University of Botswana (UB) which is regarded as the best institution of higher learning in the country is engulfed with bullying and academic mobbing by top academics over junior staff members.
According to one of the victims of bullying and academic mobbing at the institution, the experience is traumatizing and rife. In her research paper titled ‘Auto ethnography and cognitive adaptation: two powerful buffers against the negative consequences of workplace bullying and academic mobbing’ University of Botswana lecturer Dr. Mpho Pheko from the department of Psychology stated that managers and supervisors bully them.
The experience of working is not always pleasant and the research is an exploratory study which used auto ethnography to investigate experiences of academic bullying and mobbing, and relates the practices to power structures in academic institutions. Specifically, the author shares personal experiences and explores the physical and emotional pain of being bullied and mobbed.
“In chaotic organizations such as my employing organization (UB), where (even) protective policies are nonexistent, managers and supervisors seem to have legitimate power to bully others,” she stated in the research paper released this week.
“I wish to start by noting that the type of bullying and mobbing I incurred could be profiled as supervisory bullying or academic mobbing because all three of the primary perpetrators in my story had been the heads of the academic department at one point or another,” Pheko asserted. Furthermore, she said, all were still sitting on higher university committees where hiring, firing, promotion and compensation decisions were made.
She continued in her ordeal that she was also aware, as it was public knowledge in the university (UB) that the head of the institution was in a relationship with one of the perpetrators in her department. “This relationship complicated the situation even further because my attempts to report the matter to the university higher offices and committees were met with contempt, which ultimately forced me to seek justice through the Botswana courts of law—a decision that almost bankrupted me emotionally, financially and physically.”
Dr. Pheko said the head of the institution was later forced to resign from his position because of different allegations of maladministration. She narrated in the academic paper that her experience of being bullied began earlier than 2013. “At that time, I had worked for the university for several years, completed my doctoral degree and had a few publications under my belt.
Prior to this period I had never been verbally or formally warned for any form of indiscipline. My official performance records also showed that I was a diligent worker and a high performer, by all standards used,” the UB lecturer said. For many academics, and different academic institutions, quantity and quality of publications have been identified as the single most important criterion for tenure decisions, and the same applied to UB, she explained in the study.
With this understanding, she observed that a year before the bullying and mobbing practices intensified, “six of my colleagues and I, who had noticed practices of unfairness in the department, decided to form a group to facilitate research and publication collaboratively. In 2013, looking purely at the standards and the university’s criteria for the appointment, promotion and review of academic staff at the university; a number of us qualified for promotion.”
Therefore, sometime in 2013, she said a colleague and herself submitted applications for promotion from the position of lecturer to senior lecturer. The UB lecturer emphasised that, having noted their efforts, the three senior staff members teamed together in a mob-like fashion and forged a plan to exclude, punish and humiliate the seven of them.
“We later learnt, through a secret report, that the three perpetrators had carefully designed and launched a plan to ruin our reputations and dismiss us from work, by manufacturing stories and relaying them to the higher offices of the institution.” Fortunately or unfortunately, she highlighted that most of the other victims were on contract; therefore, it was easy for their contracts to be terminated. Unfortunately or fortunately for her, she pointed out “I had been hired as a permanent and pensionable staff member; therefore, the mob could not easily dispose of me. To fire me, they needed to be more creative.”
Dr. Pheko continued: “because of this employment status, the three senior staff members carefully crafted well-planned propaganda which entailed writing secret reports and letters which contained fictitious incidents, incorrect statements, subjective evaluations, doctoring of minutes, professional character assassination and libellous insinuations, and presented them to the highest offices in the institution. Most of these letters were written and submitted in secret, and my supervisors falsely claimed that they had copied me in to the letters and other official documents.”
According to Pheko in the department of Psychology, she only received most of the documentation when the university was forced to produce them by the courts of law. She said “I noticed then that most of the reports had been collectively and carefully handpicked, nit-picked and selectively assembled to devalue my contribution to scholarship as well as to discredit me personally, all done with the intention of raising doubts among the promoting bodies regarding both my credibility and my abilities as a scholar.”
Another painful and humiliating incident she said entailed her head of department coming into one of her classes to inform her—in front of students—that she was getting kicked out of the class. The Psychologist also noted that the UB management perpetrators were the only psychologists sitting on the university committee responsible for promotion. Therefore, all the other committee members (who were non-psychologists) relied on their expertise when promotion and remuneration decisions were made, she highlighted.
As the case progressed, she implied that the head of the institution used his power and authority to dissolve the sitting disciplinary committee, which had been generally fair towards the matter, and handpicked personal friends and associates to sit on a new committee that he formed.
“Colleagues alerted me to this and suggested that I resign from my job. I refused to resign because I knew that I was not guilty of any offence that I was being accused of. Throughout these experiences, I felt like a criminal and kept asking myself: “I have worked for this university for years. My head of department only had six months’ tenure with the university.”
Before him, the lecturer reminisced that she never had even one single verbal or written warning for any form of indiscipline. “Why do all these seemingly smart people believe that I have started doing all these crazy things that my supervisor is claiming that I have done?”
Following the constitution of the new committee, she received yet another letter indicating that she was being suspended from work indefinitely because she was “under investigation”. The suspension letter indicated that she was not allowed to enter any building belonging to the institution—a public institution, for that matter.
Furthermore, she said in the research paper that when studying the letters and emails and preparing court documents, it became clear that there were major partialities and a lack of consistency in the application of the university’s procedures, rules and regulations. “Therefore, when your employing institution is like mine, you are also likely to experience feelings of anger and rage about the lack of procedural fairness and even legal remedies,” she asserted.
Through psychotherapy and writing therapy, the UB author realized that for many months she just could not fathom or comprehend how a group of psychologists, university professors and seemingly sane-looking people could intentionally team up and unanimously agree to hurt, target, intimidate, humiliate, suppress, exclude, malign, discredit and intentionally fabricate stories about another human being. It is important to note that more than one worker experienced the mobbing, and that their experiences are equally important and relevant, she highlighted.
Despite the government of Botswana’s ambition to have one of its own to lead Southern Africa Development Community (SADC) since its establishment in 1980, the Presidency says there is no budget specifically dedicated to the campaign.
The Government has released the name of Permanent Secretary to the President, Elias Mpedi Magosi, as the candidate for the SADC Executive Secretary position. Magosi is expected to face off with Democratic Republic of Congo (DRC) candidate, Faustin Mukela. The position will become vacant in August this year.
However, despite the optimism the Botswana Government has not yet set aside a budget to assist Magosi to win against the seemingly DRC giant. “We all know that the COVID-19 pandemic has negatively affected the country’s ability to effectively fund any new project. This campaign is not an exception. As such, we do not have any budget for the campaign. However, we have so far managed to take advantage of His Excellency the President’s working visits to the neighbouring countries to also carry out the campaigns,” Press Secretary to the President, Batlhalefi Leagajang, explained.
Botswana has housed SADC since the establishment of the then SADCC in 1980, but has never occupied top most leadership positions at the SADC Secretariat. “We therefore, strongly believe that we should also have an opportunity to contribute to the management of our regional body as it continues to drive the important issues of regional integration industrialization and socio-economic development.
This will also profile Botswana as a strong advocate of regional integration,” he responded to this publication’s questionnaire as to why the Government wants to occupy the plum post. SADC is a Member State driven organization. As such, Leagajang said, needs a well-grounded Executive Secretary with a blend of management and leadership acumen; a transformational leader with political awareness and integrity; private and public sector experience; a deep culture of corporate governance; as well as strategic agility and result-oriented consummate diplomat.
“These are the unique attributes of our candidate,” he said. So far President Mokgweetsi Masisi has visited nine out of 16 SADC member states on a working visit and also taking an opportunity to present to them his candidate.
“The countries have appreciated this effort and we remain hopeful. However, it is important to note that this is a democratic and competitive process which must be respected,” he responded when asked about the reception and assurances from various countries to cast a vote for Magosi.
In 2018, when Pelonomi Venson-Moitoi challenged for the Africa Union (AU) Chairperson, the government appointed former President Festus Mogae to be the campaign leader. Does the Government have anyone apart from Masisi to help with the campaign?
“The campaigns for the candidate are strictly led by the Government of Botswana. Since this is a candidate for Botswana, not just the Government, it will be appreciated if all Batswana, including the media, could also shoulder the responsibility to campaign for the candidate in their own spheres of influence,” Leagajang responded.
While there are sceptics on Magosi winning against the DRC man, the Government is confident and believes that with the unique traits that he possess, Magosi stands a chance. He is said to be a strong advocate of justice and fairness as he has played this role in his current role as PSP and in his previous roles as PS and in the private sector. He has helped individuals and companies to find justice and fairness in most of their dealings with Government.
Magosi is also said to be a proponent of corporate governance and which he has relentlessly pursued in most of his career including in Government and other sectors. A strong believer in following laid down procedures and laws. “He carries a variety of skills as an HR expert with experience in different sectors, a strategist and an Organization development specialist.
His experience and exposure spans government, parastatal, private sector and at regional level as well, thus making him a suitable candidate for the regional role. He has worked with governments, businesses, development partners and politicians and is comfortable navigating through all of them,” Leagajang concluded.
The Minister of Land Management, Water and Sanitation Services, Kefentse Mzwinila looked a politician set to shoot the moon as he laid bare his billions of pula development agenda recently in Parliament.
His Ministry’s combined Recurrent and Development Budget Proposals for the 2021/ 2022 Financial Year is pegged at Four Billion, Three Hundred and Sixty – Five Million, two Hundred and Nineteen Thousand, Five Hundred and Sixty Pula (P4, 365, 219, 560). This is a budget 38.3% more than the allocation for the 2020/2021 Financial Year.
Mzwinila preluded his request to parliament with a demonstration that his Ministry has no champagne taste on a beer budget – indicating that his ministry’s expenditure at the end of February 2021P2.111 Billion or 96% of development budget; and P910 million or 90% of the recurrent budget.
Notwithstanding the budget dust, the Minister justified this year’s increase in the Ministry’s total budget. He attributed the escalation to the commencement of major projects under the water sector. These include the implementation of the North South Carrier (NSC) 22.2 covering various sub projects. Mzwinila noted that these are all public value projects which are aimed at improving the lives of Batswana.
Mzwinila’s Ministry has projected that the sum of Nine Hundred and Sixty –Three Million, Nine Hundred and Forty – Seven Thousand, Five Hundred and Sixty Pula (P963, 947, 560) be permitted for the Recurrent Budget and stand part of the 2021 / 2022 Appropriation Bill ( No. 1 of 2021).
“55% of the Recurrent Budget is geared towards the Revenue Support Grant for 12 Land Boards and their subordinate authorities while the sum of P5 Million is allocated to the Real Estate Advisory Council (REAC). The remaining 44% is proposed for the Ministry Departments.”
The sum of Three Billion, Four Hundred and One Million, Two hundred and Seventy –Two Thousand Pula (P3, 401, 272, 000), for the Development Budget was approved and stand part of the same schedule of the appropriation (2021/2022).
When breaking down the Development Budget, Minister Mzwinila noted that Water Supply and Sanitation projects will account for P1.098 Billion to finance the Maun Water and Sanitation project, Molepolole Sanitation projects and the Shakawe Water Treatment Plant Rehabilitation.
With all the implementation bottlenecks troubling several projects in the country, Mzwinila had to satisfy the question of whether his Ministry demonstrated a dire need for the budget with reference to its execution of the budget for the financial year 2020/2021 and its delivery of strategic initiatives and projects?
Mzwinila’s pitch found favour with parliament and his ministry will get an aggregate budget of P3.198 Billion for the 2020/ 2021 Financial Year. Within this allocation, P2.188 Billion is for the Development Budget and P1.010 Billion will cover the Recurrent Budget.
The Minister revealed his strategic interventions for land management, water and sanitation services. Highlighting that efforts by Government to provide serviced residential land to citizens on the waiting list are being hampered by limited resources. He shared that his ministry needs P94 Billion to cover such costs which will directly link to water, sewage, roads, electricity, telecommunications and storm water drainage leading to the allocation of 4 587 plots on un-serviced land.
The minister projected that 22 952 un-serviced residential plots are planned to be allocated in the next financial year. However, there is a trend where allocated land remains fallow and undeveloped which raises misgivings that the requests could have been made on speculative plans.
Mzwinila noted that in the spirit of forging stronger International connections, the Ministry will in June 2021 sign a Memorandum of Understanding on Land matters between Namibia and Botswana with the aim of opening doors to the creation of Dry Ports in the country, facilitate international trade through Walvis Bay Sea Port.
Botswana is already challenged by scarcity of naturally occurring water resources due to the aridity of the country creating persistent water shortages. The type of infrastructure required to improve national water security is a true reflection of intensive investment needed in the water sector The Minister stressed.
“An emerging issue such as the COVID -19 pandemic poses serious challenges as the control of the virus requires reliable water supply. In an effort to mitigate the challenge, the Ministry has undertaken extensive bowsing throughout the country which included the provision of additional capacity for supplementary bowsing to areas with pervasive water shortages, plus an additional forty one (41) un-gazetted settlements.
Operational costs due to bowsing were at an average of P6 Million per month before the COVID-19 pandemic and increased to an unsustainable amount of the order of P13 Million per month, since the beginning of the State of Emergency in April 2020,” the minister shared.
Through the support of a World Bank Loan, the Ministry is implementing several initiatives under the Botswana Emergency Water Security and Efficiency (BEWSE) project. Through BEWSE the Raw Water Pricing and Abstraction Strategy will assess the pricing of water in a manner that enables the provision of water to support new economic development, the strategy is planned to be completed in June 2021.
The Ministry has commenced the development of a long term National Water Security Strategy to improve resilience to climate change impacts. The strategy development entails prioritization of the proposed future mega water transfers such as the Chobe – Zambezi water transfer, the Atlantic Ocean water transfer to Botswana through Namibia and Lesotho – Botswana water transfer.
Following the signing of the tripartite Memorandum of Agreement (MoA) between Botswana, Lesotho and South Africa in November 2017 for the Lesotho –Botswana Water Transfer project, a 24 months contract for a combined prefeasibility and feasibility study for the development of a bankable Lesotho – Botswana Water Transfer project feasibility study was signed and is to be completed in 2022.
One of the Ministry’s famous major water supply projects such as the North South Carrier (NSC) 2.2 has experienced hiccups; having tenders for contract 1 (Masama to Mmamashia Pipeline) and Contract 2 (Mahalapye to Masama Pipeline) cancelled due to budgetary constraints.
The Botswana Climate Change policy draft of 2021 was tabled in Parliament by the Minister of Environment, Natural Resources Conservation and Tourism, Philda Kereng for consideration and adoption.
The policy attempts to indicate the country’s environmentally conscious development agenda as Substantial resources are being dedicated to research and policy efforts to mitigate climate change and support adaptation to the current and future impacts of greenhouse gas emissions.
Kereng indicated that Botswana is not immune to the impacts of climate change and it continues to delay the country’s national development efforts and that the key economic development sectors dependent on the climate system have recorded declines over the years due to the variability of the rainfall and other climatic conditions. Experts elsewhere have pointed out that lack of consideration of population dynamics hampers the development of stronger, more effective solutions to the challenges climate change poses – hopefully this policy if effectively implemented could partly answer this question.
Kereng underscored that sectors such as agriculture, water, bio diversity, health and tourism have suffered the most and the consequences of these have contributed significantly to the decline of livelihoods in Botswana especially in rural areas.
To respond to the changing climate, Botswana has embarked on sectoral reform such as climate smart agriculture, poverty alleviation initiatives, building resilience on the economic productive sectors, diversification of tourism for the improvement of livelihoods and income generation, local economic development and sustainable environment.
The efforts require a coordinated mechanism that will provide an enabling environment for an integrated approach to the formulation and implantation of development plans and socio economic related policies in Botswana that are responsive to the changing climatic conditions.
Minister Kereng explained the draft policy is characterized by an inclusive and integrated approach to social, economic development and governance modalities that would enable the country to achieve a sustainable development pathway. It provides opportunities for improved livelihoods through creation of green jobs, development and transfer of relevant technologies as well as creation and ease of access to both local and international markets. It also commits the government, private sector and non-state actors to adopt adaptation and mitigation measures that would facilitate sustainability and building of resilience of all sectors.
While Members of Parliament were trying to comprehend the policy, this publication got in touch with Green Botswana to solicit their views on the policy draft. Ms. Sela Motshwane, the Founder of the Trust highlighted that “the Climate Change policy was meant to be read in August 2019. It is long overdue, and we all need to see it and understand it in full.
I understand the current budget does not allow for a full implementation- but I could be wrong. More funds could have been allocated since. I think generally, Batswana need to understand fully what this means to our daily lives. I believe the true understanding is by policy drafters and the Ministry of Environment only.”
In the same vein, Green Botswana Trust took to the streets to provide a community solution to climate change on World Health Day (Wednesday). Green Botswana held a “Free Trees for Babies” at Extension 2 Clinic where fruit trees were gifted to parents, expectant mothers, 25 health workers, police officers and the prison officers who had accompanied prisoners to the clinic.
Motshwane said: “The decision to do the “Free Trees for Babies” by gifting fruit trees was to raise awareness to our imminent food security issue as stated by the Deputy Permanent Secretary of the Ministry of Agricultural Development and Food Security, Mr. Thabang Botshoma and encourage the general public to plant a tree so that we can reach our SGD Goal 13 : Climate Action. The trees gifted are to be named after the baby recipient”.
Green Botswana is calling for the urgent action from government and members of the public to create a culture of community accountability and collegiality in moving Botswana towards climate action and sustainability. To achieve the 2030 Paris Agreement Pledge, it will take all citizens and not just the government to reach goals.
Parliament resolved to adopt the Botswana Climate Change Policy, 2021.