AS Zimbabwe grapples with complex economic and social issues, the need for effective and ethical leadership is more important than ever.
In a previous article, I discussed the concept of humanistic management and its potential to revolutionise organisations. However, before we can truly understand the value of humanistic leadership, we must first recognise the limitations of the prevailing economistic perspective.
This article will delve into the economistic perspective, its deficiencies, and how humanistic leadership provides a more comprehensive and sustainable approach to leadership in Zimbabwe. The goal of this article is to show how Zimbabwean businesses can thrive by adopting a humanistic leadership style focused on moral integrity and a well-rounded consideration of human motivations.
Economistic perspective of leadership
The economistic perspective, deeply rooted in economic theory, has had a significant influence on business practices (Pirson, 2017). This perspective sees leadership as a way to maximise profits and efficiency and views organisations as contractual networks where individuals seek to maximise personal gains independently (Pirson, 2017).
Within this framework, leaders are transactional managers, primarily focused on enforcing compliance and maintaining order through hierarchical control (Demsetz, 1983). This approach prioritises shareholder value over human well-being, reducing employees to mere resources.
As I mentioned in the previous article, this perspective has led to the emergence of psychopathic leaders, who prioritise power and status over people.
While this approach may lead to short-term results, it overlooks long-term factors such as engagement, loyalty, and ethical considerations.
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Limitations of economistic perspective
As Pirson (2017) notes, this approach promotes transactional and often impersonal leadership, potentially diminishing employee morale and organisational culture.
By placing too much emphasis on efficiency and productivity at the expense of human relationships and moral values, this model can create toxic work environments marked by high turnover rates and low employee satisfaction.
Additionally, the economistic approach neglects to consider the broader social and environmental responsibilities of organisations.
In a world increasingly focused on sustainability and ethical practices, this narrow view of leadership is inadequate for addressing the complex, interconnected challenges faced by modern organisations, such as social inequality, climate change, and the pursuit of inclusive growth.
Humanistic perspective of leadership
The humanistic perspective of leadership stands in stark contrast to the economistic view by placing intrinsic value on human beings.
Instead of prioritising profits, this perspective emphasises human dignity, well-being, and fulfillment.
Humanistic leaders recognise employees as valuable individuals, not just resources. This approach is based on “transformational leadership,” (Bass & Avolio, 1994), which focuses on inspiring, intellectually stimulating, and emotionally engaging employees.
Transformational leaders aim to balance their own drives while fostering the same equilibrium in their followers.
They lead by moral values, stimulate intellectual growth, and foster emotional connections, creating a positive organisational climate.
This approach helps individuals understand and embrace the organisation's purpose, build strong relationships, create financial value, and collectively overcome challenges.
Key concepts
The humanistic perspective on leadership focuses on four key drives: the drive to comprehend, to bond, to acquire, and to defend (Pirson, 2017).
These drives are essential for human flourishing and can be effectively balanced by conscientious leaders.
The drive to comprehend represents the human desire for understanding and intellectual growth.
Transformational leaders support this drive by encouraging learning, curiosity, and innovation, fostering a culture of continuous improvement.
In Zimbabwe, organisations can bolster this drive by investing in training and development programmes. For example, companies in the tech industry could offer coding workshops and seminars to keep employees informed about the latest technological advancements.
By prioritising intellectual growth, leaders can enhance employee engagement and support organisational success.
The drive to bond underscores the importance of social connections and positive relationships.
Humanistic leaders foster a supportive and inclusive environment where employees feel valued and connected.
They prioritise team-building activities, open communication, and mutual respect.
Delta Corporation, a leading beverage manufacturer in Zimbabwe, exemplifies this approach through its community upliftment projects.
By investing in local education, healthcare, and infrastructure, Delta Corporation strengthens its bond with the community and fosters a sense of belonging among its employees.
The drive to acquire entails the pursuit of resources, recognition, and achievement. While economistic leaders concentrate solely on financial gains, humanistic leaders seek a balanced approach that creates economic value while considering the well-being of their followers and society.
Econet Wireless, a major telecommunications company in Zimbabwe, has successfully balanced this drive by investing in sustainable practices, reflecting its commitment to generating economic value while contributing to environmental sustainability through initiatives focused on solar energy and environmental conservation.
The drive to defend pertains to the need for security and protection against threats. Humanistic leaders create a safe and supportive work environment where employees feel secure and valued by addressing concerns promptly, ensuring fair treatment, and building trust within the organisation.
In Zimbabwe, CBZ Holdings has taken significant steps towards enhancing corporate governance and ethical practices.
By fostering ethical leadership and transparency, CBZ Holdings, not only protects its stakeholders, but also sets a benchmark for other organisations to follow.
Moral rules for humanistic leadership
The moral rules of humanistic leadership provide the foundation for effective leadership.
These rules involve helping others, being honest, keeping promises, striving for fair exchanges, and penalizing unethical behaviour. These moral principles are universal and go beyond cultural and religious differences (Pirson, 2017).
To support the drive to acquire, leaders should aim to enhance rather than destroy others' property and facilitate positive experiences. To support the drive to bond, leaders should keep promises, seek fairness, and reciprocate favors.
To support the drive to comprehend, leaders should be truthful, share valuable information, and respect others' beliefs. Lastly, to support the drive to defend, leaders should protect others rather than cause harm or neglect them.
By adhering to these moral rules, leaders can create an environment where stakeholders feel respected, valued, and motivated. Research by Nohria, Groysberg, and Lee (2008) found that addressing all four human drives in a balanced manner explains about 60% of employee motivation, which is significantly higher than previous models. This highlights the significance of a comprehensive and morally grounded approach to leadership.
Conclusion
As Zimbabwe moves towards sustainable development, it becomes increasingly relevant to adopt a humanistic perspective on leadership.
The country needs a new approach to leadership that prioritises human dignity, well-being, and fulfillment over profits. The humanistic perspective offers a sustainable and holistic approach that recognises the inherent value and worth of all human beings. By embracing moral principles and balancing the four drives, leaders can create organisations that are not only profitable but also socially responsible and environmentally sustainable, while promoting human well-being and dignity.
As I delve deeper into this paradigm in future discussions, it is important to remember that true leadership is not just about managing resources, but also about inspiring and nurturing the human spirit.
Acknowledgement: The article has been enhanced with the assistance of ChatGPT and refined with Grammarly.
- Jongwe is an experienced business consultant with extensive expertise across various industries in Southern Africa, including higher education. — WhatsApp at +27 82 408 3661/ +263 788 016 938 or by e-mail at consultgws@gmail.com
