IBucs izokwamukela i-Eagles ngempelasonto ka-23 kuya ku-25 kule nyanga. Ozonqoba lapho udlulela kwiPrimeiro de Agosto yase-Angola esigabeni esilandelayo. IBhayibheli ligcizelela imfundiso yokuthi kufanele sithandaze kuNkulunkulu kuphela, senze kanjalo ngegama likaJesu Kristu. UJesu wathi, “Ngiyindlela neQiniso noKuphila. Akekho ongeza kuBaba ngaphandle kokuba eze ngami.” (Johane 14:6, i-Jerusalem Bible yamaKatolika) La mazwi acacile avumelana kahle nemfundiso kaJesu ekuMathewu 6:9-13. Lapho ecacisa indaba yomthandazo, uJesu wathi kubalandeli bakhe: “Khona-ke, kumelwe nithandaze ngale ndlela: Baba wethu osezulwini, malingcweliswe igama lakho. . the study was conducted within the interpretive research paradigm. anchored in organisational justice theory, the study explored the incapacity management practices at an open distance learning (odl) institution in south africa. a qualitative research methodology, which applied a case study design, was used in this study. a purposeful sample of 16 (n=16) participants was chosen based on their experiences, knowledge and understanding on the topic of incapacity management. semi--structured interviews were used as the primary data collection method, and documents were used as a secondary data collection source for triangulation purposes. the data analysis and reporting of the participants’ lived experiences drew on the thematic analysis technique. at theoretical level, the study provided insight into the notions of incapacity management in the workplace; the regulatory obligations in managing incapacity; and lastly, reasonable practices to accommodate incapacity. the literature review confirmed that an effective incapacity management framework should have four main dimensions, namely a supportive institutional culture; a policy and procedure providing for incapacity management practices; provisions for reasonable accommodation; and a multidisciplinary approach. from the empirical phase it emerged that although the literature presupposes a healthy institutional culture to ensure well--managed incapacity in the workplace, the current institutional culture at the institution under study was negative. this study also found several challenges relating to incapacity management in the odl institution, namely a lack of knowledge and understanding of incapacity management due to the absence of a policy and procedure; a lack of understanding of the incapacity condition; and a lack of reciprocal communication among the key role players. the findings also demonstrated that reasonable accommodation practices could be improved and that the management of incapacity in the workplace requires a multidisciplinary approach. the study proposes an incapacity management framework for the odl institution that encompasses the identified prerequisites and challenges. the study also added insights to the human resource management body of knowledge, especially knowledge of the management of incapacity due to ill health in the workplace, with specific reference to the odl institution.