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Nepotism Overview Nepotism is defined as patronage bestowed or favouritism shown on the basis of family relationship, as in business and politics

regardless of merit. The term originated with the assignment of nephews to cardinal positions by Catholic popes and bishops. Types of Nepotism Political Nepotism is a common accusation in politics when the relative of a powerful figure ascends to similar power seemingly without appropriate qualifications. Organizational Nepotism can also occur within organizations, when a person is employed due to their familial ties. It is generally seen as unethical, both on the part of the employer and employee.

Nepotism as a Nursing Issue in the Philippines Articles Its Not What You Know, Its Who You Know One of the social-diseases of our country is Nepotism, and it is very common in both private and government institutions. It is safe to say that when you know of someone, a relative perhaps with a high position in a certain institution and you are aiming to get a job, everything will be as easy as 1, 2, 3. Getting a job nowadays especially in the nursing career is as difficult as passing through the hole of a needle. Your license as a nurse is not a guarantee that theres a job ahead of you, even a Masters Degree will not help you. You maybe have the best experience among others, or you may be better than them, but still it wont get you there. The only thing that matters now are the influential people behind you, even though you lack the experience to do the job and may even be totally incompetent and unsuitable for it, but if you have the connections, you will surely get the job. What will happen to those competent nurses without any connections? How long are they going to suffer from unemployment? How long are they going to prove to those selfish employers/admins/institutions that they are worth to hire? There are a lot of nurses who are victims of this social disease and what are left for them are frustrations. I pity those nurses who dont have any backer/connections and I pity myself for being one of them (Filipino Nurses, 2011). Secret Hiring Secret hiring, are the best words to describe the employment process in our country in both Government and Private institutions. Secret in a sense that the information on job vacancies are not being forwarded or disseminated outside the institution. On the other hand, if and when the information has been given to the public that is only for the sole purpose of informing the people, but

the truth is there are already reserved people in the said vacancy. The worst thing that could happen for a regular job hunter (without backer/relatives in the institution) is being able to undergo on the stages of the job application like exams, interviews etc. as if that was really for real but the fact is, those were just for formality purposes. Again, there are already reserved people for those vacant jobs. Now, who are these reserved people?- I called them reserved simply because they are the products of Nepotism and Political Partisanship. They always have the chance of getting a job not because of their credentials or qualifications but merely because of the influential people behind them. They do not experience what a regular job hunter has to undergo; the pain, the pressure, the sweat and tears just to get the job that they needed and wanted. This secret hiring is clearly seen and observed in the Nursing Profession. There are thousands of Registered Nurses produced each year and it seems like there are only hundreds of opportunities..Opportunities that we cant even compete! I appreciated the idea and efforts of some Government Organizations in creating programs allotted for Nurses just like the RN-Heals by the DOH and Philhealth Cares by Philhealth. Let me irreterate, I only appreciated their idea and efforts in creating those programs but not their process of filling in the available positions. Their programs may sound good to the public but for me, it is just another set of foolishness and false hope. It could have been better if there was equality and fairness in the employment process but there was none. Unfortunately, before the complete information has been disseminated to the public, the slots were already filled in and taken. Information is being trapped in the lower office and benefited only the people who received it, their relatives, families and friends. The only thing thats left for othersis NOTHING! REJECTION is ACCEPTABLE with FAIR COMPETITION, without it, REJECTION IS DEBATABLE Reynald Baguio Nepotism as a Nursing Issue in other Countries http://articles.latimes.com/2006/feb/16/local/me-uci16 http://www.lsms.org/site/lsms-newsroom/1661-senate-panel-oks-bill-to-allow-nepotism-atjefferson-parish-hospitals http://net.acpe.org/Resources/PEJ/2007/September_October/Chervenak.pdf

Is Nepotism Legal/ Qualified http://bwlaw.blogs.com/employment_law_bits/2011/02/nepotism-in-the-workplace-is-thisillegal.html

What Is the Importance of Nepotism Policies in the Workforce? by Tia Benjamin, Demand Media
Nepotism -- securing employment or an employment benefit for a close relative -- constitutes such a critical issue to organizations that it is addressed by legislation in some states. It seems obvious that public officials are required to maintain an appearance of impartiality, and a formal anti-nepotism policy seems a logical choice to address this issue in large government agencies. But managers might wonder if a nepotism policy is really necessary or important for a small business.

Performance Management
Staff performance management 360 and Climate Surveys 100% Free!www.hrtools.com.au Favoritism In a small business in particular, limited options exist for career advancement. When employees see that the owner's daughter has been promoted to a coveted managerial position, the perception of favoritism and preferential treatment is virtually impossible to overcome -- especially if the new manager appears to be less qualified than other applicants. The existence of a nepotism policy ensures that individuals cannot influence the hiring, promotion or discipline of a close relative. The policy reduces the perception of favoritism by requiring all employees to disclose relevant conflicts, such as a close personal or business relationship with a prospective employee, and by restricting that employee's involvement with employment decisions relating to his relative.

Difficult Working Environment


It's difficult enough deciding to discipline or fire an incompetent employee. But when that employee is the owner's son, the decision might cost you a career. Workers in an environment where nepotism is rampant can find themselves caught in awkward workplace situations, like being put in the middle of a family argument, caught in the middle of a lovers' tiff or even being pressured to hire the boss' relative. Inevitably, these kinds of situations increase workplace tension and can create liabilities for an organization. An effective nepotism policy typically prevents these issues by prohibiting married couples or close relatives from working directly with each other. Transferring one of the employees to a different department can help ease problems in the working environment.

Job Satisfaction
Nepotism decreases the job satisfaction and morale of all employees -- with the exception of the individuals directly benefiting from the relationship. In a study of nepotism in the hotel industry published in the International Journal of Sociology and Social Policy, nepotism had a significant detrimental impact on employees' overall job satisfaction, intention to quit the job and likelihood of talking negatively about the job -- for example, to other co-workers or potential customers. A successful nepotism policy therefore has the potential to make a significant improvement to the overall morale of the organization.

An Alternative Approach: In Favor of Nepotism


Robert Jones and colleagues questioned whether the world really needs nepotism policies at a Society for Industrial and Organizational Psychology symposium in 2007. Their arguments suggest that while individuals might perceive favoritism to result from nepotism, this is not necessarily the case. In fact, family members' shared values may contribute to a more cohesive and supportive organization. Children exposed to the family business might ultimately come to the company with an advanced knowledge and background that an outsider simply cannot achieve. Reference: http://smallbusiness.chron.com/importance-nepotism-policies-workforce-34832.html