The Impact of Tribalism on Business Growth: A Case Study of the #IgboMustGo Movement

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Introduction?

Tribalism, the strong loyalty to one’s ethnic or cultural group, has long been a defining characteristic of human societies. While this sense of belonging can foster unity within a group, it can also create divisions and tensions between different communities. In the context of business, tribalism can significantly influence growth, both positively and negatively. This essay explores the impact of tribalism on company operations and staff, with a particular focus on the recent #Igbomustgo movement, a social media-driven campaign that called for the expulsion of people of Igbo descent from certain regions in Nigeria. The movement underscores the deep-rooted ethnic tensions that can spill over into the workplace, affecting productivity, employee morale, and overall organizational success.

Tribalism manifests in various forms within the business environment. It can influence hiring practices, customer relationships, and even business partnerships. When tribal sentiments are strong, businesses may favour individuals from their own ethnic group for employment, contracts, or other opportunities, often to the detriment of merit-based decision-making. This can lead to a lack of diversity in the workplace, which stifles innovation and limits the pool of talent available to a business. Moreover, businesses that cater predominantly to one ethnic group may find it challenging to expand into other markets, thus hindering growth.

The Context of the #Igbomustgo Movement

The #Igbomustgo movement emerged as a response to perceived economic dominance by the Igbo people in certain parts of Nigeria. Advocates of the movement argue that the Igbo, one of the three major ethnic groups in Nigeria, have disproportionately benefited from economic opportunities in regions outside their native Southeastern Nigeria, to the detriment of the indigenous populations of these regions. This has led to calls for the expulsion of Igbo people from these areas, sparking widespread debate and controversy.

While the movement is primarily political, its implications extend into the corporate world. Companies operating in regions affected by the #Igbomustgo movement may find themselves grappling with increased ethnic tensions among their employees, particularly in organizations with a diverse workforce that includes people of Igbo descent. The movement can exacerbate existing tribal divisions within companies, leading to a range of negative outcomes.

The Broader Implications of Tribalism On Businesses

The #IgboMustGo movement is not an isolated incident but rather a reflection of deeper issues of tribalism that affect business growth in Nigeria and other multicultural societies. When tribalism takes root in the business environment, it undermines the principles of meritocracy and competition, leading to inefficiencies and stunted growth.

1. Disruption of Workforce Harmony:

Tribalism can lead to the formation of ethnic-based factions within a company, disrupting the harmony and cohesion necessary for effective teamwork. In the context of the #Igbomustgo movement, non-Igbo employees who subscribe to the ideology may develop a sense of hostility or mistrust towards their Igbo colleagues. This can create a toxic work environment where collaboration is stifled, and interpersonal conflicts become more frequent. As employees take sides along ethnic lines, the company's ability to function as a unified entity is compromised.

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2. Reduced Productivity:

When tribalism permeates the workplace, it often leads to reduced productivity. Employees who feel marginalized or targeted because of their ethnic background may become disengaged or demotivated. In the case of Igbo employees affected by the #Igbomustgo movement, they may experience stress, fear, and anxiety, which can detract from their focus and performance at work. Additionally, the time and energy that could have been spent on productive work may instead be diverted to managing conflicts or addressing grievances stemming from tribal tensions.

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3. Damage to Company Reputation:

A company’s reputation can suffer if it is perceived to tolerate or even encourage tribalism within its ranks. In the age of social media, news of discriminatory practices or tribal conflicts within a company can spread rapidly, leading to public backlash. Companies in regions affected by the #Igbomustgo movement may find themselves under scrutiny if they are seen as supporting or condoning the movement, either explicitly or implicitly. This can result in loss of customer trust, boycotts, and difficulties in attracting top talent, particularly from diverse backgrounds.

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4. Psychological and Emotional Stress:

Tribalism can have severe psychological and emotional effects on employees, particularly those who are the targets of discrimination. Igbo employees in regions affected by the #Igbomustgo movement may experience a heightened sense of vulnerability and insecurity. The fear of losing their jobs or being ostracized by their colleagues can lead to chronic stress, anxiety, and even depression. This not only affects their well-being but also their ability to perform effectively in their roles.

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5. Erosion of Trust and Team Cohesion:

Trust is a crucial component of effective teamwork. When tribalism infiltrates the workplace, it erodes trust among employees, particularly between those from different ethnic backgrounds. The #Igbomustgo movement may lead to suspicion and resentment among non-Igbo and Igbo employees, making it difficult for teams to function cohesively. Without trust, collaboration breaks down, and teams may struggle to achieve their goals.

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6. Career Advancement and Opportunities:

Tribalism can also affect employees’ career advancement and access to opportunities. In a company where tribalism is prevalent, promotions and opportunities for growth may be influenced by ethnic affiliations rather than merit. For Igbo employees, the #Igbomustgo movement could result in them being overlooked for promotions or excluded from key projects, regardless of their qualifications or performance. This not only hinders their career development but also contributes to a culture of inequality within the organization.

Strategies for Mitigating the Impact of Tribalism

1. Training is a powerful tool in the fight against tribalism in the workplace. By promoting cultural awareness, building interpersonal skills, fostering inclusive leadership, encouraging collaboration, and implementing inclusion initiatives, training can help mitigate the negative effects of tribalism and create a more harmonious and productive work environment. In an increasingly diverse and interconnected world, companies that invest in training to address tribalism are better positioned to harness the full potential of their workforce, drive innovation, and achieve long-term success.
2. To address the negative impact of tribalism on company operations and staff, organizations must take proactive steps to promote #inclusion. This includes implementing policies that explicitly prohibit discrimination based on ethnicity, fostering a culture of respect and understanding, and providing training on unconscious bias and cultural competence. Additionally, companies should establish clear channels for employees to report incidents of tribalism or discrimination and ensure that such reports are taken seriously and addressed promptly.
3. Leadership plays a critical role in setting the tone for the organization. Leaders must model inclusive behavior and actively promote diversity within the company. This includes ensuring that hiring, promotion, and compensation decisions are based on merit rather than ethnic affiliations. By fostering an environment where all employees feel valued and respected, companies can mitigate the impact of tribalism and create a more cohesive and productive workforce.

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Conclusion

The #Igbomustgo movement highlights the profound impact that tribalism can have on company operations and staff. In a globalised world where companies increasingly rely on diverse teams to drive innovation and success, tribalism poses a significant threat to organisational harmony and productivity. By recognising the dangers of tribalism and taking deliberate steps to promote inclusivity and equity, companies can protect their operations from the divisive effects of ethnic tensions and ensure a healthy, productive work environment for all employees.

Salt House Business is a division of Salt House Africa. We help businesses harness the benefits of inclusive practices for growth and impact.

Book a training for your team now! Avoid the dangers of tribalism to your business growth today. Book a call with our experts here https://bit.ly/SHBContact or WhatsApp +2347053067902.