Unfair and Excessive Workload as It Relates to Favoritism and Nepotism in the Work Place
Or perhaps an employee is offered a promotion over someone else who has been at the company longer and has more experience. Nepotism in the workplace is a practice of appointing relatives to positions for which others are more qualified. Despite its negative connotations, nepotism can be an important and positive practice in the early stages of a startup company where people are usually being asked to work for low salaries.
With a decline in morale, growing resentment, and overlooked potential, a manager who unfairly favors one employee is also hurting the company overall by stunting the growth that would come from moving the best employees forward to management positions. This also is a consequence of losing employees who may have been of great value. Legal implications. Last but certainly not least, the practice of favoritism may lead to legal action if an employee feels that he or she was discriminated against or was forced to work in a hostile environment. A manager’s favoritism could end up costing your company a lot of money in attorney’s fees.
The tendency to recruit unqualified individuals would be high; subsequently these individuals may sabotage the service. Disharmony begins to appear between present employees and new employees who have family or social ties with a person in the top management (Arasli & Tumer, 2008). This disharmony may lead to job burnout (Dyląga et al., 2013) or emotional exhaustion.
If you believe that your employer is engaging in unfair employment practices, a written complaint may begin the resolution process
Arasli, H., & Tumer, M. (2008). Nepotism, favoritism and cronyism: A study of their effects on job stress and job satisfaction in the banking industry of north Cyprus. Social Behavior and Personality, 36(9), 1237-1250.
Ozler, E., & Buyukarslan, A. (2011). The overall outlook of favoritism in organizations: A literature review. International Journal of Business and Management Studies, 3(1), 275-284.
Sadozai, A., Zaman H., Marri, M., & Ramay, M. (2012). Impact of favoritism, nepotism and cronyism on job satisfaction a study from public sector of Pakistan. Interdisciplinary Journal Of Contemporary Research In Business, 4(6).
Dyląga, A., Jaworeka, M., Karwowskib, W., Kożusznikc, M., & Marekd, T. (2013). Discrepancy between individual and organizational values: Occupational burnout and work engagement among white-collar workers. International Journal of Industrial Ergonomics, 43(3), 225–231.