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Work style differs from place to place. Both men and women tend to dress very conservatively in the workplace. Avoid shorts, especially if you are female.

Supervisors are usually addressed by their last name and not their first names. Work status is carried on even after work hours. Hours of work can be very fluid.

Workers can report to work very late, depending. They can decide to take a day off to attend to a matter involving an extended family member. Deadlines are not adhered to. Both men and women like to look sharp, although men can get away with being a little more casually dressed. Very rarely do you see people wearing shorts out, especially at work.

The common standard is business casual, and both men and women will occasionally wear traditional African attire to work. Address people formally until there is more familiarity. Zambians generally address their colleagues and peers formally as "Mr. You will often hear references to "African Time" with respect to punctuality.

Sometimes meetings or appointments can start as much as 2 hours late. Again this can often depend on the personalities of those involved in the meeting if the chair of the meeting is a stickler for time and on the environment. Often, the more formal the event, the later it will start. It is understood that almost all people will have other "businesses" that they do on the side that generate informal income needed to sustain themselves, such as selling clothes or car gadgets, or having a small store in a market.

How this impacts on productivity is debatable—some would feel that the impact is noticeable, when people leave the office to check on their businesses, or sell things during office hours, but one could say that it is no more distracting than all the extra-curricular activities many people do in Canada. Being understanding of their need to support themselves and their extended families, is key to good working relations with staff, even if it does take people away from work occasionally.

You will see many funerals in a day, and staff can be going to funerals numerous times in a month, of neighbours and relatives. Meetings or workshops can be affected by absenteeism due to funerals. This has a very significant impact on productivity, but the situation is viewed as a fact of life in a time or a crisis that everyone has gotten used to working around. How will I know how my staff view me? Education is considered to be very valued in Zambian culture. A Western person with many years of education is considered very wise or "expert" and commands a lot of respect and stature in society as was, and is, the case with a Chief.

People seem to trust foreigners more than they would a local supervisor, even if the local supervisor has more education and experience. The expert is considered an outsider without attachments to the Clan community or clan. This indicates to the staff that the person is not biased in that regard. The staff will let you know how they feel by showing their loyalty.

If they show up for work everyday, on time and sometimes stay late, this is a good indication of their respect.

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They might bring you gifts to show you their loyalty. They would not verbally express how they feel about you, because it is considered rude. You never really address your supervisor on first name basis no matter how long you have known them because of the importance of respect for the "elder" ie: someone who is considered wiser eg: your supervisor.

The qualities most highly valued in a local superior are flexibility, and being democratic and consultative.

Knowing how to delegate and checking in on the progress are also valuable qualities. A superior who is hard working, honest, kind, personable and able to relate to the local culture, eg: attend local events, e. Attend such events if you are able. Experience the hustle and bustle of the locals. If you want to know how you are doing, ask other locals or your fellow expats. The locals will usually describe you using metaphor of an animal, bird or insect to describe your characteristics.

Then you have to ask and find out what that symbol means. Story telling is part and parcel of the Zambian culture. Local supervisors will sometimes be regarded with some envy because of their higher pay, greater power, and higher level of education. Supervisors who are open and relaxed and who do not abuse their power over their staff are more highly regarded. Particularly because there are strong racial stereotypes and mistrust within racial groups in Zambia, it is important for managers to show that they are beyond those stereotypes and decisions they make are based on defensible reasons, that could not be blamed on race or bias.

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The speed with which staff do tasks can be an indication of how well the staff view an expat supervisor. If things take longer and more prodding to get done than they did when you first started, it could signal their displeasure about working with you. If you create an environment that is personable, where staff feel they can approach you and feel comfortable discussing matters with you, then it should be easier to determine how the staff feel.

However, because of the hierarchical nature of work environments, sometimes you will still need to ask before you learn that something is wrong. Is it acceptable to go to my immediate supervisor for answers or feedback?

Normally, if the supervisor comes to a project site, the locals might stop, or frantically look very busy and not look up until asked by the supervisor and told to relax and carry on. As an expert you need to be sensitive and try to discern what each of the gestures means. Get to know and consult your assistant. It might be a challenge to get the real story of how the locals perceive you.

This trait tends to permeate the social, work, and other aspects of the culture. Work environments are quite hierarchical; even those that are meant to be more horizontal still end up being hierarchical because that is the way Zambian society is structured. What impact would the above attitudes have on the workplace?

Gender: Males are considered special in Zambian culture. Females tend to take on the subservient roles. In the case of Zambians who are Bantu by origin, it is within the family that children learn their duties and rights with respect to their parents, grand parents, relatives and members of their clan. Because of the clear-cut division of labour between sexes, the mother became the natural teacher of the daughters and the father of the son.

In the evenings, mothers, aunts and grandmothers would gather all the children of their village around their fireplace and recount to them traditional stories. Religion: Traditional religion plays a very significant part in this culture and Zambians tend to be very religious. Especially among the elders, the remembrance of the past is alive and the values, attitudes and behaviours typical of the traditional life are, in many cases, still carefully and scrupulously followed. Zambian culture has crystallized in a rich complex of legends and myths, which were transmitted from generation to generation and from the sacred heritage of the tribe.

Class: There is no class system, but the more education someone has the more they tend to be elevated in society. Ethnicity: If someone is from a certain ethnic group eg. Southern Province, or Western part of Zambia, they tend to tend to be favoured over other ethnic groups, because they are the largest group in the country.

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This can cause a lot of friction in office politics, and the work environment. You need to be aware of the dominant ethnic group in the workplace. It is not wise to work against the dominant ethnic group. The family is the basic unit on which the traditional social systems are hinged. This concept has, however, to be understood in the extensive meaning of "family", considering also all the links of kinship and the wider ones at clan level, clans being sub-divisions of tribes. Politically, some Zambian tribes today are organized under a number of territorial chiefs.

Historically, political activity started at family level and extended to the village, district and tribe level. The head of the family was, historically, responsible for all decisions taken within his family group and he represented that group at the council at village level. These councils were chaired by a group of elders who recognized as supreme judge and chairman the oldest of them.

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The councils, formed in such a way, discussed in long debates the most important legislative questions, established priorities about various activities of the government, made the laws effective in punishing the trespassers, and safe-guarding the peace and respect of tradition within the tribe. This is common to other matriarchal structures shared by other central African peoples. Kinship meant everything, not because the people who lived in these cultures necessarily cared more for the kin as a matter of personal inclination, but because they depended on them.

Clan members share a common history and common origins and obligations toward ancestors concerning hospitality. In the past, every man aspired to become headman of a village.

He could achieve this through succession to a headman position or by beginning his own village together with a few relatives. Succession does not always occur automatically.

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Often more candidates are available, such as young brothers, nephews, and grand children and headmen are selected for their wisdom and decision making and dispute setting capacities. Appointment takes place only after all are agreed within the group of direct relatives and within the other village headmen of the area. It is important to understand the linkage of clan relationship at a work place. The relationship between the members of a family are characterized not only by very strong and defined links with the closest members of the family but also by heavy responsibilities towards all the other members who find themselves in need.

Gender: Although one can find many women leaders in community life in Zambia, within institutional structures and workplaces leadership is still dominated by men i. Women are expected to manage "domestic" activities both at work and home, such as serving refreshments at meetings, looking after children and the household. Gender violence and harassment are not issues that are taken up in the public or political discourse often, although they are a harsh reality for many Zambian women.

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