Ubuntu are the beliefs, values and behaviors of a large majority of the South African population. It is invariably invoked as a scale for weighing good versus bad, right versus wrong and just versus unjust. It can guide, as other cultural philosophies as well, development of managerial practices for healthy competitive advantage. Ubuntu can be defined defined as humaneness which means a pervasive spirit of caring and community, harmony and hospitality, respect and responsiveness that individuals and groups display for another. It is the foundation for the basic values that manifest themselves in the ways African people think and behave toward each other and everyone else they encounter. There is a high degree of harmony and continuity existing throughout the system. The following will explain various aspects of ubuntu how to deal with them in order to get a competitive advantage.
Relationship with others
The individual is a member not just of the nuclear family, but also of the extended family or clan. Hiring of relatives could be a very positive decision because of ties within the organization. It is important to understand that the individual is predicated on belonging to collective. A team might accomplish more than if ech individual works alone. Organizations can ensure that individuals uphold this spirit by linking their reward systems to team performance. Regarding cultures with high collectivism, people are intrinsically motivated to contribute more when they are valued members. Mutual respect and empathy are advantages. The management style "fusion" offers a view of others as part of the same whole, recognition of similarities rather than differences, and an identification of common ground and a sense of community with shared vission, norms and outcomes. Another example could be the Matsushita Case.
While treating others with kindness, compassion and humility, people will always help you to succeed in your management task. It is about respect, deference and compliance. If people sense that they are being treated with respect and dignity, they will respond by showing greater commitment to organizational goals.
Language and communication
The importance of language in establishing a sense of community, belonging, shared heritage and common welfare is emphasized. Traditional ,management training places greater emphasis on the efficiency of information transfer. Ideas must be translated quickly and accurately into words, the medium of the exchange must be appropriate and the reciever must accurately understand the message. In ubuntu the social effect of conversation is emphasized. In ubuntu's oral tradition the meaning of words is strongly related to context. Poetic expression and the ability to play with words are signs of wisdom. The focus is more on oral words than on written pieces. Shared understanding of deeper meanings supports complex consensus. Ubuntu communication means concerted action that is adaptable.
Concerned more with efficiency than with healthy relationships, supervisors may discourage conversation and other forms of socializing in the workplace. Isolation results. One way to break this psychological impasse is to periodically hold company sponsered events and ceremonies. Allowing workers to establish relationships even when not required by the task structure, improves effevtiveness and decreases pessimistic feelings toward the organization.
Those organizations that provide an opportunity for their employees to give expression to their values and beliefs in the course of carrying out their corporate responsibilities are likely to gain competitive advantage over those that do not. It is important to provide opportunities for self-expression, achievement and self-fulfillment, consistent with employees values.
Decision making
Decisions by consensus. Process is circular. Polycular vision. Dispute resolution to restore harmony and unity. Ubuntu might be slow to action, but greater commitment to goals means more long-run effectiveness and efficiency.
Before a closure of a decision considerable time should be considered to assure all voices have been heard and the consensus has been reached. The goal of decision making in this context is to preserve harmony. A decision that is supported by most of the staff as the right decision is resisited by many.
Also if those decisions of Consensus are quite costly in terms of time and effort, their result can be seen in improved commitment to organizational goals, reduced supervisory requirements, decreased turnover and absenteeism. So effeciency will increase.
Time
Time is not a finite commodity under ubuntu's vision. It is considered as a healer. Allowing enough of it for important issues will ensure a good decision. Time is a reference that locates communities with respect to their collective past and their shared future. It assigns significance to patterns of events and it orders relationships and affairs. In the context of ubuntu time is reflected as a unifying and integrating construct that emphasizes interdependence, shared heritage, regularity and congruity. It is all about accepting the validity and reseonableness of a different worldview. This seams as a hidden competitive advantage.
Productivity and Efficiency
Productivity must be optimized. Ubuntu considers solidarity and social harmony important. So are rewards and suffering are shared. The competitive advantage lies here in the loyality to group goals and so it is for the good of the company. In a culture that is high on collectivism as ubuntu, across-the-board pay reductions would be much preferred to targeted layoffs. If important changes have to be introduced, this must be done using consultation and inclusive decison process. Sometimes with the strength fo a group there can be other soluitions be found than the traditional ones according to theory.
Age and Senority in Leadership
Age is an ongoing process of maturing and acquiring wisdom. Older people are respected. Older workers hiring experiences, wisdom, connections and informal networks can help you and in this way, your knowledge can lead to a competitive advantage. Hiring an older person who will face respect and trust of his staff is better than an expert who fails just because of his age. This approach to managing is gaining acceptance in more contemporary management thinking. More successful managers are seen to act as coaches rather than as experts or cops. But age can be messured in different ways, e.g. chronological age, service to the company or the experience in the position. The importance is to explain everybody why somebody is the best for this job.
Belief systems
In some countries and cultures, belief systems are quite different than ours. Some are into spirituality or others in different religions. Try to get to know the certain system you dealing with and you might be able to get out a competitive advantage as well. Show acceptence and interest. But another caution is against the assumption that culture is static and that there is a one-way causal relationship between culture and behavior. Changing behaviors also causes changes in culture through feedback and reinforcement over time. Differences between the behavior of younger and older generations contribute to the generation gap. So sometimes it is very useful to introduce different e.g. payingsystems or shift systems. In that way the people can make their own choice and feel respected and you are able to avoid gender problematics.
The company should also consider which manager is the best for another countries operation. Depending on the country and its culture, there are 3 different types to choose. The ethnocentric, polycentric and geocentric manager. It needs to be considered to either hire a local with all its expertise regarding the culture or a manger from the company's home country who is familiar with the corporate culture or somebody from a third country who is an expertise in his field.
Overall it is very important to say, that you should treat others with dignity and respect. Care and share with your employees. Be willing to negotiate and take your time for that. Be a good listener and try to understand your employees culture and values. Therefore don't judge. There is no right or wrong. Honor the work and loyality which is given to the company and everbody's good. Promote equity in the workplace. Be flexible and accomodative. Try to find the right balance of host country's culture and corporate culture. This challenge will lead you to success. Organizations infused with humaneness, a pervasive spirit of caring and community, harmony and hospitality, respect and responsiveness will enjoy more sustainable competitive advantages.
References:
Mangaliso M. P. (2001), Building competitive advantage from ubuntu: Management lessons from South Africa, Academy of Management Executive, Vol. 15 No. 3.
Hill, C.W.L. (2005), International Business: Competing in the global market place, 5th international edition, MacGraw- Hill: Boston etc.
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