Organizations in Nigeria:
- There is a tendency for a strict hierarchy.
- Individual communication and behavior are more formal – teams communicate more casually.
- Managers may be paternalistic with employees.
- Relationships are important and employees are more group oriented.
- Employees should never disagree with or criticize a manager.
- Managers can be openly critical of employees and their performance.
- Managers rarely look for consensus for decisions.
- Decisions can often be made slowly.
- Managers are direct and explicit with instructions.
- Age and experience are valued.
- Deadlines and timescales can be quite fluid.
Organizations In South Africa:
- Traditional workplaces are still hierarchical.
- Modern workplaces apply a more democratic management style.
- Historical aspects of apartheid have emphasized the need for diversity, equality, and inclusion in the workplace.
- Managers are becoming less directive and more collaborative with their employees.
- Schedules and deadlines are respected – missed deadlines show poor management.
- Managers may expect employees to work late to meet deadlines.
- Employees can provide input, especially within their departments/work groups.
- People strive for consensus and take a problem-solving approach to their work.
- Criticism is well received if it is focused on the problem rather than the person.
- Direct and clear communication is valued.
- Win-win solutions are always favored, so decisions may be made slowly.
Cultural Snapshot
Ubuntu is a Nguni Bantu word from Southern Africa which can be defined as: “humanness, a pervasive spirit of caring and community, harmony and hospitality, respect and responsiveness that individuals and groups display for one another.”
In business practices throughout many countries in Africa, this translates into humanistic principles of trust, respect, responsibility, fairness, compassion, and good citizenship. Ubuntu management is about building collective trust and responsibility both within and across businesses.
This type of philosophy views people as being valuable in themselves rather than a means to an end. They are seen as ‘humans with human value’, rather than as a ‘resource’ for the organization.
Discussion:
With a partner or in a group, discuss the final reflection point.
- What are your thoughts regarding ‘humans as resources’?
- Which elements of Ubuntu philosophy do you think could be integrated into current business practices?