Zimbabwe
On April 18, 1980, the last outpost of empire in Africa died. From Rhodesia's ashes rose a country that would take its place among the free nations as Zimbabwe, the last among equals. And men and women leapt to embrace this dream called Zimbabwe.
Petina Gappah -- Writer --Â African Literary Person of the Year
Purpose and Reason for My Selection of Zimbabwe
For the first three culture investigations of OGL553 I chose countries that I had visited multiple times and was very familiar with. This week I chose a country I knew nothing about. Admittedly, the reference materials on Zimbabwe were much more limited. Yet, this investigation was enlightening for me!
On this webpage I'll share my learnings of Zimbabwe's geography, culture, leadership, communication, trust views, and conflict resolution practices.
Zimbabwe: The Facts
Zimbabwe was first introduced as the official name of the country in 1980, when it became an independent nation, no longer a British colony. It was also in 1980, that the black majority began government rule of the country and marked the end of a 15 year civil war.
Zimbabwe was formerly known as Southern Rhodesia (1898), Rhodesia (1965), and Zimbabwe Rhodesia (1979). Zimbabwe is a landlocked country in southern Africa. It is bordered by South Africa to the south, Botswana to the west and southwest, Zambia to the northwest, and Mozambique to the east and northeast. The capital and largest city is Harare. The country's population is roughly 14 million. Zimbabwe has 16 official languages, with English, Shona, and Ndebele the most common.
Eighty-four percent of the population align with some form of Christianity with the other major religions of the world such as Islam (0.9%), Buddhism (<0.1%), Hinduism (<0.1%) and Judaism (<0.1%) each have a niche presence. While the country is majority Christian, most people practice, to varying degrees, elements of the indigenous religions as well.
Zimbabwean Culture
Zimbabweans hold tightly to their tribal lineage. Some Shona and Ndebele groups practice permanent body modification to show a particular lineage, identity or social class. Scarification (nyora) and piercing (kuboora or ringindi) are common (Pier n.d.).
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The sense of family is also a key driver of culture in Zimbabwe. It's impact is so strong that often times people will follow the counsel of family members even if they know the result will be detrimental. The rituals around the family connections can also be quite formal. A practical example can be drawn from the act of paying lobola (a token of appreciation which is part of the marriage rite in Zimbabwe). Among the Zezuru people of Zvimba in Zimbabwe, the suitor cannot come directly to make payments to his future father-in-law but has to go through a mediator (known as munyai, sadombo or samutumwa). Without this intermediary, the formal process cannot be completed (Muchumayeli 2016) .
Poverty is a key driver of Zimbabwean culture. Zimbabwe is ranked as the 26th poorest country in the world, with per-capita purchasing power of $2,502 per year and over 70% of the population living in poverty (Ventura 2020). This deep poverty drives a great deal of Zimbabwe's culture, from distrust of government leaders to relying on employment that is dangerous.
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Other primary influences on Zibabwean culture include music, dress, and the country's history of war and conflict.
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Leadership and Communication
In Zimbabwe, a wide gap exists between leaders and followers which can be attributed to society’s ‘high power distance’ (Hofstede 1984). There is a sacredness of Leadership in Zimbabwe. There is also the inherent belief that leaders in the traditional sense influence both the secular and religious domains of life (Olupona 2014). For instance, chiefs are said to ‘possess mystical, life-sustaining powers, with their own well-being intimately intertwined with the well-being of their people, lands and institutions’ (Olupona 2014). Therefore, in the traditional sense, leaders are to be obeyed because of their office or position, what they possess, and what they bestow; ‘they must always be obeyed And not questioned such that raising a hand or a foot or a tongue against them becomes taboo (Muchumayeli 2016)
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The concept of leadership in the Zimbabwean society is largely leader-centric and followers are perceived mainly as subjects whose duty is simply to follow. Some leaders also selfishly employ fear as a weapon knowing that it causes more harm than good to the followers. They often continue to destroy their followers’ self-esteem and other important virtues by using fear to achieve their intended immediate results.
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Zimbabweans are indirect communicators. They generally seek to avoid friction in any conversation. Thus, to be blunt and frank is not advisable. In an effort to be respectful, Zimbabweans come across as quite agreeable and accommodating. They rarely openly express criticism and prefer to take an indirect approach to any corrective remarks. The level of directness in conversation will vary depending on your relationship with a person. For example, if there is a large age difference, the younger person will adopt a very deflective and respectful tone. Among two peers of the same age, a Zimbabwean is likely to be more open about how they feel. Generally, if a Zimbabwean disagrees with something or is discontent, they are more likely to show it nonverbally. For example, they may become colder to you and choose not to follow your instructions (Pier n.d.).
Trust, Negotiation, and Conflict Resolution
TRUST: One of Hofstede's categories has to do with the way national cultures relate to uncertainty and ambiguity, and therefore, how well they may adapt to change and form trust relationships. Zimbabwe follows other African nations as one that shows the most discomfort with ambiguity and uncertainty, where high value is placed on conformity and safety, risk avoidance, and reliance on formal rules and rituals. Zimbabwe fits into a low-trust group, which is defined as a population where people trust completely only those they know best: family and one or two close, lifetime friends For Zimbabweans, trust tends to be vested only in close family and friends (Lewis 2005). It may be difficult for outsiders to establish relationships of confidence and trust with Zimbabweans.
Additionally, Zimbabweans have struggled to trust government organizations. This is based on decades of known corruption and mistreatment. As evidence of this, I cite a study conducted by Magamba Network and Orange Door Research. The survey completed by 7000 people, asked respondents what they considered the most reliable and honest source of information on political issues. 30% said social media, followed by radio (21%), civil society (20%), newspapers (14%), friends and family (6%), and churches (3%). 5% said none of the above. What could be the reason for turning to social media first? It only takes us going down memory lane to understand why some Zimbabweans are trusting social media. In 2001, Zimbabwean's exposure to many media platforms was restricted as the then Minister of Information introduced a controversial policy dubbed 75% local content. The policy promoted only state-owned media channels to deliver entertainment and (covertly) news. Through this policy, the then government started channeling propaganda. And subsequently, people started to be skeptical about government-owned news channels (Chaparadza 2018).
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NEGOTIATION: Different cultures practice different negotiation styles. These styles originate from differences in communication, persuasion and influencing styles, differences in societal structures (hierarchical or egalitarian), group norms, gender roles, protocols, education systems, religious inclinations, cultural norms, and traditions (Mehra 2014). Like many African nations, Zimbabwe has indigenous systems of conflict resolution that have endured into the present, sometimes quite intact and sometimes fragmented by rapid social change. These systems rely on particular approaches to negotiation that respect kinship ties and elder roles, and the structures of local society generally. Doing business in Zimbabwe, expect negotiations to be quite drawn out. Zimbabweans may take some time to deliberate and think through their decision. Some Zimbabweans may ask you to grant favors for their friends and family on the basis of your working relationship with them as part of the negotiations.
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CONFLICT RESOLUTION: Zimbabwe's manner of conflict resolutions differs a great deal from those of western cultures and countries. For example, in Zimbabwe elders have substantial power, and when they intervene in a conflict or a negotiation, their words are respected. This is partly because certain elders are believed to have access to supernatural powers that can remove protective shields at best and cause personal disaster at worst.
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As a good way to understand the Zimbabwean way of conflict resolution in a large business setting, I'll cite a case study done examining labor disputes at Air Zimbabwe. Diverse conflict management styles are apparent at the national Zimbabwean airline. On the one hand, it was indicated that the most utilized method of dispute resolution at the national airline is dialogue or collective bargaining to negotiate the terms of employment between the employer’s representatives and that of workers. On the other hand, when negotiations fail, disciplinary action was used as another way the national airline tends to solve disputes. Almost all the respondents of the survey were of the view that conflict negatively affects the performance of the company. (Ngcobo & Komichi 2015).
References
Author: Luca Ventura. (2020, July 22). Poorest Countries in the World 2020. Retrieved April 08, 2021, from https://www.gfmag.com/global-data/economic-data/the-poorest-countries-in-the-world
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Pier. (n.d.). Zimbabwean Culture. Retrieved April 08, 2021, from https://culturalatlas.sbs.com.au/zimbabwean-culture
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Lewis, R. D. (2005). Chapter 9 Motivating People and Building Trust. In When cultures collide: Leading across cultures. Boston, MA: Nicholas Brealey Publishing
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Mehra, P. (2014). Communication Skills in International Business Negotiations in Communication. In Communication beyond boundaries. Retrieved from https://ebookcentral-proquest-com.ezproxy1.lib.asu.edu
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Ngcobo, S., & Komichi, M. (2015, January). (PDF) Conflict management strategies in settling workplace ... Retrieved April 08, 2021, from https://www.researchgate.net/publication/311502907_Conflict_management_strategies_in_settling_workplace_disputes_The_case_of_air_Zimbabwe
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Muchumayeli, B. (2016, April). (PDF) Religio-Culture, Fear, and Zimbabwe’s Leadership ... Retrieved from https://www.researchgate.net/publication/302978612_Religio-Culture_Fear_and_Zimbabwes_Leadership_Perceptions
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Olupona JK (2014) African Religions: A Very Short Introduction. New York, NY:
Oxford University Press.
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Hofstede G (1984) Culture’s Consequences: International Differences in Work-
related Values. Newbury Park, CA: Sage.
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Chaparadza, A. (2018, July 28). Social Media Considered The Most Reliable And Honest Source Of Information On Political Issues In Zimbabwe: Citizens Voice Index Report. Retrieved April 08, 2021, from https://www.techzim.co.zw/2018/07/social-media-is-the-most-reliable-and-honest-source-of-information-on-political-issues-in-zimbabwe-citizens-voice-index-report/