If you have watched the reality TV show by Donald Trump, The Apprentice, you will agree with me that Trump is one of the best businessmen in the world today. From the way he arrives at decisions as to who goes up the suite and who takes the elevator, to his vast business interests, Trump comes across as the archetypical shrewd businessman of our time.



From his decisiveness and brutal execution of decisions, to his obstinate obsession with profit, Trump is a paragon of today's astute businessman. To him, the best entrepreneur is one who gets the highest buck out of a deal. Period! If there's a name to describe a shrewd businessman, that name can be encapsulated in the person of Donald Trump.

In his flagship TV program, The Apprentice, Trump cuts the figure of one whose overriding preoccupation is making profit. Granted, this is what every business aspires to do; to make profit. However, it's my personal opinion that he sometimes overreaches himself when making some of his famed decisions. As far as he is concerned, the team that brings in 'the most money' at the end of the day is the team that wins. If your team is unfortunate to tag along the rear end, then, as good old Donald would say, 'someone will get fired'. If this person ends up being you, the words 'you are fired', as only Trump can say them, will ring very true indeed.

Although I agree with most of Donald Trump's 'I'm-sorry-you-are-fired' decisions, there are instances when I felt his obsession with profits may have obscured his judgment as to who gets fired and who stays. This is where I beg to part ways with him.

Relationships and not just profits are a vital ingredient in every venture. Every manager or leader of a group should endeavor to build positive relationships among his or her team if they are to get optimal performance from them. People need to feel that you care about them enough to give them another chance when things occasionally go awry.

The fact that a certain employee bungles things one day does not mean he or she is ineffective as an employee. One could just be having a bad day. We all have had days when our motivation to perform was seriously hampered by events or things that happened to us, e.g. a parent who left a sick child at home may seem absent-minded and not as 'sharp' as everyone else. A spouse who left home for work after having an ugly quarrel with a partner may easily get irritated at the office and therefore not be in sync with the rest of the team. If Donald Trump was to come shopping at this unfortunate time, chances are that these unlucky fellows will be trampled out of their jobs.

Although the overriding factor in business is to justify continued existence by making profit, it is important to consider the personal element of business. Beyond the systems, strategic plans and performance indicators that businesses adhere to, it should not be lost on the management or leadership that people operate differently. They have feelings, wants and needs that, if not met, impact negatively on their performance at any given time and place. The management should therefore make conscious efforts to provide an ideal working environment for the employees. Beyond and above performance, the management should be able to trust those that daily toil to keep the company atop. If you don't trust an employee to do what he or she was employed for, you don't have to wait for Donald Trump, go ahead and say it: 'you are fired'.

Next after trust comes the reality that to err is human. And this is not just a cliche, it's true. People behave and respond differently when faced with circumstances or situations that rock their comfort zones. Whereas these reactions should not be ignored as they may point to instability in a person, care should be taken to form an objective judgment on such a person. For instance, a long-serving, hardworking and loyal employee does not just wake up one morning and decide to be ineffective. There must be a reason behind their deviant behavior. It behooves upon the management to get to the bottom of the cause of such behavior before passing the 'you-are-fired' verdict.

Incentives should be provided for employees that excel in their duties. When the management gives an employee a salary rise, the message that comes through is that it appreciates the contribution of that employee to the attainment of the organization's goals. To the lucky, no, deserving, recipient, this amounts to a vote of confidence in their abilities and fires them up with passion and zeal. So, instead of contending with a fired employee, you end up with a FIRED UP (motivated) worker.

Building personal relationships in business, organizations or any establishment is as important as making profit. A good relationship with customers ensures that they come back, often with more orders and more customers. Follow-up after closing a deal is therefore important. Always go out of your way to satisfy the customer, even when it means replacing faulty equipment or refunding their money in full if they are dissatisfied with the service or product you are offering. Don't misrepresent yourself, your products or service just so that you can close a deal. If you treat your clients honestly and with courtesy, you will be establishing a relationship based on trust. And if you can get your clients to trust you, they will take your word about your products and service, including the price tag thereon!

To sum this up, always endeavor to put your employee's or client's interests first. Your bottomline will benefit greatly if you have a motivated workforce working for you, or a customer who sings praises about your products and services wherever they go. To ignore the basic rule that the 'customer is king' is to invite bankruptcy to your business. On the other hand, to lord it over your employees and to whip them into line like donkeys is plotting the downfall of your company. A motivated workforce will take your company to the top of the ladder while a de-motivated staff will drive your company to the gutter. The choice is, of course, yours!