Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
The disadvantages of nepotism
How important is education in the pursuit of a career
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: The disadvantages of nepotism
Nepotism influences people’s work ethic; disadvantages in a working environment can out way the advantages of this cause. Many people have different views on the positive and negative results of Nepotism. Nepotism is a form of favoritism to a person based only on the connection with the person. For example someone could hire their family member but they may not be the best applicant. Nepotism has an idea based on giving something based off of value. Nepotism is not fair and should be banned from the world, and education. The sad thing is that nepotism seems to be very useful to people in the world today. If someone goes through life living of off family relationship, they are less willing to learn important skills that will help them in everyday hard working situations.
Nepotism isn’t just popular in family business or firms it is also being hugely used and talked about by National Congress men and how people have found a life style they have grown accustom to. This is something known as Nepotism. With the national members there is a permanent majority in congress that is completely happy with a current state of campaign financing towards their families (Kroft).Most think that it is illegal but that isn’t the case, it’s what’s legal. For congress if you have leadership packs with your family you can pay to hire your relatives (Kroft). For example Ron Paul has six relatives on a campaign payroll, paying them a total of 304,000 over two elections for them to stay hired because they are his family members and he is using Nepotism (Korft). It has been said that 75 Congress members have payed to have them work with them in the campaign (Kroft).
The negativity in working with Nepotism draws attention to the people who do not work ...
... middle of paper ...
...ve in a small business. Nepotism is intended to be negative but is positive in lots of ways also. Never underestimate the affects that Nepotism has on families and businesses. In today’s society you must hire the best qualified to help your business succeed, not just because they are family and you are expected too.
Works Cited
Kroft, . "Washingtons open secret." 60 minutes. CBS news, n.d. Web. 20 Nov 2013. .
Nepotism:Negative or Nice ." Family Business Institute . Family Business Institute, n.d. Web. 14 Nov 2013. .+
"Nepotism." Reference for Business . Reference for Business , n.d. Web. 19 Nov 2013. .
Washington Times - Politics, Breaking News, US and World News. 6 Jan. 2010. Web. 16
When employees have a say in their roles in the workplace they are happier, healthier and more productive. People are social creatures and it is not surprising that working in a team environment can increase productivity, reduce boredom and complacency, while increasing respect and loyalty towards employers.
Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after
McAdams, T., Neslund, N., & Zucker K.D. (2009). Law, Business, and Society (9th ed). New
Davis and Moore’s model of stratification includes rewarding people when they accomplished bigger challenges. In order for the person to perform a task they need to feel motivated. This includes not only family motivation but the resources that they have making the process smoother. For example, a medical doctor will not waste 22 years of his life in school if in the end they make the same as a janitor (lectures) In order to succeed, there needs to be a big reward waiting in the end as part of the motivation to reach their goal. These rewards includes money, prestige and power (lectures) People will feel motivation knowing it will pay off, such as making them icons and great examples for the rest of the society. To guarantee that those positions get fulfilled, these rewards must be handed out.
Meritocracy, unlike aristocracy, is the system in which talented people are rewarded and promoted to leadership positions based on their merit. According to James Whitehurst, meritocracy “now refers to organizations where the best people and ideas win.” However, as true as it may sound, meritocracy in America is still a myth and is not a certainty. In the article “White Privilege: Unpacking the Invisible Backpack,” McIntosh’s disdain of meritocracy when she described as “I must give up the myth of meritocracy.” She mentioned the meritocracy myth because in reality, many people who lack talents and experience can still climb the upward mobility ladder and become wealthier while the rest of
Could you imagine being limited by something that has nothing to do with your skills or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This distinction can also be related to the role of Hispanic people in companies. It is very obvious when one contemplates the number of Hispanic leaders versus White leaders. Something is preventing them from being successful in the top. Although many people believe that interracial conflicts are mostly a thing of the past, even though this is still projecting as an invisible barrier in one of the most prominent areas of life: the workplace. In the work place many people face different issues and conflicts. The biggest ones seen today are interracial conflicts among the employees and the supervisors. Some of this could be cause by stereotyping, prejudice, and interpersonal relations. These are major part of the problems that many individuals face in today’s society.
Frydman, C. (2009). Learning from the Past: Trends in Executive Compensation over the 20th Century. Cesifo Economic Studies, 55(3-4), 458-481.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
...ways get a position. The position determines your salary and the power you have in that job. For instance if you are an employee, you won't have power over your manager or your boss.
Shmoop Editorial Team. "Death of a Salesman Respect and Reputation Quotes Page 1."Shmoop.com. Shmoop University, Inc., 11 Nov. 2008. Web. 16 Feb. 2014.
...view I attempted to answer the question whether work place cynicism in its different forms can be positively influenced or even be prevented by organizations, or whether it is an inevitable result of declining American businesses. Occupational cynicism can possibly be limited by reducing work hours, increasing pay and providing more support for the occupations that seem to be particularly affected. Leaders and managers can take steps to prevent organizational cynicism and organizational change cynicism from taking hold in an organization resulting in negative consequences for the organization and the individual. Organizations could adopt more participatory decision-making processes, observe principles of distributive justice, and commit to open and honest communication as a first steps to counteract some of the negative consequences of cynicism at the workplace.
...adership Practices in Relation to Productivity and Morale." In D. Cartwright and A. Zander, Group Dynamics: Research and Theory, 2nd ed. (Elmsford, NY: Row, Paterson, 1960)
Klainberg, M., & Dirschel, K. M. (2010). Today's nusring leader: managing, succeeding, excelling. Jones and Bartlett Publishers.
Max Weber mentions that bureaucracy is characterized by impersonality (Weber, 1997), and this is another reason why it is an irrelevant phenomenon in the study of organizations. The relationships between the executive officials and their juniors in an organization that adopts a bureaucratic system of leadership in usually impersonal. Although impersonality of bureaucracy is praised as important in promoting equality by some scholars, it is a bureaucratic characteristic that cause infuriation in organizations as individual treatment of people is overridden by generalization, something that Gajduschek (2003) attests to. An important point to bear in mind is that offended employees are ultimately unproductive employees. Bureaucracies are often