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    Slide HRM NEPOTISM

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    Nur Fatihah Azman
    This document discusses nepotism and favoritism in the workplace. It defines nepotism as hiring family members or close friends, while favoritism involves favoring someone for reasons other than job performance, such as a shared history. Recent issues in public sectors were cited where 275 employees reported favoritism in hiring and 181 reported nepotism. Risks of nepotism and favoritism include family feuds in the workplace, overlooking potential employees, lower employee morale, resentment among staff, and stunted career growth. Employers should promote professionalism, provide training, establish clear policies, and facilitate open communication to address these issues.

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    Slide HRM NEPOTISM

    Uploaded by

    Nur Fatihah Azman
    87 views10 pages
    This document discusses nepotism and favoritism in the workplace. It defines nepotism as hiring family members or close friends, while favoritism involves favoring someone for reasons other than job performance, such as a shared history. Recent issues in public sectors were cited where 275 employees reported favoritism in hiring and 181 reported nepotism. Risks of nepotism and favoritism include family feuds in the workplace, overlooking potential employees, lower employee morale, resentment among staff, and stunted career growth. Employers should promote professionalism, provide training, establish clear policies, and facilitate open communication to address these issues.

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    This document discusses nepotism and favoritism in the workplace. It defines nepotism as hiring family members or close friends, while favoritism involves favoring someone for reasons other than job performance, such as a shared history. Recent issues in public sectors were cited where 275 employees reported favoritism in hiring and 181 reported nepotism. Risks of nepotism and favoritism include family feuds in the workplace, overlooking potential employees, lower employee morale, resentment among staff, and stunted career growth. Employers should promote professionalism, provide training, establish clear policies, and facilitate open communication to address these issues.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    87 views10 pages

    Slide HRM NEPOTISM

    Uploaded by

    Nur Fatihah Azman
    This document discusses nepotism and favoritism in the workplace. It defines nepotism as hiring family members or close friends, while favoritism involves favoring someone for reasons other than job performance, such as a shared history. Recent issues in public sectors were cited where 275 employees reported favoritism in hiring and 181 reported nepotism. Risks of nepotism and favoritism include family feuds in the workplace, overlooking potential employees, lower employee morale, resentment among staff, and stunted career growth. Employers should promote professionalism, provide training, establish clear policies, and facilitate open communication to address these issues.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    NAME NUR FATIHAH BINTI AZMAN

    MATRIC NO 2019361343
    NEPOTISM AND
    FAVORITISME
    GROUP BA246 K4 2A
    IN THE WORKPLACE
    DEFINITION

    1. Based on (Maimunah, A. (2014)), nepotism is the hiring of


    family members or close friends to fill vacancies in an
    organizations.
    2. Favouritism can be said as favouring someone not because
    he or she is doing a great job, but for reasons outside of the
    job performance based on article write by (Andrea, H.(2019)).
    For examples of favouritism in the workplace are when two co-
    workers worked together previously and have a shared history, or
    maybe they have bonded over common outside interests, like
    sports or music.

    3. Nepotism is another form of favouritism.


    RECENT ISSUES RELATED ON FR
    NEPOTISM AND FAVORITISM IN WORKPLACE
    ”The Whole Place is a Joke”:
    Public Servants tell of bullying, nepotism.
    1. Based on newspaper articles on INDAILY wrote by Tom Richardson on August 29,
    2019 on the statement of Independent Commissioner Against Corruption, Bruce
    Lander.
    2. Lander comment about the culture and practice in organization that are related to the
    human resources issues bullying and nepotism in especially within public servants.
    3. He also said that a total of 275 employees raised issues of favouritism and poor
    practice in employment and hiring decision, and 181 employees raised issues of
    favouritism and nepotism based on survey done from most agency in public sectors.
    4. “Others citied “widespread nepotism and favours done” currently still exists in the
    department at the senior level…”– Lander.
    5. More than that, he said his concerns on overwhelming nepotism that has been seen
    when its comes to the promoting process being made on personal bias while going
    through the motions of merit selection. It is due to the particular people in positions of
    power that did what they wanted, went unquestioned and stalled many good people’s
    carers whilst promoting people they could manipulate and control.

    Add a footer 3
    1)Risk of Family Feuds 2) Overlooked on potential employees
    - When a manager continually show his or
    • When family members and close friends work her favour on a few employees over the
    for the same company, issues from their other, he or she may be missing out on the
    personal life can easily turn into problems within talents and skills of the others employees.
    the workplace. These feuds can cause major
    workplace disruptions, which can reduce overall -This situation can lead to hiring and
    productivity and negatively impact employee promoting someone who is not well prepared
    morale . for more responsibilities over someone who
    is ready and able to take a challenge.

    •3)Lower Morale

    •- When employees realize that there is


    favouritism in the way in they treated by the
    organization, they will feel it unfair .
    • - This brings down company morale because
    favouritism leads employees to believe that no
    matter what they do, their efforts won’t be
    rewarded if they are not one of the favoured few.
    4)Resentment

    The managers who are unable to fairly favouring


    the employee who may not be the most deserving
    , as well as towards the favoured employee who is
    taking advantage of the situation can lead
    resentment between employees .
    5) Stunted the growth

    • Lower in moral, growing resentment, and


    overlooked potential, a manager who unfairly
    favours one employees is also hurting the company
    overall by stunting the growth that would come from
    moving the best employees forward to
    management positions.
    • It may cause to the lost of employees with a great
    values.
    FR

    • The first step in avoiding it is to cultivate and promote


    professionalism in the organization
    Promote
    Professionalism
    • Keeping the organization focused by creating a professional
    environment and avoiding the unfair practices in the
    organization.

    Offer Training • Provide training sessions and give the educations on what
    privileges also the consequences of the nepotism and
    favouritism to them.

    Nepotism And Favoritisme at Workplace 6


    FR

    • Establish written procedures and policies and ensure that it


    apply to everyone, including the relatives, and that there is
    Establish a Policy no specific treatment or support, as this will create
    about Nepotism resentment and division among the employees.
    and Favouritism • A good policy of nepotism such as that doesn't allow
    managers to have relatives as a direct report.

    Facilitate The • It's important for employees to know that they have an open
    Communication channel to report confidentiality secrets.
    • The employees will not report risk if they are unsure how to
    do it, or if they are afraid it will negatively affect them.
    Nepotism And Favoritisme at Workplace 7
    CONCLUSION

    In conclusion, nepotism and favouritism is


    unhealthy issue in any fields at the
    organizations. This tw o issues can give a
    negative consequences to the employees and
    the organizations itself. Due to that, all
    employer should aware with this and played dan
    important role to solve these issues in their
    organization. The existing nepotism and
    favouritism now adays, can influences the
    organizations in the futures.
    FR
    REFERENCES
    1) AMINUDDIN, M. A. I. M. U. N. A. H. (2014). Human Resources Management Priciples And Practices (3rd
    ed.). Shah Alam, Selangor: Oxford Fajar Sdn.Bhd.

    2) ANDREA, H. (2019). Favoritism and Nepotism : Managing Favoritism in the Workplace. Eskill . Kingwood :
    OSF Global Services

    3) Chris, J. (2015) . Dealing With Nepotism In The Workplace. (Workplace Issues) . Houston-Corporate HQ.

    4) Miranda, B. (2017). Consequences Of Nepotism . bizFluet. Liz Group Ltd.

    5) Raja, S., Sugundan,S., Jaganathan, G.S.,.(2018) . Nepotisme and Family Owned Business. International
    Journal of Engineering & Technology, 7 (4.39) (2018) 764-765.

    6) NA (2019) . "The whole place is a joke": Public Servants Tell of Bullying, Nepotisme. Adelaide's independent
    news.

    9
    THANK
    YOU

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