THE AFRICAN PHILOSOPHY OF UBUNTU AS STRATEGY FOR

ORGANIZATIONAL CULTURE: A QUALITATIVE MULTIPLE CASE STUDY

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by
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Nana Yaw Amponsah Antwi
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Copyright 2021
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A Dissertation Presented in Partial Fulfillment

of the Requirements for the Degree

Doctor of Management in Organizational Leadership

University of Phoenix





  

The Dissertation Committee for Nana Yaw Amponsah Antwi certifies approval of the

following dissertation:

THE AFRICAN PHILOSOPHY OF UBUNTU AS STRATEGY FOR

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ORGANIZATIONAL LEADERSHIP: A QUALITATIVE MULTIPLE CASE STUDY

Committee:
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Susan Ferebee, PhD, Chair
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Crystal V. Lupo, PhD, DBA, University Research Methodologist

Marcia Hill, PhD, Panel Validator

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_________________________
Susan Ferebee

_________________________
Crystal Lupo

_________________________
Marcia Hill

_________________________
Hinrich Eylers, PhD
Vice Provost, Doctoral Studies
University of Phoenix

6/5/2021
Date Approved: ____________
 ABSTRACT

The apathy, individualistic tendencies and disengagement of workers are real

phenomenon in industrial and organizational circles. Management and leadership of

organizations seek and spend monies to find means and strategies to overcome these

drawbacks in order to reduce losses at workplaces. These apathetic and disengagement

attitudes could bring low performance and later lead to bankruptcy in organizations. The

African philosophy of Ubuntu has a lot of principles which are translated to applicable

strategies to curb the menace of apathy, individualism, and disengagement of workers.

Now, Ubuntu is widely internalized by all walks of life across the globe, and it is

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seriously applicable into different spheres of life. It is being applied into management
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studies, politics, diplomatic issues, healthcare, education, and even technology. The

refined and distinguished five strategies from the principles of the African philosophy of
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Ubuntu subsume all elements of divisions and rancor in organizations if leadership would

apply the strategies. The strategies of this research study inspire enthusiasm into
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leadership and followership to transmit all elements of collaboration, all-inclusiveness,

teamwork, and partnership at workplaces, and to eschew and submerge all issues of

marginalization, individualism, oppression, apathy, and structural racism in every

organizational culture. This qualitative multiple case study used 13 participants from two

selected non-profit organization in the New York City-New Jersey area for the research

study. It must be noted that the principles and statutes of humanness, communality,

tranquility, and unity in the African philosophy of Ubuntu have gained grounds into

fields and different cultures.

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 DEDICATION

I dedicate this dissertation to my extended and nuclear families. Nuclear family

members, my wife Esther, and children, Baffour, Nana, Maame and Kristodea, have been

my backbone and encouragement. With love, support, guidance, and relevant domestic

services, my wife and children inspired confidence and determination when things were

difficult, when I wanted to defer the program. I could not have achieved this height in

academics without you. Now to my Dad and Mom, I say “Thank you” to you all for your

diverse ways of support. To my mom, Elizabeth, you did not go beyond Middle School,

but you pushed me to go far in my academic journey. My dad, Kwadwo Amponsah

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Antwi, too inspired in me with the virtue of hardworking and mental fortitude since
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infancy. All these qualities had propelled me to this far. I love you all for being there for

me.
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 ACKNOWLEDGMENTS

My utmost appreciation goes to my God and Savior Jesus the Christ, for

providing me with wisdom, knowledge, and critical thinking which I have been craving

for since my Diploma days in college. There have been so many people who inspired,

advised, guided, encouraged, pushed, cajoled, poked, pushed, applauded, and remained

steadfast with me during this my doctoral journey.

To my dissertation Chair, Dr. Susan Ferebee, who had been committed to my

success throughout the journey. Dr. Crystal Lupo helped in shaping the selected

methodology and design for this research study. Dr. Marcia Matty Hill has been my

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encourager since the time she facilitated DOC 705R till now. My Dissertation Committee
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members, you have been a formidable team behind my success story.

To my role models in the academic field, the Rt. Rev. Prof. Joseph Obiri Yeboah
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Mante mentored me in Diploma and Bachelor days to achieve Distinction and First Class,

respectively; Very Rev. Prof. Emmanuel Martey urged me to get doctoral from a
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reputable institution in the United States of America; and Rev. Dr. Samuel Ayete -

Nyampong approved the commencement of my doctoral studies. Rev. Dr. Abraham Nana

Opare Kwakye is a friend and inspirer in ministry, and he has been good in this feat.

I am also grateful to Dr. (Mrs.) Esther Adjoa Frimpongmaa Asiedu for directing

me to University of Phoenix, Arizona in the United States of America. Finally, I am so

very much indebted to the love of my life, Esther Fafa Amponsah Antwi, who had been

my backbone in all facets of my life. To God Almighty be the glory great things He has

done.

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 TABLE OF CONTENT

Content Pages

List of Tables ................................................................................................................viii

Chapter 1: Introduction ..................................................................................................... 1

Background of the Problem ................................................................................. 1

(What Ubuntu is?) .................................................................................... 2

(Individualistic Tendencies at work)......................................................... 3

Problem Statement .................................................................................................... 4

Purpose of the Study ................................................................................................. 5

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Population and Sample ............................................................................................. 7
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Significance of the Study.......................................................................................... 8

Nature of the Study ................................................................................................. 10

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Research Question .................................................................................................. 12

Conceptual Framework .......................................................................................... 13

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Definition of Terms ................................................................................................ 15

Assumptions, Limitations and Delimitations......................................................... 17

Chapter Summary ................................................................................................... 18

Chapter 2: Literature Review ............................................................................................. 19

Title Searches and Documentation.......................................................................... 19

Historical Content ................................................................................................... 20

Current Content ...................................................................................................... 20

Organizational Culture ............................................................................... 21

Components and Players of Organizational Culture ................................. 22

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Culture of Apathy ....................................................................................... 23

Culture of Self-Interest ............................................................................... 24

Culture of Individualism ............................................................................. 25

Culture of Harmony and Teamwork .......................................................... 27

Culture of Other-Centeredness ................................................................... 28

The African Philosophy of Ubuntu ............................................................ 30

What Ubuntu is? ......................................................................................... 31

Ubuntu permeates cultures ......................................................................... 36

The Practice of Ubuntu in Management .................................................... 39

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Philosophies and Ideologies undergird Worldviews ................................. 41
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Philosophies and Organizational Tones ..................................................... 42

Transferability and Implementability of Philosophies and Ideologies ..... 43

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The Ideals of Colonization ......................................................................... 44

The Ideals of Democracy............................................................................ 46

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The Ideals of Capitalism ............................................................................. 48

Leadership Styles’ Effect on Organizational Culture ................................ 50

Transactional Leadership Style .................................................................. 52

Transformational Leadership Style ............................................................ 53

Servant Leadership Style ............................................................................ 55

Authentic Leadership Style ........................................................................ 56

Charismatic Leadership Style ..................................................................... 58

Dynamic Leadership Style ......................................................................... 59

Leadership Style Effective Using the African Philosophy of Ubuntu ...... 61

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 Theoretical Framework Literature ......................................................................... 64

Process of Social Learning Theory ............................................................ 65

Modelling .................................................................................................... 66

Modification ................................................................................................ 66

Methodology Literature ........................................................................................... 67

Research Design Literature ..................................................................................... 69

Conclusions .............................................................................................................. 69

Chapter Summary .................................................................................................... 73

Chapter 3: Research Methodology ...................................................................................... 75

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Research Method and Design Appropriateness ...................................................... 76
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Research Question ................................................................................................... 79

Population and Sample ............................................................................................ 81

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Informed Consent and Confidentiality .................................................................... 84

Instrumentation ........................................................................................................ 86
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Field Test ................................................................................................................ 88

Validity and Reliability........................................................................................................ 89

Data Collection ........................................................................................................ 92

Data Analysis ......................................................................................................... 94

Chapter Summary.................................................................................................... 96

Chapter 4: Analysis and Results.......................................................................................... 98

Research Questions ................................................................................................. 99

Data Collection ...................................................................................................... 102

Demographics ........................................................................................................ 104

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 Data Analysis ........................................................................................................ 107

Results ................................................................................................................... 111

Themes .................................................................................................................. 112

Chapter Summary.................................................................................................. 133

Chapter 5: Conclusions, Implications and Recommendations ......................................... 135

Research Question ................................................................................................. 138

Discussion of Findings .......................................................................................... 141

Themes................................................................................................................... 144

Recommendations to Leader and Practitioner……………………………...159

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Limitations ............................................................................................................. 161
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Recommendations for Future Research................................................................ 162

Summary................................................................................................................ 163
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References .......................................................................................................................... 165

Appendix A: Informed Consent Form .............................................................................. 185

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Appendix B: Permission Form .......................................................................................... 188

Appendix C: Textual Instrument ....................................................................................... 190

Appendix D: Observation Protocol ................................................................................... 193

Appendix E: Letter of Recruitment ................................................................................... 195

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 LIST OF TABLES

Table 1: Study Participants Demographics ................................................................... 106

Table 2: Data Analysis Themes and Subthemes ........................................................... 112

Table 3: Findings for First Theme ................................................................................ 114

Table 4: Findings for Theme Three .............................................................................. 121

Table 5: Findings of Fourth Theme ............................................................................. 126

Table 6: Scale Items for Measuring Ubuntu-Related Leadership ................................. 157

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 Chapter 1

Introduction

In every organization or established institution, there should be a conducive

culture or daily atmospheric tone for workers or employees to feel safe and to feel at

home. For this to happen in any institutional set-up, it calls for a calculated and well-

planned human resource strategy. This is to implement well thought-through measures to

bring about a kind of organizational culture, which will be generally acceptable for

optimizing the potential of workers and for workers’ productivity and efficiency (Isoraite,

2011). Human resource strategy is a well-design concept and/ or implementable plans

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which help in building up individuals (workers) in an organization and, help the
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organization to achieve its long-term goals through its workers (Gupta, 2016). For this

acceptable culture to be implemented in organizations it calls for we-feeling attitude

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which every worker must imbibe for human resource improvement. This we-feeling

corresponds to the Africa philosophy of Ubuntu which promotes togetherness and unity
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at job places.

Background of the Problem

As an African, the researcher found the principles and concept of African

philosophy of Ubuntu as a befitting human resource strategy to adopt and implement

from human resource department of every organization for competitive advantage

(Mangaliso, 2001). Ubuntu, though, a proverbial expression from a tribe in South Africa

is not only a principle but a philosophical concept or a worldview (Gade, 2011). Ubuntu

philosophy permeates throughout the different cultures of the African continent, for it is

about humanity and very relational in meaning. The worldview nature of ubuntu makes it

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African and not only South African. Therefore, in this paper, the argument is to explore

the principles of ubuntu as a human resource strategy which can be used to underpin

organizational/ business culture. The principles of ubuntu can be used as a training tool

for emotional and cognitive empathy, and for emotional intelligence which are

ingredients for teamwork, networking, and merger issues. The worldview of ubuntu if

tailored properly can be used to curb apathy, worker’s self-interest and any individualistic

tendencies at job setting whereby workers do not show commitment and dedication to

work and fellow workers in the organization.

Ubuntu, according to West (2014), suggested communitarian philosophy of

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compassion, tolerance, and harmony. Mangaliso also explained it as humaneness which
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has pervasive spirit of caring, sense of community, hospitality, respect, and

responsiveness which individuals or groups display for one another (2001). West (2014)
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quoted Mbiti (1989) as using the African aphorism, “umuntu ngumuntu ngabantu”

meaning “I am, because We are” or “since We are, therefore I am” to explain humanity,
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oneness and unity in community. Shutte (2001) also gave a deeper understanding of

ubuntu to mean “person is a person through the person’s relationship to others”. This

metaphorically brings out the expressive meaning of love, intense caring and sharing. In a

more simply terms, “people are people through other people” (Shutte, 2001).

The etymology of the expression ‘ubuntu’, in the words of West (2014), is as

follows: ‘ubu’ is ‘being’ or ‘be-ing becoming’, and ‘ntu’ representing ‘being’ or

‘temporarily have become’. Basically, ubuntu becomes a proverbial statement as “we are

because you are and since you are, definitely I am” or “I am what I am because of who

we all are” (West, 2014). The concrete meanings the expression of ubuntu gives or

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suggests a contrasting view of western individualism (Yi, 2018) which is more of self-

centeredness and competition amongst individuals at the same working environment. The

understanding of the expression of ubuntu is about interdependence, other-centeredness,

and communality.

In this era of individualistic tendencies amongst workers in the developed

countries (Yi, 2018) which do not auger well for organizational culture and working in

teams, it is expedient for human resource department to make sure workers foster better

relationships at workplace. Workers accepted their letter of contract with the focus on

their salary and other infringe benefits that go with their positions. Any other concerns

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regarding the good tone at workplace, friendliness, fellow-feeling and standing in for
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another person are relegated aside. These tendencies eventually rundown companies and

organizations resulting into bankruptcy and liquidation of assets (Yi, 2018). Mangaliso
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(2001), in trying to find solution to these individualistic behaviors at work rather focus

his attention more to competitive advantage. That is, how the principles of ubuntu can be
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used for organizations to have an edge over the other organizations in the same industry

using language and communication, relationship with others, decision making and

productivity and efficiency. In the opinion of the researcher, Mangaliso’s analysis was

broader; and his focus and concentration of discussion was on the attainment of

competitive advantage. However, in this work the research is centralized with the human

resource department galvanizing strategic tools for organizational culture goals, where

we-feeling and harmonious environment is created in organizations for workers to always

feel at home. This calls on leadership of organizations to abreast themselves with the

ideology /worldview of ubuntu so that such knowledge will be transmitted to

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subordinates and all other workers, to the larger extent, through training and leadership

influence.

Problem Statement

The problem was that, in recent times, employees exhibited apathetic behaviors,

selfish and individualistic tendencies at workplace which eventually hamper the

performance of employees and might lead to the gradual collapse of organizations. The

apathetic behavior and character of leadership and followership (Ogunkuade, 2016;

Bennett & Nikolaev, 2020) continued to grow in organizations due to urbanization and

technology (Amin, 2016; Huynh & Grossmann, 2020). Workers get to job places with the

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mindset of mind-your-own business, which leads to selfish tendencies. Leadership finds
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it difficult to approach worker/follower because of resistive and recalcitrant attitude

which may create unapproachable environment in organizational culture (Everly, 2012).

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Followership and leadership alike tend to focus and rely on their own and on what they

can get from the organization, such as salary and other infringe benefits, as against their
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commitment and dedication to job or schedule descriptions and building relevant working

relationship amongst themselves for optimum production in the organization (Maitland,

2002).

Specifically, the strategies for applying principles of ubuntu which enhance

workers’ and employees’ job behaviors and performance are unexplored. The attitudinal

apathy of both workers and leadership gives an extremely negative atmospheric tone of

every organization (Aoki, 2009). Attitudinal apathy breeds tension amongst working

populace of every firm. It makes the tone of the organization very dry making workers

unproductive and unyielding to any positive suggestion (Rego et al, 2014). It does not

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attract peaceful environment resulting into disturbed leadership and followership who are

very much detached from work and their fellow workers (colleagues). Whenever

attitudinal apathy sets into a job place, people are found at work, but their beings (souls

and spirits) are separated from the work. Meanwhile, the people are found at work due to

what they will get and not what they will contribute to the development of the

organization.

To curb or curtail the rippling negative effects of apathetic attitude at job places,

due to urbanization and technology, the researcher proposed to explore the principles of

the African philosophy of ubuntu which can be focal and fundamental human resource

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management strategy for all, especially non-profit and or multi-national organizations.
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Politicians, theologians (Battle, 1997), diplomats (Elizabeth Frawley Bagley), legal

luminaries (The Equality Court, 2011), Head of States and ecological brains (TEDGlobal,
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2010) have articulated the concept of ubuntu into solving social problems. Others,

elsewhere in the world, have also formulated policies based on ubuntu to bring about
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peace and tranquility in other parts of the world. Ubuntu is therefore recommendable as a

tool to human resource management to strategically train leadership and influence

followership of organizations (Lacerenza, 2017) for high-performance and organizational

culture improvement, which is capable to raise the general enthusiasm, dedication, and

aspirations of employees.

Purpose of the Study

The purpose of this qualitative, multiple case study was to explore the strategies

of applying principles of ubuntu that enhance employees’ job behaviors and performance.

The worldview and ethical philosophy of Ubuntu expresses the core idea of creating a

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conducive environment for workers to feel important and belong and counted as persons

within the cultural setting of an organization. Again, the purpose of the qualitative case

study was to apply Ubuntu principles and ideas to solving the apathetic and

individualistic tendencies at workplace which were counterproductive in organizations.

The all-inclusive agenda of Ubuntu which draws and brings on board all persons (West,

2014) no matter their orientation and background neutralizes and subsumes the

competitive and divisional characteristics of self-interest, apathy, and individualistic

attitude of employees.

Qualitative case study methodology is a tool which gives researchers the

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necessary ingredients to study complex phenomena and their related theories and issues
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in certain contexts (Baxter & Jack, 2008). The study focuses on workers/employees in the

diaspora in New York -New Jersey area of the United States of America, who one way or
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the other, do not stay focused by getting committed to the organizations they work for.

Employees’ commitment wanes, self-interest and work apathy sets in, and performance
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and job satisfaction decrease drastically at the detriment of the progress of the

organization. Results from this study may be used as human resource strategic tool for

training on teamwork, emotional intelligence, empathy, and networking in organizations,

especially non-profit or and multi-national ones. Additionally, the end result of the

research can be used to address racial and discriminatory issues at workplaces.

Principally, the ideals of the worldview of ubuntu would be used managerially to

improving organizational culture in general.

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 Population and Sample

The New York city -New Jersey area of the United States of America is selected

as the population for this qualitative multiple case study. The New York city -New Jersey

area is very populous with different ethnic groups and races of different backgrounds.

Workers and employees in this area engage themselves in various platforms such as

organizational floors and Parent Teacher Association meetings in schools of their

children. As the workers and employees engaged with each other in organizational

platforms and at workplaces, they learn from each other, they agree to disagree and

disagree to agree, which warrants leadership to implement strategies needed to create

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harmony and proper relationship among them at the workplace. It is in this population
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that two distinct non-profit organizations are selected, and sample of workers and

employees are chosen as participants for the study.

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This qualitative case study has a considerable and convenient sample size of

thirteen (13) participants who have been selected and engaged from the two distinct non-
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profit organizations. These two non- profit organizations fall within the New York City -

New Jersey area which defined the population and geographical area of the study. This

indicates the bounded system needed for the study to be conducted. These 13 participants

and respondents are workers and employees who had worked in such organizations and

corporate America for about 10 to 35 years therefore they had had a lot of experience in

the selected organizations. Seven (7) participants were engaged in the organization in

New York city whereas six (6) participants were selected from the New Jersey side

(organization). Out of the 13 participants five (5) are males and eight (8) are females with

age bracket between 18 and 56 years. The work schedules of these respondents and

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participants range from being cleaners to clerical officers to administrators and managers.

The researcher chose stratified sampling for the enablement of diverse opinions (Thomas,

2015) so that the assessment of applying the principles of Ubuntu on workers and

employees’ job behaviors and performance can be well- effected. In a nutshell, four (4) of

the participants are in leadership position, and the remaining nine (9) others are

subordinate workers. It is also a fact that four (4) of the subordinate workers of these

selected institutions are volunteers who are part of the respondents.

Significance of the Study

This research project will be undertaken by using the case study approach of

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qualitative research method. In this study, the researcher would try to use multiple- case
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study so that a comprehensive theory can be built up through an inspired analysis

(Eisenhardt, 2007; Eriksson & Kovalainen, 2008). The case study method has the
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tendency of exploration which uses the tool of exploring and explaining phenomena of

social research. In the words of Baxter and Jack (2008) case study approach of the
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qualitative method suggests interpretative exercise to explain the data collected as well as

the analysis of the findings. Meanwhile, the African philosophy of ubuntu is a cultural

phenomenon, which the researcher is to apply its elements and significance to

organizational culture. The application requires exploratory approach to enable the

researcher uses the typical steps of case study approach. The steps are bracketing,

intuition, analysis, and description. The first step of bracketing is to identify and keep in

check of any preconceived beliefs and ideas from unbiased perspective. And the last

process of description is what the researcher uses to describe and define the phenomenon

(of ubuntu), and to communicate it to others (Wolcott, 2009).

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 In as much as, West (2014) argued in the same wavelength as Mangaliso, West

put forward some challenges some scholars claimed that the philosophy of Ubuntu cannot

be implemented in business setup. One of the problems West (2014) explained was that

Ubuntu is of and from another culture, therefore it cannot be imposed or infused into any

foreign culture. The counter argument is this that, culture is a way of life and every way

of life is tantamount to teaching and learning. As the adage goes, “if one goes to Rome,

one does what the Romans do”. Therefore, it is expedient for workers to learn to adopt

any procedure, regulation and rule that will auger well for the development and well-

being of individuals in a workplace. The ideology of ubuntu has been suggested to be

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used in political, diplomatic, and business circles. According to Shutte (2001), Thabo
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Mbeki, the former President of South Africa, has this to say in an interview, that ‘there

has been moral vacuum as a result of crime and corruption making the nation (South
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Africa) ungovernable. We need to exercise ubuntu for the development of our nation’.

Again, in citing Mr. Samkange of Zimbabwe, a political figure, Shutte (2001) claimed he
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used ubuntu as a slogan for pollical agenda interconnectedness and humanness. Barrack

Obama, at the Nelson Mandela’s memorial service, eulogized Nelson Mandela using

Ubuntu philosophy:

We can never know how much of this sense was innate in him, or how

much was shaped in a dark and solitary cell. But we remember the

gestures, large and small – introducing his jailers as honored guests at his

inauguration; taking a pitch in a Springbok uniform; turning his family’s

heartbreak into a call to confront HIV/AIDS – that revealed the depth of

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 his empathy and his understanding. He not only embodied Ubuntu, but he

also taught millions to find that truth within themselves.

Lastly, Elizabeth Frawley Bagley, American attorney, in acceptance speech as

diplomatic figure, used ubuntu in the American Foreign policy, which had come to be

known as “Ubuntu Diplomacy” (Khomba & Kangaude-Ulaya, 2013). From the argument

above, it was clearly observed that the concept of ubuntu had universal acceptability

which could be incorporated into every sector of life where needed.

Nature of the Study

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This qualitative multiple case study explored the strategies for applying the

principles of the cultural phenomenon of the African philosophy of ubuntu, using the
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naturalistic experiences (Eisenhardt, 2007), specifically to the African people and

generally to all workers and employees. Therefore, it deemed fit to do textual data
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analysis of proficient African writers /authors and professors on ubuntu in order to sift the

necessary elements which undergird the philosophical worldview of ubuntu to enable the
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researcher analytically relates and apply to solving the self-interest and detachment of

workers/ employees from their job description and jobs in general. The textual data

analysis called for exploratory and explanation approach which brought out all that

entails to curb the menace of separation and disconnection of employees in firms which

the human resource department could use as a strategic means for training.

The current study needed naturalistic experiences by the employees of the sample

size for survey questions or questionnaires and interviews of participants, to help the

researcher have firsthand information for the study (Measor, 1985) which can be used for

the strategies for applying the African philosophical and cultural phenomenon of Ubuntu.

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The sample size for qualitative case study was often about ten (10) participants but the

researcher would try to increase the participants to about thirteen (13) to ascertain various

views from employees as to how ubuntu worldview could be factored into addressing

individualistic tendencies at job places (Starks & Brown, 2007).

The researcher was envisaging to use about three (3) years to completing this

research all things being equal. Moreover, when this study was completed as it was

enshrined in the purpose statement, the principles deduced from the African philosophy

of ubuntu will be used by the human resource management, to the large extent, in

emotional intelligence, globalization issues, teamwork and other leadership styles such as

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servant leadership and transformational formation at job places.
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This research project would be undertaken by using the case study approach of

qualitative research method. The case study method might include exploratory,
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explanatory, and descriptive tendency of hermeneutics which used the tool of exploring

and explaining phenomena of social research in communities and /or organizations. In the
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words of Stake (1994), the case study approach of the qualitative method suggested

assumption and interpretative exercise to explain the data collected as well as the analysis

of the findings. Meanwhile, the African philosophy of ubuntu was a cultural

phenomenon, which the researcher needed to adopt case study approach on individuals in

order to apply its elements and significance to organizational culture. The application

required hermeneutical or explanatory approach of case study (Merriam,1998; Yin, 2014)

to enable the researcher used of the typical ideals from ubuntu in firms. And the last

process of description was what the researcher used to describe and define the

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phenomenon (of ubuntu), and to communicate to others as a training tool (Wolcott,

2009).

Research Question

The research question, which emanated from the problem statement and the

purpose of the research study, sought to deduce strategies from the principles of the

African philosophy of Ubuntu. The strategies which were more relevant and appropriate

to solving the challenge of workers’ disengagement and individualistic tendencies at

workplaces. The research question (RQ) was as:

How are the strategies for applying principles of ubuntu used to enhance

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employees’ job behaviors and performance?
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The employees’ detachment from work was real in recent times. Gallup polls for

the year 2019 about employees’ engagement, presented that employees were disengaged
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in several organizations in the United States of America. That about 43% of workers

would want to leave for other companies and 63% of workers experience burnout at
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workplace (Tinypulse Report, 2019; Gallup, 2019). Employees were the people hired by

management or owners of an organization to use their expertise and energy to assist in

meeting organizational goals. These employees came from different backgrounds

(Buchecker & Frick, 2020) to helping build image and productivity of the organization to

get remuneration and satisfaction in return. The backgrounds may be education, family,

nation or country, gender, or race.

The detachment or separation of employees from the tenets of employer’s

organization could be a disease, psychological, behavior or cultural. Until an employee

was diagnosed of a disease or not, there was a tendency at job settings whereby some

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employees were disengaged completely from the action which went on the floor of work.

This behavioral or cultural attitude which some employees exhibited at workplace was an

eyesore which could jeopardize the entire work environment of an organization.

Leadership or top management must make effort to create a communal spirit (Battle,

2009) in the organizational culture whereby every employee felt belonged and part of the

organizational structure.

Leadership kept looking around for strategies which could enable management to

properly handle and mediate with employees at job place. Different strategic theories and

means were being developed by leadership experts to enable management in

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organizations relate better with employees. The introduction and subscription of the
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African ethical philosophy of Ubuntu into the cultural setting of an organization could

bring about respectability, cooperation, and inclusiveness among employees to foster

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growth and productivity (Mangaliso, 2001). The main aim of acquiring ways, means and

strategies was to raise employees’ enthusiasm, aspirations, and commitment at job places
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so that employees would have job satisfaction. Some organizations paid huge sums of

monies for leadership experts to train their management team for this very strategic role.

Conceptual Framework

The researching topic under review stems out, permeates, and connects to

attitudinal and behavioral change theories such as social cognitive change and theory of

planned behavior, and the underpinnings and elements of leadership styles theories, such

as transformational and servant leadership theories. The implementation or inculcation of

philosophical worldview of ubuntu in organizational culture and structure will call for

change of attitudes and behaviors, of workers/ employees at the workplace, from

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 individualistic tendencies, self-interest, and apathetic behaviors. The proponents of

Bandura’s (1986) Social cognitive theory suggests that people are not only driven by

inner personal factors but by external influences. The model of the theory shows how

personal factors of behavior react and interact with a person’s environment to influence

that same person. This process of interaction is termed reciprocal determinism (Bandura,

1986). The environmental factors are the situational influences which could change one’s

behavior for better or worse. The idea of a change in attitude is dependent on one’s self-

efficacy whereby the employee is provided with the necessary resources to produce

welcoming and appropriate results.

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The same vein, people operate under the tendency of having determined to do
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whatever they have in mind. According to Ajzen (1991) and Armitage and Conner

(2001), some behaviors are planned. Such behaviors are dependent on the person’s
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intention to commit a behavior. The Planned Behavior Theory is also dependent on what

another person’s attitude will correspond to an individual or what people think an

PR

individual should do or react (Ajzen, 1991). Here, an individual’s intention could mean

the person’s motivation. Therefore, what motivates the person is key and that propels an

individual to behave in a certain manner. However, when such individual is met with

positive attitude and incident of positivity, then the person changes for the better

(Armitage & Conner, 2001). More so, for employees to change their behaviors to

conform to a new pattern of behavior is also determined by or directly influenced by the

moral standing of the leader of an organization (Zhu et al, 2016).

These behavioral and attitudinal changes may call for versatile and all-round

leadership style which could promote ethical issues in the organization. It is therefore

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