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Dealing with nepotism (View Comments)
Moanrose Sheila Pereira
Posted On Tuesday, May 26, 2009 at 05:30:07 PM
Times have changed and so has the way an organisation functions. While many may think that the idea of nepotism no longer exists, experts and employees think otherwise. Let’s find out
Nepotism has seeped into almost every field of life be it politics, places of worship, the work-place, and even social organisations. Family ties, romances, personal likes and dislikes and friendships are issues faced by organisations the world over. Dynastic rules in politics and family business is very common around the world and especially in India.
However, Chartered Accountant Sujan Talwarkar, Mumbai, notes," Fortunately there is much less of nepotism now. Maybe the steps we have taken seem small and insignificant compared to the more gigantic strides the developed countries have taken. But for India to grow and survive in the international markets where competition is the order of the day; there is no place for nepotism. Nepotism spells inefficiency, corruption, and slip-shod work ethics."
Affecting the workforce
Gautam Ghosh, Consultant, Vyaktitva, a Performance Support Consulting firm, Delhi, points out, "When nepotism results in an unqualified person getting selected over a qualified and better person for the job - just because he/she is related to someone, it's a recipe for disaster. It propels an unprofessional feeling and the chosen one will always fail to win the respect of the co-workers"
According to Trevor Fernandes, a Consultant, Human Capital Advisory Services, with Deloitte Consulting says, Delhi "Nepotism, occurring once too often at the workplace adversely affects an employee's perception of fairness in the organisation there by causing dissatisfaction leading to de-motivation and lower morale. Employees see less incentive to perform their responsibilities diligently and proficiently if they feel that their path to growth within the organisation is undermined by nepotism. Companies employing such tactics may find its more valuable employees seeking newer employment opportunities where their talent is better recognised and rewarded.
Affects productivity
Does it affect productivity? "Badly!" exclaims Talwarkar, "the person chosen may not be the best in the job. There are others who are better qualified or better experienced who would fill his shoes. The only reason our man was chosen was because he is a relative of the boss. Favouritism is always looked down upon by the other hard working and genuinely career conscious staff."
Nepotism leaves the other employees at an unfair disadvantage which leads to resentment and mistrust, decreased morale and ultimately low productivity. Nepotism reduces morale, increases manpower turnover and slows career advancement. It can have a very negatively impact on the profile of the company and its productivity
Fernandes, adds, "Besides low morale, at the other extreme, nepotism can also break down the system of "checks and balances" established in the organisation increasing the likelihood of employee fraud, as was seen in the case of many fraudulent companies." Nobody dares to question bosses/ colleagues who're related to the Management because of their 'perceived' closeness to the top bosses such people can get away with anything (breaking the set rules etc.) because people are wary about 'who' they are because of 'whom' they're closely related to This provides perfect fodder for the flourishing of malpractices indulged by the concerned employee (related to the management) money can be swindled."
Dealing with it
A confident colleague with a good work record has nothing to fear. He can assertively put up his case before the management. Organisations should create an environment where people are valued for their work and treated with respect and dignity, fairness and equality.
Ghosh recommends, "Ideally, companies should set policies that ensure that relatives are not hired by people directly related to them - and not be in the same work group. However, if such a case has occurred, the leader needs to take a call. I the person who is hired / promoted based on nepotism is found to be not qualified for the role - he/she should be given a time frame to improve or else be asked to leave. The manager who hired/promoted him also needs to be given a ster warning - the key is to make an effective example which makes others think twice before indulging in it."
When you weigh the odds and ends, nepotism has more negative points than plus points. Anyone aiming for true and long term success cannot risk such a detrimental style of management.
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