...Let's chat about nepotism in the work place. You may not appoint, employ, promote, or advance your relative. You may not a voluntary indicate for appointment, employment, or advancement of a relative to a position in DOI over which you exercise jurisdiction or control. Relative means an individual who is related to an employee as a father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, brother-in-law, stepmother, step son, stepdaughter, step brother, half brother or half sister. Holly, a senior official with the office of secretary has a new daughter-in-law who just graduated with a degree in political science and is looking for a job. Holly called a friend would works for one of the bureaus and asks him to find a job for the young lady. Is this okay? No. The friend should advise holly that she's prohibited from recommending the appointment of her daughter-in-law. If the daughter-in-law was appointed to the position, she would be in violation of the nepotism law, and would not be entitled to her pay. Kelly, a college junior wants a summer job with the DOI where mom works. Mom offers to drop Kelly's application off in the personnel office on her way to work. Is this okay? Yes. She may drop off the application because Kelly's mother is not advocating that she be hired. She may also pick up other hiring documents for Kelly. When necessary to...
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... | | | |An example is hiring or promoting relatives solely because they are family members, with no consideration of the qualifications | |or merit of other job candidates or employees. | |Nepotism in the Workplace | |Workplace nepotism is not unusual, especially at smaller companies and non-profits in the private sector. | |The obvious reason aside, it's not unusual likely because there is no universal "nepotism law" at the Federal level that | |prohibits it in all states. Several state legislatures and city councils have passed nepotism laws (or anti-nepotism laws, as | |they're sometimes called), but typically only in regard to public-sector employment. | |However, the consequences of nepotism might constitute illegal employment discrimination under Federal discrimination laws or | |state equivalents, in either the private or public sector. | |For example, it might constitute illegal discrimination on the basis of race or sex, if an employer consistently hires relatives| |of a particular race or gender to the...
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...Anti Nepotism Is It Fair or Unfair Practice My short essay is about whether or not Anti-Nepotism is fair and morally unethical. The definition of nepotism stems from the Latin root word "Nephews" or "of family", to practice showing favoritism to family, close relatives, and advancing unqualified or under qualified family based on the family relationship. I really feel that this can be an unfair and unethical practice in ways that can violate a person's civil rights and this can be that loop hole to get away with it. The United States has the most lenient rules when it comes to nepotism, while Western society’s nepotism raises legal concerns. In many organizations there are family members who work for the same organization, whether they are directly supervised or at another branch which can contribute to conflict. I feel that when family members work to close together personal conflicts can interrupt business practices, jealousy of family members can even cause a company's demise. I feel that the family members will always get preferential treatment in hiring because they have someone on the inside, promotions will go through the normal legal process but in the end the family member will get the job, if there is a mistake that happened the punishment will not be as greater if another co-worker commits it. It is known that many companies are family owned and even successful, but at the same time when family members become of age to work, I believe the family member will...
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...Eduardo Troconis Basabe Nepotism is bad for Business CIP Donghua University Section #2 I.D 133120240 Academic Language Preparatory Course Nepotism is bad for Business (Body Paragraphs) Nepotism is the tendency to favor family members and relatives in charge of a position, mostly used in politics and business. One of the most famous events of Nepotism was done back in the 19th century when Jose I Bonaparte, Napoleon’s older brother, was assigned by the same Napoleon as the King of Spain. However in countries where meritocracy is practiced, nepotism is generally considered a negative issue leading to corruption. Therefore Nepotism should be considered a negative issue/event in the business field; ethically, legally and discriminatively for those non-family member employees. Although Nepotism can assure a relative’s spot in the company or business, Nepotism suggests a form of inequality, presents legal issues and initiates family deterioration within the workplace. When nepotism occurs in the workplace, it affects the non-family member employees by suggesting a sense of inequality and minority towards employees. Jesse Jackson once said “We've removed the ceiling above our dreams. There are no more impossible dreams” he was referring to the “Glass Ceiling” for minorities, glass ceiling being an invisible barrier that makes it hard for minorities to overcome in this case to achieve higher goals and get promoted. Moreover in most cases nepotism creates immunity for family...
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...------------------------------------------------- Case study 10 An Anti-nepotism policy XXXXX XXXXXXXXXXX Keller graduate school of management | hrm 586: labor relations ------------------------------------------------- Case study 10 An Anti-nepotism policy CASE OVERVIEW Mr. Keith Walton applied for a job at Manatee Power plant by filling out application form (C-1) on January 5, 1999. The (C-1) form specifically asked the applicant whether or not he/she had any relatives employed at the company, to which Mr. Walton answered “no”. He was hired by Manatee Power Plant on April 30, 1999 where he worked until his release on November 2, 2006. Mr. Walton was discharged after the company learned in October 2006 that Mr. Walton did, indeed, have a relative employed with the company. At the time of the application, Mr. Walton did not know that his uncle, Bill Williams, worked for the company as well and there is no dispute regarding this fact and no question about Mr. Walton’s truthfulness on the application. UNION POSITION The Union makes several arguments in defense of Mr. Walton. First, the Union argues that the employee manual is not made readily available to employees. The Union testifies that, “….they had very limited knowledge of and access to the Company’s General Operations Manuals…” and that it is only in these relatively unknown manuals that this policy is in written form. Second, the Union argues that the term “nepotism” is not a term that is known by most of the workforce...
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...(2015) "Favoritism: Ethical Dilemmas Viewed Through Multiple Paradigms," The Journal of Values-Based Leadership: Vol. 8: Iss. 1, Article 6. Available at: http://scholar.valpo.edu/jvbl/vol8/iss1/6 This Article is brought to you for free and open access by the College of Business at ValpoScholar. It has been accepted for inclusion in The Journal of Values-Based Leadership by an authorized administrator of ValpoScholar. For more information, please contact a ValpoScholar staff member at scholar@valpo.edu. Favoritism: Ethical Dilemmas Viewed Through Multiple Paradigms I-PANG FU, M.ED. SMEAL COLLEGE OF BUSINESS PENNSYLVANIA STATE UNIVERSITY Favoritism is a controversial issue in many cultural settings. Related terms include nepotism and cronyism; all three are identified with misconduct in the merit-based business world. The flip side is ethics — the principles of conduct governing an individual or a group (MerriamWebster, 2012). According to John Dewey (1902), “Ethics is the science that deals with conduct insofar as this is considered to be right or wrong, good or bad.” Since favoritism is perceived as being linked to workplace misconduct, it is necessary to use ethics in examining this issue. The current study applied four lenses of ethics identified by Shapiro and Stefkovich (2011) to help people deal with ethical challenges: justice, critique, care, and the profession. Findings have implications for criteria used to handle ethical challenges in the workplace...
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...Ethical Issue: Nepotism in workplace | | | | | | Table of Contents Ethical Issue: Nepotism in the Workplace 1 Reference 2 Ethical Issue: Nepotism in the Workplace An ethical issue according to business dictionary. com, can be defined as “a problem or situation that requires a person or organization to choose between alternatives that must be evaluated as right (ethical) or wrong (unethical)”. There are many ethical issues facing the workplace today that can be evident. One observed is that of Nepotism, Nepotism is the practice where those with power or influence favor relatives or friends, especially by giving them jobs. The word “Nepotism” comes from the Italian word “nipote” which means ‘nephew’. It is referenced to privileges bestowed on the “nephews” of popes, who were in many cases their illegitimate sons. Nepotism in the workplace is common since it is a practice that does not have any universal law attached to it. It will be difficult to prove that nepotism does in fact occur in any organization; but, based on the link between persons hired and their relations, suspicions of the occurrences can be brought up. Nepotism is seen both in the private and public sector. Based on research, it is more prevalent in the public. Perez-Gonzalez (2006), using data from the chief executive officer (CEO) successions of publicly traded U.S. corporations, calculates that 36.4 percent of these firm’s CEO successions involved nepotism. Nepotism is the reality...
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...You hear it all the time, “Communication is the key to success”. Well without effective organizational communication the social unit of people that we call organizations will serve no needs. Effective communication is very crucial for smooth and efficient functioning of an organization. Communication is like the engine to a car, without it, it just want run. A company that is experiencing a breakdown in communication cannot flourish and ultimately fail. Therefore if an organization wants to attain new standards of accomplishment, the art of communication must be proficient. As stated earlier in this paper there is nothing more detrimental to a workplace then it being a hostile and a closed environment. I recommend implementing quarterly mandatory communication training seminars that start with senior management and work its way down to lower level managers and employees. By providing training to all the members of an organization you are ultimately creating a common a goal. Your communication style affects how people perceive you. Through training, a manager can learn their communication style and learn how to manage others communication style which will decrease conflict and increase output. In addition, knowing your communication style can help you to recognize how your actions are perceived by others. Ask yourself, how do organizations inspire, encourage discipline and accountability and promote strategic alliance? Your answer is probably through effective communication...
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...When I Googled nepotism, there was a slew of links on articles addressing nepotism in the White House. With the Trump White House arguably being more controversial than any other White House since Richard Nixon resigned as President, it is obvious why this has come to the forefront. Ivanka Trump, President Donald Trump’s daughter, is the acting White House Senior Advisor. One may ask, “What’s the big deal?” The big deal is this question, “Is it possible for a family member to the president, to do their job as Senior White House Advisor objectively, considering the fact that her father is the President of the United States?” We can argue a very real case of undue influence when it comes time for Ivanka Trump to make decisions that affect America as a whole, and potentially, the world. According to Wikipedia, undue influence is defined thusly: “...in jurisprudence, undue influence is an equitable doctrine that involves one person taking advantage of a position of power over another person.” (“Johnson v. Buttress”). This is especially true of relationships such as father-daughter, husband-wife, etc. Technically, nepotism is defined by...
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...------------------------------------------------- case study 1-nepotism HRM 586 September 14, 2014 by Rosmery Soto September 14, 2014 by Rosmery Soto Case Study-Nepotism Issues in the case: 1. The first issue would be the no-relative rule, which the company is arguing, to be a long-standing policy, and has been enforced consistently in the past with the less-senior employee being terminated in each case. The anti-nepotism policy in the company predates World War II, and has been in writing since 1977. It was officially incorporated in the manual in 1995, and has been a part of the employees’ handbook since 1998. Paragraph 4 of the collective bargaining agreement gives the company the power to exercise full control and discipline over its employees without any restriction to enforce no-relative policy. The issue to be considered is If this long-standing no-relative rule by the company was properly enforced as well as what consistency exists between the company’s no-relative rule and Anti-nepotism Policy, and does Paragraph 4 violates the employee’s right to provide justification for the alleged offence. 2. The second issue to be considered is that whether the Union is attempting to change the Anti-nepotism; the union has brought issues the company Is alleging were previously rejected by them during the 2003 bargaining period, and thus, according to Co. Brief, p.14, the Union cannot attempt to obtain through arbitration what it has failed to do through negotiations...
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...Case 10: An Anti-Nepotism Policy Introduction My interpretation of the Anti-Nepotism Policy is the favoritism or interest that could occur on the basis of hiring current employee’s relatives. I have always wondered why most job application asks if there is a relative working for the same company. The reason is due to many issues that could occur simply because there are relatives working in the company. According to a policy clause called “Anti-Nepotism Policy,” (IAP) by J. Spencer Wickham, explains that, “the employment of relatives can cause various problems, including charges of favoritism, conflicts of interest, family discord and scheduling conflicts that work to the disadvantage of both the company and its employees” (Wickham, n.d). The following are basis of qualifications that the company will consider for employment: * Create a supervisor/subordinate relationship with a family member that cannot otherwise be managed * Create an adverse impact on work performance * Create either an actual conflict of interest or the appearance of a conflict of interest (Wickham, n.d) Such policy also summarizes how the assignment process will be for the employee, how they will be promoted, and therefore the hours the employee will have so there is a decrease in the interaction with such relative. The Human Resource department should consider evaluating the possible situations that could occur with the interaction of employee and relative and how that can affect the overall...
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...Policy Nepotism happens when prejudice is applied when choosing an applicant for a certain position, favor being granted to a relative of one who is already employed. Skills, education, capacity, experience should be key factors in deciding who should fill the position yet in cases of nepotism these things are disregarded. In formal organizations especially with government jobs or contracts, nepotism is a blatant display of negative work ethics and illegal when the basis of hiring is proven to be so. The interest of a company or an office is to fill the vacant position with the most qualified, competent, and capable candidate out of all the applicants. In the case study; Keith Walton (plaintiff), was an employee The Company (defendant), working as a Journeyman Mechanic. He is the nephew of Bill Williams, also an employee of The Company. After The Company was informed in October 1991 that Mr. Walton had an uncle working for the company he was questioned and confirmed that Mr. Williams was in fact his uncle. On November 2, 1991 Mr. Walton was terminated for violation of its anti-nepotism policy. Mr. Walton alleges The Company tortuously violated public policy when it fired him and he is seeking reinstatement, back pay, and attorney fees and costs. Based upon the provided information as the arbitrator I am dismissing the complaint. ISSUE PRESENTED “Was the grievant Keith Walton properly discharged for allegedly violating the Company's anti-nepotism policy?” ...
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...The Issue. Mrs. Keith Walton was terminated from employment on January 2006 for allegedly violating the anti-nepotism company policy. The union contest that the company has no right to enforce against the bargaining unit when polices are ill-defined and in consistently applied. Facts: 1. 1995 Employment of relatives rule in included in General Operational Manual – Not all employee have access to it. Use of word “antinepotism” term used in this manual. 2. In 1998 employee hand book is published using “antinepotism” language. 3. 01/05/1999 Keith W. Walton applies for employment and declares that he had no relatives working in the company. He did not know of his uncle being hired at that time. 4. 04/30/1999 Keith W. Walton is hired as a helper 5. 2003 Employment of Relatives policy is inserted in employee handbook. 6. 10/2006 Confused supervisor tells employee not to worry after learning that he had a relative at work after he asked whether he was related by blood or marriage. 7. 11/02/2006 Termination of Keith Walton 8. Company has a well established and consistently enforced with past precedent examples of their “employment of relatives” policy which prohibits the hiring of relatives since 1995 9. Language of such a rule, use the word “may” (be discharged) as opposed to “shall” be discharged. Is in the handbook. Company’s Position. 1. Union is trying to obtain through arbitration what they fail to obtain during negotiations the repealing or change in interpretation...
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...Internal recruitment is done by promotions from within a company, nepotism, and employee referrals. External recruitment is done by job advertisements, employment and recruitment agencies, social media, and government job centers. Moving ahead I will go more in depth on each method throughout the paper. What exactly is internal recruitment? It is the assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform the duties required by the job vacancies. The fastest recruitment method overall is promoting from within a company. By promoting from within, companies don’t spend any time and effort posting vacant job positions. The hiring process moves along much faster since they have most, if not all, of the information they need about the persons who are qualified for the vacant position. Examples of promotion from within are sales person becoming a supervisor, store manager becoming a district manager, or computer tech becoming a network administrator. Next there is nepotism. Nepotism is favoritism in politics or business granted to relatives regardless of merit. With nepotism, people in hiring positions hire friends or relatives usually even if they do not have the education or experience to fill the vacant position. Nepotism tends to happen a lot in smaller businesses like mom and pop stores but does have its place in corporate areas. Nepotism can be best explained with the old saying “It’s not what you know...
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...JC's Casino: Improving Organization Retention Paper The retention of employees is an important issue for an organization. The cost alone of advertising for employees, interviews, hiring processes, testing potential employees, training cost, licenses, and even background checks; these are a tremendous drain on the finances of an organization. Most recruiters of many organizations are now trying to decrease the rate of employee turnovers, as large turnover rates affect the profit and that of the investors in the organization. The situation at JC’s Casino is that this organization needs to find a resolution to recruitment and retention problems that are affecting their customer base. There are two areas that are of concern for them; they are guest room attendants and dealers in the casino area. Motivational Theories Reinforcement Theory In regard to the housekeeping department, reinforcement theory could be applied to the situation. According to Spector (2012), “Reinforcement theory describes how rewards or reinforcements can affect behavior” (p. 198); an incentive program could be started to increase attendance, this in-turn would help to increase productivity. Incentives used my be productivity bonuses, prizes for the most days present, or even letting employees have a paid day off. Needs Hierarchy Theory This theory would be most beneficial in handling the situation with the dealer’s, and issues with the pit boss. According to Maslow (Spector, 2012), “A need...
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