In Malawi, there is a prevalent obsession with being a boss, which often stems from the traditional workplace hierarchy where the most powerful and best-remunerated person holds authority over others. This mentality has led many to believe that success in employment means becoming a boss, rather than excelling in their technical field. As a result, technical work is often regarded as less prestigious than administration.
The current system in Malawi does not adequately recognise or reward technical expertise, forcing individuals to move into administrative roles to secure a substantial salary increase. For instance, a machine operator may only earn a higher salary by becoming a supervisor or manager, abandoning their technical work for an office role. This has created a culture where individuals are valued more for their title and authority than their technical skills.
The reverence for titles and status in Malawian workplaces is evident in the way some bosses are treated. Reserved parking spaces and exclusive privileges are often given to those in leadership positions, reinforcing the idea that authority and power are more important than technical expertise. This phenomenon highlights the need for a change in mindset, where technical professionals can advance and be remunerated without having to take on administrative responsibilities.
To address this issue, organisations in Malawi need to create technical career structures alongside those in administration and finance. This would allow specialists to rise through the ranks without abandoning their chosen professions. By recognising and rewarding technical expertise, organisations can benefit from having accomplished practitioners in their fields, rather than losing them to administrative roles.
The importance of valuing technical expertise is exemplified in the story of Karl Benz, the engineering pioneer credited with developing the motor car. Despite being a poor administrator, Benz's wife, Bertha, complemented his talents with her organisational and promotional abilities, demonstrating the value of combining technical expertise with other skills. This example highlights the need for organisations to appreciate and utilise the unique strengths of their employees.
In promoting technical professionals into management, organisations often suffer a familiar misfortune, losing an accomplished practitioner and sometimes gaining an inadequate administrator. This double tragedy can be avoided by providing technical professionals with the opportunity to develop their skills and advance in their chosen fields, rather than forcing them into administrative roles.
By adopting a more inclusive approach to career development, organisations in Malawi can strengthen their institutions and benefit everyone. Valuing technical excellence and allowing specialists to flourish in their fields can lead to greater success and innovation, ultimately contributing to the country's economic growth and development.
Key points
- Organisations in Malawi need to create technical career structures to recognise and reward technical expertise.
Reporting sources
- The obsession with being a boss · The Nation
