Management approaches in the construction sector as experience by employees: a decolonial study: a research report

Abstract

Employees in the South African context are not at a happy state as the result of the way they are being managed (Kamoche 2011:1; Mangaliso 2001:29; Thomas & Bendixen 2000:509). The country’s workplace is characterised by dictatorship and marginalisation of the key role players in the realisation of the organisational objectives (Handford & Coetsee 2003:32; Thomas & Bendixen 2000:517). The managerial frameworks employed in managing the African workforce are foreign and at odds with the context’s dynamic (Jackson 2002b:470; Kamoche 2011:31; Mangaliso 2001:31; Masango 2002:707-708; Nyambegera 2002:1081). This decolonial study investigating the perceptions of management held by the employees of Temi Construction in the construction sector is by its nature exploratory as well as descriptive. The study’s purpose is to explore and provide a rich description of the employees’ perceptions and experiences of how they are being managed in this company in particular and in the sector in general. This is done through interviews and talking circles to collect qualitative data with the purpose of contributing to the development of the Afrocentric Management Approach. The findings of the current study reveal that the workforce in Temi Construction are not happy with the way they are being managed. This emanates from the marginalisation prevalent in the working environment, the use of Classical approach and autocratic style to manage the workforce and an unconducive working environment created by the management systems in place. An alternative managerial framework aligned with the African dynamics needs to be developed from an indigenous lens using local knowledge and be practiced in managing the African workforce. From this study, the belief held tallies with the findings as well as the literature that the adoption of the Afrocentric Management Approach in the workplace will undoubtedly change the work milieu positively.

Abasebenzi eNingizimu Afrika abekho esimweni sokujabula ngenxa yendlela abaphethwe ngayo (Kamoche 2011:1; Mangaliso 2001:29; Thomas & Bendixen 2000:509). Indawo yokusebenza yezwe ibonakala ngobudlobongela kanye nokubukelwa phansi kwababambe iqhaza elikhulu ekufezekiseni izinhloso zenhlangano yokusebenzela (Handford & Coetsee 2003:32; Thomas & Bendixen 2000:517). Izinhlaka zokuphatha ezisetshenziswa ekulawuleni abasebenzi base- Afrika yonkana zibuya emazweni angaphandle futhi ziyangqubuzana nokuguquguquka komongo (Jackson 2002b:470; Kamoche 2011:31; Mangaliso 2001:31; Masango 2002:707-708; Nyambegera 2002:1081). Lolu cwaningo oluphikisana nencindezelo oluphenya imibono yabasebenzi base- Temi Construction emkhakheni wezokwakha mayelana nendlela abaphethwe ngayo luwukuhlola ngokwemvelo kanye nokuchaza kabanzi. Inhloso yocwaningo ukuhlola nokunikeza incazelo ecebile yemibono yabasebenzi nolwazi lokuthi baphathwa kanjani kule nkampani ikakhulukazi kanye nasemkhakheni jikelele. Lokhu kwenziwa ngenhloso yokufaka isandla ekuthuthukisweni indlela yomdabu yokuphatha abasebenzi ebizwa nge-Afrocentric Management Approach. Imiphumela yocwaningo iveza ukuthi abasebenzi base-Temi Construction abeneme ngendlela abaphethwe ngayo. Lokhu kuvela ekubandlululweni okuvame kakhulu endaweni yokusebenza, ukusetshenziswa kwendlela eyincindezi zokuphatha ezaziwa ngelithi Classical Management Approach kanye nesitayela sobushiqela ukuze kulawuleke abasebenzi kanye nendawo yokusebenza engafanele edalwe izinhlelo zokuphatha ezikhona. Olunye uhlaka lokuphatha oluhambisana nezimo zokphila ezwenikazi lase-Afrika kumele luthuthukiswe ngendlela yomdabu kusetshenziswe ulwazi lwendabuko oluzosetshenziswa ekulawuleni abasebenzi basezwenikazi lase-Afrika. Kusukela kulolu cwaningo, inkolelo ihambisana nokutholakele kanye nezincwadi zokuthi ukwamukelwa kwendlela yomdabu yokuphatha abasebenzi ebizwa nge-Afrocentric Management Approach emsebenzini ngokungangabazeki kuzoshintsha isimo somsebenzi ngendlela enhle.