Nepotism in the workplace is a moral issue

Myka Renzie A. Siababa

Introduction

In an organization, fairness is the most basic theme in running a business and treating its employees. This is to implement professionalism and effective management in their respective workplace. However some businesses do not consider the word “Fairness” in some ways and it may affect the behavior of the employees on how they treat each other, how they work with other co-workers and on how they perform their responsibility as an employee in the organization.

One of the practices in the organization that can cause unfair treatment of employees is nepotism. Having nepotism is not new phenomenon in the business industry and politics, this unfair practice by a powerful person of giving jobs and other favors to relatives may hurt the company or mistreated the employees. Such management behavior or practice is already considered as immoral because they give undue advantage to someone who does not necessarily merit this treatment. But, if they practiced it properly nepotism can be a true asset in an organization. According to a One Business Week story they noted that family-run businesses can have lower employee turnover rates as specific managerial values are passed down from generation to generation. Some businesses encourage hiring qualified relatives and spouses, with idea that good people tend to associate with good people.
In this article it will identify what is nepotism, determine the possible advantages and disadvantages of nepotism in the workplace and explain if nepotism in the workplace is a moral issue.

WHAT is NEPOTISM?

Wheatley (2016) defines Nepotism as the practice of those with power (perhaps your boss or manager), showing favoritism towards friends or family; usually by way of giving them a job or benefits. According to her originally, nepotism meant favoritism of family members, but today it has a much broader meaning.She said that In the workplace this could mean favoring members of staff because they’re friends, relatives or they just really like their personality; as a result they’re offered better opportunities. 

Abun, (2014) defines nepotism in two ways : the relative nepotism and the friend nepotism. According to him relative nepotism as a common practice everywhere to hire, save, prioritize and promote the relative first before anyone else while the friend nepotism is a management behavior that is giving special attention to friends. He considered it “inner circle of influence” to the management and they are the priority of the management. He defined Connection nepotism as a practice to give a special treatment to persons who have connection with the management, be it political connection, sports activity/hobby connection, and many others. He said it may seem to be unimportant but often time such connection influences management for special treatment. In Contribution nepotism he refers to the practice in which management gives a special treatment to persons who have contributed something to the achievement of the management while this practice may not be totally bad but it should always consider the total whole. He determined that the performance of the management is a contribution of all people working for the organization because all works are interrelated and thus evaluation to the level of contribution must be done to determine how much each one has contributed to the organization.The origin of the term “nepotism” came from Catholic bishops who would bequeath wealth, property, and priesthood to their “nephews?” The nephews were usually their illegitimate offspring, and it served as a way for church clergy to both own property and to retain power in their families by (Bellow, A. 2003) and (Jones, R.G. Ed., 2012).

If you say nepotism it gives negative response in other employees and in the organization because of favoring and hiring relatives and friends. It usually manifests itself in the form of negative practices like undeserved promotions to the relatives or close friends who are employed and workers getting jobs that are not qualified in the position.Nepotism in the workplace can decrease motivations to the hard-working employees who are professionally performed their respective jobs well but they didn’t benefited on the way they give effort. In this matter the relationship with the person (relative or friend) who receive merit without any hard work and the hardworking employees may create barrier between them due to unequal treatment in the management which may involve difficult conversation and it may lead to conflict with their works.

Today, nepotism refer to the hiring or promotion of a family member (including in-laws), and it smacks of favoritism. Indeed, the hiring of relatives in some companies is forbidden by company policy more on the government services. Umali (2015) identified the nepotism in the Philippines government as A general knowledge on the laws and rules governing nepotism is very critical to all Philippine government officials, as it is an inherent trait of Filipinos to take care of their kamag-anak first, like in the appointment or designation of officials or employees in the government service. Section 59, Book V of the Administrative Code of 1987 provided the parameters on the rule of nepotism. Thus, it states that:  “All appointments in the national, provincial, city and municipal governments or any branch or instrumentality thereof, including government-owned or controlled corporations, made in favor of a relative of the appointing or recommending authority or the chief of the bureau or office, or of the persons exercising immediate supervision over him, are hereby prohibited.” In family business, nepotism is not that harmful in the organization the reason is they can help each other to make their business successful and they can manage it well. So, the big question is whether nepotism in business is a good or a bad thing? Here are the advantages and disadvantages of nepotism in a workplace.

Advantages of Nepotism in the Workplace
 ·         In hiring friends or relative in an organization can create a friendly and pleasant working environment. Friends and family may bring many useful skills to your business.
 ·         You already know the capabilities of your relatives and close friends. This will let you assign just the right tasks to each person, based on their individual strengths and weaknesses. However, only hire friends or relatives that you are sure are qualified for the position. So that it cannot lead problems in the workplace. 
·         Friends and family may already be familiar with your company and how it works. You wouldn't need to spend as much time training new employees with the aims of your company. 
·         Hiring your children can also bring special advantages. Your company will have another capable employee, while your family will be earning extra money. There may also be tax advantages to hiring your children.
 ·         Family members and close friends enter a business agreement with you already possessing a strong commitment to you as an individual, and, most likely, to your company. Because of this, they may be more willing to work longer hours (such as evenings or weekends) when necessary.
 ·         Family members are usually very dedicated resulting in lower turnover. There is a higher level of commitment since relatives want to see the company succeed. Loyalty, morale and trust are also high. 
·         In treating employees between relatives and ordinary employees you should treat them fairly to avoid complication with other employees. Also, to implement professionalism in workplace and to perform their respective jobs well.Promote an employee solely based on how qualified he is to perform the job, not because of a personal relationship. Otherwise, his promotion will appear unfair to other employees who are more qualified to perform the job. 

Disadvantages of Nepotism in the Workplace
 ·         It may also negatively affect your business if you didn’t use it right. Hiring friends and family may allow for familial disputes and interactions to negatively affect the way your business runs. 
 ·         A friend or family member may take advantage of their status, knowing that it is more difficult to fire someone who is close to you. 
·         Other employees may feel jealous when you hire a friend or family member, thinking it is favoritism. This may especially be the case when a family member or friend is given a promotion over a non-relative/friend.   
·         Personal family problems or disagreements between friends may be brought to the workplace. This may make it uncomfortable for other employees and difficult for work to get done. 
 ·         Problems in the work place may be brought home to the family. They may also influence your relationship with your friends. It may be more difficult to create a necessary change in the workplace when it might negatively affect your friend or relative that works for you. 
 ·         Mistreating your employees by favoring your relatives, undeserved promotions and benefits it lead to problem to the workplace, the employees who work well to their jobs may disappoint and  they discourage to perform their jobs complete. 

Nepotism is a harmful practice in the organization or workplace if it used and interpret it in negative way.However, these may avoid in few possible solutions: 
·         Only hire friends or relatives that you are sure are qualified for the position. 
·         Hire friends or family on a 3-month trial basis. Then, if you like they way they work hire them on a permanent basis. 
·         Make it very clear to friends and family that they will be treated the same as any other employee. Meaning that they could be fired just the same as other employees. 
·         Have a written contract with each friend or relative that explains their duties and responsibilities to the company, as well as their compensation. Having a written contract in place can ease tension and make their job less personal and more professional. 

Nepotism in the workplace, Is it a Moral Issue? 
Nepotism is often left out of ethics codes because it does not seem all that unethical. Another reason for leaving nepotism out is that it is so common, especially in the local government officials. When nepotism rules do appear, they often provide for grandfathering in current nepotism, and for waivers, even if waivers are not available for other ethics code violations.In the business organization and political industry some people may say it is really unethical and unfair practices. They identify nepotism as immoral issue in the organization because of the negative practices like for instance, they prioritized on hiring their relatives and friends, even sometimes they’re not qualified or capable for the position and this is automatically well-defined as discrimination.

More on the political or government services, this practice is prohibited in the government officials to avoid ethics issues such as conflict of interest, misuse of office, preferential treatment, and patronage.It damages public trusts by making government look like a family business run, not for the community, but for the families in power and it causes negative in the society and community. It may cause corruption because of the power that they hold. Other people who want to apply the position in the local government may feel anxious because of nepotism practices. Nepotism is not acceptable within the local government organization because it goes far beyond hiring applicant and it remains a problem every time raises, more on promotions occur. This may be risky to the employees or applicants who don’t have any relation to the persons who has power in the local government.  In the government, nepotism is already considered as negative practices because some bad issues about government officials in the country connected to nepotism. Like for instance the issue about Illegal Drugs in the Philippines until now lots of high government officials are declared as part of the said issues in our country and most of them are family ties and has a high position in local government. Another issue that connects to nepotism and one the biggest issue that Philippines are facing right now is Corruption. Having nepotism also exacerbates problems because they have the power to pin

However not all the time nepotism is giving negative effect in our life or within the workplace, sometimes it take positive that can cause successful and helpful. In business industry nepotism is not new in the organization, they hired relatives and friends to manage the business. As it stated in the advantage of nepotism having relatives or friends in the workplace is not that bad depend on how you treat them. Treating employees should be equally and fair even if you have connected to that employee. The management should be fair enough to make it professionally work together and to make the employees more effective with their responsibilities. The right thing to do is select a task to each person, based on their individual strengths and weaknesses. However, you need to hire friends or relatives that you are sure are qualified for the position. So that it cannot lead problems in the workplace. Having family members in the organization has a higher level of commitment since relatives want to see the company succeed. Loyalty, morale and trust are also high because they know how to value their work and cherished the positions that they have.

The question, is nepotism a moral issue? Yes, because it may affect the behavior of other employees, the satisfaction of their works, it can cause unprofessionalism, and it can also decrease motivation with the hard working employees. But always remember nepotism is not that bad or immoral, it depends on how to used or handle this kind of practices. 

Conclusion 
Nepotism itself is automatically defined as immoral, negative and unethical. This kind of practices at work can be very frustrating more on the local government services and officials. It is important that the organization in the government should avoid the practices of nepotism. Based on my research conducted, nepotism could be very detrimental to the local government and could also tarnish the reputation of the organizations. Also, the other companies that used nepotism can also ruined their reputation in the business industry and it can cause unhealthy relationship with the employees if they used it in negative ways. Having nepotism can be good or bad depends on how you handle this practices. If you used it well by treating your relative or friends and other employees equally and fair then nepotism will be good and it can result good relationship and successful business. 

References 
Abun,  D. (2014). Favoritism in the workplace and its Effect on the Organization Retrived from http://dameanusabun.blogspot.com/2014/03/favoritism-in-workplace-and-its-effect.html

Bellow, A. (2003). In praise of nepotism: A natural history. New York: Doubleday. Retrieved from https://www.psychologytoday.com/blog/cutting-edge-leadership/201210/is-nepotism-good-thing-or-bad

BusinessKnowledgeSource.com. (2010). Retrieved from http://www.businessknowledgesource.com/blog/advantages_and_disadvantages_of_hiring_friends_and_relatives_021220.html

Gale, J.R. (2009). Encyclopedia of Management: Nepotism. http://www.encyclopedia.com/social-sciences-and-law/economics-business-and-labor/businesses-and-occupations/nepotism

Jones, R.G.(Ed.),.2012.  Nepotism in Organizations.  New York: Routledge. Retrieved from https://www.psychologytoday.com/blog/cutting-edge-leadership/201210/is-nepotism-good-thing-or-bad.

Michaels, P. (2016). The pros and cons of nepotism. Retrieved from http://www.sbnonline.com/article/pros-cons-nepotism/

Riggio, R. E. (2012). Is Nepotism a Good Thing, or Bad?. Retrieved from https://www.psychologytoday.com/blog/cutting-edge-leadership/201210/is-nepotism-good-thing-or-bad

Toni U. E. (2015). Nepotism. Retrieved from http://www.businessmirror.com.ph/nepotism/

Wechsler, R. (2009). Why Nepotism Is Relatively Unethical. Retrieved from http://www.cityethics.org/node/811

Wheatley, N. (2016).  Work Life-Dealing with nepotism in the workplace. Retrieved from https://www.cv-library.co.uk/career-advice/work-life/dealing-nepotism-workplace/)

Young, C. (2008). Employee Favoritism and Nepotism - Employee Morale Cancer. Retrieved from https://www.therainmakergroupinc.com/human-capital-strategy-blog/bid/91330/Employee-Favoritism-and-Nepotism-Employee-Morale-Cancer

Leaders are Born and Made: The Role of Education

Felibert R. Salvador, Ph.D.

Divine World College of Laoag

 “The task of the leader is to get his people from where they are

to where they have not been.”
                                                                 - Henry Kissinger

Abstract

There has been a debate for a number of years concerning the issue of what makes a great leader. This debate is usually summarized into two schools of thought. The one school proposes that leaders are a select few people who are born with the unique set of skill and have rare leadership abilities/traits. The other school of thought proposes that leaders are made, that is they learn, grow and develop into great leaders through the books they read, the people they associate with, education, and training and from their personal experiences. (Ambler)

This article presents several opinions, arguments and propositions that indeed leaders are not born but they are made.

Keywords: leadership, ethical, credible, astute, visionary, goals, success

Introduction

Leadership is a process of getting things done through people (Handbook on Leadership Development, 1971). Leaders are not born but they are made. They possess characteristics such as great ethical deportment, credible attitude, politically astute thinking and action and are competent in all they do for their organization. These kind of leaders also have values like honesty and straightforwardness which helps them to develop inspiring and visionary characteristics which further help them in attaining goals which are both, long- and short-term and help in the success of the group.

Leadership Defined

What is leadership? A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal. (About.com, 2011) This definition of leadership captures the leadership essentials of inspiration. Effective leadership is based upon ideas that inspire people to follow and to commit themselves into a common goal, but won't happen unless those ideas can be communicated to others in a way that engages them. Put even more simply, the leader is the inspiration and director of the action. He is the person in the group that possesses the combination of personality and leadership skills that makes others want to follow his direction (Bass, 1990). Thus, in other way leadership also has been described as a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task (Stogdill, 1989). Such leadership capabilities and qualities are not inborn but can be developed gradually through education, training, experience and self-study (Edi Kumik, 2011).

Theories of Leadership

There are eight theories of leadership as enumerated by Kendra Cherry in her article “8 Major Leadership Theories”

1. "Great Man" Theories:

Great man theories assume that the capacity for leadership is inherent – that great leaders are born, not made. These theories often portray great leaders as heroic, mythic and destined to rise to leadership when needed. The term "Great Man" was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. Learn more about thegreat man theories of leadership.

2. Trait Theories:

Similar in some ways to "Great Man" theories, trait theories assume that people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioral characteristics shared by leaders. If particular traits are key features of leadership, then how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership.

3. Contingency Theories:

Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers and aspects of the situation.

4. Situational Theories:

Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making.

5. Behavioral Theories:

Behavioral theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviorism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. According to this theory, people can learn to become leaders through teaching and observation.

6. Participative Theories:

Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others.

7. Management Theories:

Management theories, also known as transactional theories, focus on the role of supervision, organization and group performance. These theories base leadership on a system of rewards and punishments. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded or punished. Learn more about theories of transactional leadership.

8. Relationship Theories:

Relationship theories, also known as transformational theories, focus upon the connections formed between leaders and followers. Transformational leaders motivate and inspire people by helping group members see the importance and higher good of the task. These leaders are focused on the performance of group members, but also want each person to fulfill his or her potential. Leaders with this style often have high ethical and moral standards.

Leader is Born and Made

While there are people who seem to be naturally endowed with more leadership abilities than others, people can learn to become leaders by improving particular leadership skills. Leadership therefore is a winning combination of personal traits and the ability to think and act as a leader, a person who directs the activities of others for the good of all. Anyone can be a leader. The leader has to be practical and a realist yet must talk the language of the visionary and the idealist.
(Hoffer, 1951)

Not long ago, leadership was synonymous with having a position and title. Anyone with the proper spot on the organizational chart or political hierarchy was assumed to be a leader. It was an understandable assumption if you look at the political and social organizational history. Those responsible for the welfare of the many were authority figures of various forms. At different times they may have been royalty, land owners, captains of industry, or elected officials, but the public assumed that because of their station in life these people knew what they were doing. Sometimes, especially in the case of royalty, people believed their leaders were placed in their stations by a deity. It's tough to argue the illegitimacy of divine purpose. (Yaberbaum and Sherman)

As people began to realize that leadership was a skill, they started to rightly connect the concept with knowledge, not privilege. Today, leaders are less often defined as “the boss” and more commonly defined as people who point others in the right direction. You no longer have to be a CEO, the executive director of a charity, or a manager to be a leader.

Leadership Traits

The knowledge of the effective leadership traits is very essential for all those who wish to become successful leaders. All of us are taught right from childhood, to become leaders and not followers. But, why is it that many people try to become leaders and very few of them succeed? What sets the successful leaders apart from the other lot? The answer is that these people employ effective leadership strategies to achieve their targets.

Many authors who are recognized to be authorities in their own fields agree that the following are traits that a leader should possess in order to become triumphant in all his endeavors, (Leadership 501, 2010):

Visionary
One of the most important traits of a leader is his vision. A leader should have a compelling vision, and with his communication skills as outlined above, should be able to convey his vision to his team members so that they too work to achieve the dream. He should be able to make it a shared dream, rather than an individual dream. The leader has to be practical and a realist yet must talk the language of the visionary and the idealist. (Hoffer, 1951)

Honesty
Being honest is one of the most vital effective leadership traits in successful leaders. Honesty should be shown towards the organization which the leader is leading and also towards his fellow employees and stakeholders of the organization. Whether it is a small company or a large multi-national organization, honesty in the leadership of the company alone can take it ahead on the path of progress. Honest leaders have a lot of mass support and respect in their company, as well as in the society. The unity in the company increases a lot with honest leadership. (Benton, 2007)

Talent
Talent must be included in the effective leadership traits list. If you observe carefully, you will notice that most of the famous world leaders are highly qualified and have the ability to think in a more creative and unique way than the rest of the world. These people are visionaries and know very well, what will be the short term as well as the long term effects of their actions. Reasoning abilities, decision making, effective management and effective leadership styles constitute the concept of 'talent'. Though many leaders are said to be 'born-talented', this talent gets nurtured only with practical experience. (Developing-leaders.com)

Confidence and Enthusiasm

Confidence and enthusiasm are the essential and effective leadership traits, which make a great leader. A good leader should always be charged up and should boost the morale of his workforce. He should have tremendous energy and enthusiasm to work for long hours and achieve the set targets. Having faith in one's abilities and the eagerness to learn new things, improving with the changing times by adapting to the new technologies and learning from the previous mistakes are all signs of a smart and effective leadership. However, one should note that over confidence and excessive false pride can be a hindrance to the progress and development of the company or a team. The effective leadership traits include generating a team spirit among the workforce by proper implementation of strategies. (Buzzle.com, 2000)

Respecting Opinions of Others

Another one of the effective leadership traits is the important value of respecting the opinions of others. While taking any decision, whether big or small, all the concerned persons should be consulted and given prior information. Give the freedom to every person to voice his/her opinion freely and try to implement all those suggestions which are in the good interests of the team or organization. Taking decisions on your own without taking into account the presence of others gives rise to unnecessary feelings of rivalry and hatred, which will definitely prove to be detrimental to the interests of the entire group. Men are respectable only as they respect. (Ralph Waldo Emerson)

Presence of Mind and Decision Taking Abilities

Presence of mind and decision taking abilities are those effective leadership traits which can make a very successful leader. There are many situations wherein some kinds of difficulties attack the progress or even the existence of the group. Such situations can be overcome by presence of mind and taking brave decisions at the right time. Decision making is a very complex process and needs a dynamic leader to complete it. (JobBank)

The Role of Education and Training

            The role of education in creating a leader is indispensable. Education has been the essential factor in the formation of human behavior.  Its aim is to develop the capacities latent in human nature and to coordinate their expression for the enrichment and progress of society, by equipping people with spiritual, moral and material knowledge. True education releases capacities, develops analytical abilities, confidence in oneself, will power and goal setting competencies, and instills the vision that will enable a person to become self-motivating agent of social change, serving the best interests of the community. (Donald, 1998). Such description recognizes the crucial role of education the formation of leaders. 

Leader development comes from the knowledge, skills, and experiences gained through institutional training or, organizational training, operational experience, and self-development. By always doing your best during training you are developing leader skills and attributes.

(Colonel Dandridge M. Malone)

10 Principles of Leadership:

According to Brad Sugars of Action COACH, a business coaching firm, the following are today’s relevant principles of leadership:

1.      Know yourself and seek self-improvement. In order to know yourself, you have to understand your "be", "know", and "do" attributes. This is possible by continually strengthening your attributes by reading and self-study.

2.      Be technically proficient. As a leader, you must know your job and have a solid familiarity with your employees' jobs.

3.      Seek responsibility and take responsibility for your actions. Search for ways to guide your organization to new heights. And when things go wrong, do not blame others.

4.      Make sound and timely decisions. Use good problem solving, decision-making, and planning tools.

5.      Set the example. Be a good role model for you employees. They will believe what they see - not what they hear.

6.      Know your people and look out for their well-being. Know human nature and the importance of sincerely caring for your workers.

7.      Keep your people informed. Know how to communicate with your people, seniors, and other key people within the organization.

8.      Develop a sense of accountability, ownership and responsibility in your people. These traits will help them carry out their professional responsibilities.

9.      Ensure tasks are understood, supervised, and accomplished. Communication is the key to this responsibility.

10.  Train your people as a team. By developing team spirit, you will be able to employ your organization, department, section, etc. to its fullest capabilities.

Conclusion

Leadership is the ability to inspiring or influencing others to strive the leader towards the leaders goal. A leader is an equal whom you decide to follow on your own free will, because you think he can lead you. You choose to follow him because he has a vision that you think is right. The one who is more forward thinking is leading. Leaders lead free men who decide to follow their leader on free will, to obtain something that is part of the vision that the leader has. The final test of a leader is that he leaves behind him in other men, the conviction and the will to carry on.
(Walter Lippman)

It is true that not every leader is a good manager, or supervisor, but every leader can be taught to be a good one.  A leader is someone others are willing to follow, almost without question. They may not always make the right decision, but they are confident in the decisions that they make. They are not afraid to admit when they are wrong, and they know when to change direction when an inappropriate choice has been made. For, even after a few mistakes, a true leader will not lose the confidence of his, or her, followers. People seek out leaders unconsciously, and leaders step to the forefront almost instinctively. Leaders are recognized, not chosen. In short, leaders have something within that the others just don't have. It is an intangible characteristic that can't be explained, but when you see it, you will recognize it.

Leadership is an art. It requires the application of special skills and techniques. Even if there are certain inborn qualities that make one a good leader, these natural talents need encouragement and development. A person is not born with self-confidence. Self-confidence is developed, honesty and integrity are a matter of personal choice, motivation to lead comes from within the individual, and knowledge can be acquired. While cognitive ability has its origin partly in genes, it still needs to be developed. None of these ingredients are acquired overnight. Leaders aren’t born, they are made. And they are made just like anything else, through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal. (Vince Lombardi)

References:

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