The organization is made up of quite a significant number of departments, which assists the business to meet its objectives and mission statement. These departments are filled with employees who are still considered to be individuals, with various personalities, beliefs, cultures, values and social norms. As a result negative situations are bound to occur, which often lead in deviant workplace behaviour. According to Robbins, Judge, Odendaalm and Roodt (2009) deviant workplace behaviour can be defined as, “voluntary behaviour that violates significant organizational norms and, in so doing, threatens the wellbeing of the organization or its members.” (p.536) Conferring to research are all kinds of deviant workplace behaviour. The one that will be focused on in this assignment, shall be nepotism. In this particular assignment will focus on defining nepotism: my opinion on nepotism: researching why it occurs: the advantages and disadvantages of nepotism: the effect of nepotism on the organization: the effect of nepotism on the team: the effect of nepotism on an individual: in what ways can Industrial psychologist reduce or completely remove the effects if nepotism: the underlying effects of nepotism on the niche market and finally my conclusion My opinion on nepotism it is not necessarily as bad as research has made it seem. I grew up in an Indian community where I have seen it thrive. Where fathers passed on learnt knowledge and skills to their sons and daughters. Although what I have learnt since I have come varsity has put me into murky waters when it comes to nepotism. I learnt that businesses both big and small, need to be innovative and have numerous technical and cogitative skills to grow and survive. Without businesses taking... ... middle of paper ... ....,& Md Nor, G. (2010). Nepotism and tribalism in teams: An initial investigation. Nigeria Research paper, 2. Retrieved from file:///C:/Users/General/Downloads/60b7d525671b7422c5%20(1).pdf Robbins S.P., Judge T.A., Odendaal, A. & Roodt, G. (2009) Organisational Behaviour. Global and Southern African Perspectives. (2 nd ed.). Cape Town, SA: Pearson Education South Africa Spector, M. (1999) Managing Smart (1st ed.), Texas, USA: Gulf publishing company Suba Lakshminarasimhan, S. (2011) Retrieved from http://www.brighthub.com/office/human-resources/articles/119324.aspx Temirkulov, A. (2007). Combating Open Society Threats: Regionalism, Nepotism and Corruption. Recommendations for NGOs from the Kyrgyz Republic. Bishkek., 5. Retrieved from http://pdc.ceu.hu/archive/00003710/01/azamat.temirkulov.pdf Walzer, M. (1983). Spheres of justice (1st ed.), USA: Basic Books
But what exactly is nepotism? The word derives from the Latin nepos, meaning nephew. Durin...
I certainly agree to the author and McNerney that the unethical dysfunctional company norm is the root cause of the ethical issue. It is this norm created by the predecessors who never set good ethical examples that influences the employees. They believed the politically safest way of executing tasks would be mimicking how their superiors get their jobs done.
Different levels of breach among different levels of management can cause a lack of concern for ethics as the level of trust between manager and subordinate differ in the amount (Mclean, Litzky, Holderness, 2015). Ultimately, an employee with a high threshold of trust will be more affected by a lack of ethical behavior from their manager than that of a lower trusting employee with less of a relationship with their manager (Mclean, Litzky, Holderness, 2015). The other disconnect is that can occur is the dislike for the company an employee works for (Mclean, Litzky, Holderness, 2015). Organizational cynicism is caused by the negative attitude towards the company and in turn causes the employee to disregard the rules and regulations. Employees who have high levels of corporate distrust will be more inclined to have organizational cynicism (Mclean, Litzky, Holderness,
Does meritocracy still exist in America? Are many talented people who have worked hard throughout their lives going to get deserving rewards and promotions? Does the word meritocracy invented by Michael Young in 1958 still make sense to all of us? Many people still think that meritocracy exists in America because America is the land of opportunities. However, meritocracy does not really exist in America because many hard working people still do not have adequate benefits for their lives and an uncertain future.
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Langton, Nancy, Stephen Robbins, and Timothy Judge.Organizational Behaviour: Concepts, Controversies, Applications. Fifth Canadian Edition. Toronto: Pearson Canada, 2009. 141, 574-84. Print.
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
Bibliography Books Brooks, I. (2005) Organisational Behaviour, 3rd Ed, Great Britain, Pearson Education Mullins, L. (2007) Management and Organisational Behaviour, 8th Ed, Great Britain, FT Prentice Hall. Mullins, L. (2006) Essentials of Organisation Behaviour, Great Britain, FT Prentice Hall. E - journals Belbin, M. (2007) Managing through empowerment:
Kandola, B. (2004). Skills development: the missing link in increasing diversity in leadership. Industrial and Commercial Training, 36(4), 143-147.
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
Ivancevich, John, Knopaske, Robert, Matteson, Michael, Organizational Behaviour and Management (10 edition (January 30, 2013). New York, NY: McGraw-Hill/Irwin
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Describe and explain how this factor can potentially have a positive influence on workplace relationships
According to Parkinson’s Law the growth in the number of managers and hierarchical levels is controlled by two principles: (1) “An official wants to multiply subordinates, not rivals,” and (2) “Officials make work for one another (Parkinson 14).” Hence, managers are building an empire for themselves, a tall hierarchy. The higher the empire increases, the higher the managers position become in the organization.
Corruption and bribery affect business directly and indirectly and below is a list of negative effects of corruption on the main systems of our modern society.