The impact of MBCM on peace building in organizations
Dr Phil Chitagu (PhD)
Peace building in organizations is more than just the resolution of conflicts — it is the deliberate creation of a work environment where trust, collaboration, and mutual respect are sustained over time.
In response to the need for culturally grounded peace-building approaches, the Mhofu Bonding Culture Model (MBCM) emerges as a unique and effective framework rooted in African indigenous knowledge systems.
Drawing from the values of community, relational harmony, and shared responsibility, the Mhofu Bonding Culture Model offers a holistic path to conflict transformation and sustainable organizational peac
Understanding the MBCM
Named after the “Mhofu” (a totemic symbol representing the eland in some Southern African cultures), this model emphasizes bonding through shared identity, storytelling, rituals, and dialogue.
The Mhofu Bonding Culture Model integrates principles such as:
- Ubuntu: “I am because we are” — emphasizing communal interdependence.
- Totemic Identity: Encouraging individuals to see themselves as part of a greater lineage and shared heritage.
- Ritual Dialogue: Traditional, structured conversations that prioritize listening, respect, and restoration.
- Eldership and Intergenerational Wisdom: Leveraging senior members’ wisdom to guide disputes toward peace.
Impact of the Mhofu model on organizational peace building
- Fosters deep-rooted social cohesion
The Mhofu model instills a sense of belonging and shared destiny among employees. By promoting collective identity over individualism, it creates a naturally cohesive and peaceful environment where people are less likely to see one another as adversaries.
- Restorative approach to conflict
The model prioritizes restoring relationships rather than assigning blame or seeking punishment. Through communal rituals and consensus-building processes, parties in conflict are encouraged to rheal emotionally, not just settle disagreements.
- Cultural resonance enhances authenticity
Especially in African or multicultural organizations, applying a model that aligns with local cultural values enhances authenticity and receptivity. Employees are more likely to engage with a peace-building process they feel connected to culturally and emotionally.
- Bridges generational and hierarchical gaps
Mhofu emphasizes respect for elders and intergenerational dialogue, helping to bridge divides between younger staff and senior management. It facilitates mutual respect and learning across organizational layers, enhancing harmony and shared purpose.
- Enhances emotional intelligence and empathy
Through storytelling and ritual communication, employees are encouraged to see beyond roles and titles, recognizing the human behind the professional façade. This cultivates empathy, reduces hostility, and promotes compassionate leadership.
Practical implementation in organizations
Organizations looking to adopt the MBCM:
- Introduce cultural induction programs that explore shared values and traditional conflict resolution methods.
- Establish dialogue circles modeled after traditional community meetings.
- Identify internal “elders” (mentors or respected figures) to guide discussions and mediate tensions.
- Integrate symbolic and spiritual elements such as totems, rituals, and storytelling events to reinforce communal identity systems
Challenges and Considerations
While the Mhofu model is powerful, its implementation may face some barriers:
- Modern Organizational Structures: Hierarchical and individualistic corporate environments may initially resist community-based approaches.
- Cultural Diversity: In multicultural workplaces, not all staff may resonate with African traditional values. Sensitivity and inclusivity are essential.
- Training and Facilitation: Effective application requires facilitators who understand both traditional practices and modern organizational dynamics.
Conclusion
The MBCM offers a transformative approach to peace building in organizations, especially those seeking culturally grounded and relational methods. By fostering shared identity, mutual respect, and restorative dialogue, the model creates a fertile environment for sustainable peace and productivity. In a world of increasing workplace complexity and cultural diversity, the Mhofu model stands out as a bridge between tradition and modernity — guiding organizations toward deeper harmony and cohesion.
Dr Phil Chitagu is an Executive and Team Coach (USA), Gallup Certified Strengths Coach (UK), Global Leadership Assessment Coach(GLA), (USA), HR and Labour Expert, Chartered HR Practitioner, an upcoming Author and Keynote Speaker.
