Why You Are Afraid To Engage In Office Politics. Why You Shouldn’t Be

Often considered a dirty and dishonourable game, politics continues to reign supreme as a valid means of getting power and authority all over the world, even in a monarchy!  So one would wonder why there are many people who want to have influence yet shy away from politics.

It is a well-known truth that no society exists without politics, no matter how small; even the family. When you do not tell your father about your fiancée first and tell your mother because you know you can convince her and she can in turn convince your father?  Well you have a political ally in your mother. Yet, people feel dirty mentioning politics in the same sentence as their names? Why then?

How African Workplaces can deal with Power Distance Issues

Geert Hofstede’s theory of cultural dimensions stands as one of the most popular in understanding cultural diversity in the workplace. In Africa, or a work setting with predominantly Africans, the most obvious of these is the dimension of power distance. Societies with high power distance have an expectation of uneven distribution of power between the more powerful and less powerful in the society. Low power distance societies on the other hand have an expectation of inclusiveness and decentralization of power.

 Having worked in Africa and Europe, I cannot help but notice the steep difference between the high power distance culture in Africa and otherwise in Europe. Even in supposedly multi-national firms who often profess adopting a global culture, the differences are overwhelming. It is however important to realise that a high degree of even distribution of power in an African workplace might fail as it firmly clashes with the individual and societal culture. Nevertheless, one cannot help but notice the work and relational problems caused by an “unequal” workplace.

Five Reasons Why Your Employees Do Not Live Your Corporate Culture

 Corporate re-branding is susally a highly strategised and celebrated event in an organisation.  However, for the implementation stage, HR managers sometimes find it difficult to get the employees to live by these new values. Here are five reasons which may be responsible for this;


 1. They don’t think you mean it 
Sometimes employees see these policies as beautiful nonsense. It sure does look good on paper but to them it is no different from the “please, wash your hands” sign on the toilet wall. They simply do not think you mean them!

The responsibility falls on management to not only introduce a culture but follow through until each employee individually realizes that it is not just another company policy, it is a company way of life.