critically assess potential future scenarios and incorporate well-considered forecasts into today’s planning.
It can be argued from the above that even though the future is uncertain, organisations that study potential futures, share knowledge and encourage collective learning are more likely to survive the test of time. Peters (1992:483) supports this argument by suggesting that organisations do not only need to become “learning organisations”, but be able to innovate on a continuous basis.
Organisations find themselves midstride between an old and new era, and have not yet found their way (Nicol in Parker, 1998:1). It is also evident that the changes surrounding organisations are not mere trends but the workings of large, unruly forces: globalisation and increased international competition (Kiggundu, 2002; Moon & Bonny, 2001), cross national strategic alliances and mergers, privatisation, outsourcing, information technology innovations, the increasing short term work contract (Cooper, 2005; Stewart, 1993) and changing work ethic and culture (Ulrich, Zenger, & Smallwood, 2003). These influences are leading to an increasingly chaotic and complex world of work (Cairnes, 2004; Hite, 1999 and Kraut & Kormann, 1999).
Dr. Anton M. Verwey