Business Idea Generation

by Obert M. Sanyambe
0812086922/0857021164; email: omsanyambe@iway.na
The foremost task of a dynamic entrepreneur is the
generation of an idea that is new and appears to be
worthwhile for further use. This involves a lot of creativity on
the part of the entrepreneur. The business idea arises from
an opportunity in the market. It originates from real demand
for any product or service that an entrepreneur should have
a keen and open mind to look for opportunities and
generate business ideas.
i. The business idea should enable the entrepreneur to utilise his technical and
professional skills. If an entrepreneur has knowledge of some special
manufacturing techniques, because of previous experience or otherwise, it
would be easier for the entrepreneur to manage such techniques effectively.
ii. It should enable the use of locally available raw materials for product or service.
As compared to imported materials/ local materials are easy to procure.
iii. It should ensure making products that have a demand, but are not freely
available in the market. It is potentially a good idea to start with a product that
could be sold.
iv. It should enable the entrepreneur to solve a current problem existing in the
market. Products may be available in the market but they do not meet the
demand fully or in a satisfactory manner. Sometimes, an existing product is used
in combination with another, which is not available. Attempts to solve such
market problems do give rise to business ideas.
The Marketing Mix includes the following elements:

 People: who are the people you want to sell to?

 The Product: what is your product and what makes it special for your customers?

 The Price: what is the price you charge? Is it competitive, cost-covering and
affordable for your clients?

 The Place (Location): is your place easy to reach by your clients?

 Promotion: how do you make sure your clients now about your products / services?
The objective of any business is to be profitable. The business's success
depends on the employees' performance; poor performance is detrimental
to your business's success.

 Customer service and employee performance are interrelated. When

employees provide excellent customer service, they are exceeding job
expectations. The popularity of business’s service or product is based, in
part, on the level of service the customers receive. For businesses that
provide services, your reputation is based almost solely on your employees'
performance. Employees who possess outstanding interpersonal
relationship and communication skills are the employees you want up front
handling your customers' business needs.
Operating and managing a business you need to be organized. Whether the
business is big or small you carry out the following functions:
 Marketing
 Purchasing/buying
 Personnel issues
 Production
 Administration and Finance
Depending on the size of the business an organizational structure can be worked that
defines the roles of different people in the organization and that also shows the lines
of communication and reporting.
1. Job descriptions

2. Human Resource Policy Overview

3. Employee Contracts

4. Introduction to the Labour Act

5. Leadership Styles
A good job description performs a number of important functions: It describes the

skills and competencies that are needed to perform the role; It defines where the job

fits within the overall company hierarchy; It is used as the basis for the employment

contract;

Let us look at the Job Description Template or example

The establishment of an HR Policy which sets out obligations, standards of behavior, and documents
disciplinary procedures, is now the standard approach to meeting these obligations. HR policies
provide frameworks within which consistent decisions are made and promote equity in the way in
which people are treated.
A human resources policy helps you to establish robust structure and a basic set rules that you will
use to manage your people on a day to day basis.

This is important because using a structured approach from day one will help you to ensure:
 that: you meet your basic legal obligations
 that you help your people managers to make consistent and reliable decisions – this promotes a
culture of fairness
 that you have established a clear understanding of expectations, rules and consequences
 that you welcome and introduce your employees to your business and their new job
It takes some effort to complete, but brings definite long-term benefits as it will minimise the
incidence of people reverting to their own set of rules which in turn reduces disputes or grievances
caused by confusion, and it adds to the overall professionalism of your business operations.
An employment contract is a written employment agreement documenting the shared rights and
responsibilities between your cc and any worker that you employ.

An employment contract works by documenting the shared rights and responsibilities of you, the
employer, and the worker that you employ. Typically, there are two kinds: an employment contract
for a direct hire employee, and an employment contract for a worker who freelances as an
independent contractor. The contract itself becomes a legal document when signed by both parties.

Examples of Employee Contract and Letter of offer

The Labor Act of 2017 aims to consolidate and amend the labour law;
to establish a comprehensive labour law for all employers and
employees; to entrench fundamental labour rights and protections; to
regulate basic terms and conditions of employment; to ensure the
health, safety and welfare of employees; to protect employees from
unfair labour. For more information your refer to the Labour Act that is
available at Labour offices around the country.
Leadership style is the manner and approach of providing direction, implementing plans, and motivating people.
Types of Leadership

a) Autocratic Leader – one who likes to make decisions and let everyone know who the boss is? Autocratic leaders
appear to be in control, but they do not have always the full commitment and cooperation of their team, who feel
they are not consulted and valued. Autocratic Leadership is characterized by central authority and centralized
decision-making.

b) Over Anxious Leader – who wants to please everyone all the time? Your team might like you, but could end up
feeling constantly confused by the lack of direction and leadership, with important decisions often made for
wrong reasons. Over Anxious Leadership is characterized by no authority or decision-making.

c) Democratic Leader – one who likes to work as part of a team, values the opinions of others, leads by example
and is not afraid to take tough decisions, as long as they are in the best interests of the organisation. Democratic
leadership is characterized by decentralized authority and decision-making.
 Has Vision  Supervises

 Leads by example  Supports

 Coordinates  Is transparent

 Communicates  Is fair

 Listens  Understands the team

 Delegates  Networks
1. Challenge the process: be a pioneer – encourage innovation and people with
ideas.

2. Be enthusiastic: inspire others through personal example to share in common

vision.

3. Help others to act: be a team player and support the efforts and talents of others.

4. Set the example: provide a consistent model of how others should act.

5. Celebrate achievements: bring emotion into the workplace and rally “hearts” as
well as “minds”.
Effective teams have a:

 Clear and common goal

 Transparent structure and responsibilities

 Open communication and participatory decision-making

 Sufficient resources (knowledge, skills and means)

 Team-spirit, full participation and discipline

 Coordinator (CO)  Team Worker (TW)

 Shaper (SH)  Implementer (IMP)

 Plant (PL)  Finisher (CF)

 Monitor Evaluator (ME)  Specialist (SP)

 Resource Investigator (RI)