Avoid negative effects of nepotism within the enterprise

At the manager's weekly meeting on April 27, 2020, Mr. Wang stated that management cadres should strictly abide by professional ethics and the company's employment system to avoid nepotism which has a negative effect on work.

What is nepotism?

The nepotism in the narrow sense refers to obtaining official positions or financial benefits through the relationship of your wife or other female relatives. Broadly speaking, it refers to gaining job and economic benefits due to special relationships such as relatives, in-laws, and close friends, as well as granting special asylum, promotion, and rewards.

What negative effects does nepotism bring to enterprises?

1. Nepotism affects the transmission of corporate values. The maintenance of corporate image and the transmission of values are not only reflected in the high-level, but also in the grassroots cadres. Because grassroots cadres are people who deal with employees every day, it is easier for grassroots cadres to express whether their corporate values are implemented, or it is easier for grassroots employees to appreciate the values of the enterprise from the grassroots cadres. If the grassroots cadres engage in nepotism in private, such as special care for their relatives and friends, reporting false accounts with relatives or the old ministry, ignoring the violation of discipline and regulations by people close to them, without restraint, education, and punishment. Then, no matter how good the corporate philosophy is, it can only be written on paper or stuck on a slogan. Most of our grassroots employees come from rural areas and have not received much education. They would rather believe it if they have seen it themselves. Therefore, the nepotism of management cadres not only affects the image of management cadres, but also affects the overall image of the enterprise, and more importantly, it affects the transmission of corporate values.

2. Nepotism affects the execution of the company. The company proposed that the management cadres should "dare to ask, understand the requirements and be able to ask". "Dare to ask" is on the one hand to ask management cadres to improve their professional skills, on the other hand is to demand from ethics aspect; premise of "dare to ask" is that you can straighten the waist, and enough "hard ".How can you have a solid foundation to ask subordinates or employees? If you dare not mention even the requirements of your subordinates' work, what is your executive power?

3. Nepotism causes a waste of human resources. In an enterprise, people who come in by nepotism are rarely redeployed or reduced under certain circumstances, even if he or she is a substandard product. For example, if a wife of a management cadre works in the department to which she belongs, when his wife is not qualified for a certain position, he will not consider changing or changing positions from the perspective of labor costs but to add another employee to come to share the work of his wife, which will increase the cost of human resources.

4. Nepotism has disturbed the fairness within the enterprise, mainly reflects in the following aspects. Firstly, nepotism reduces the job requirements. The company has corresponding job requirements for each position. However, people with nepotism will reduce the requirements or even not make any requirements in this position, thus causing the qualification of the position to lose its true meaning. It is precisely because this person fails to meet the job requirements and does not make a fair evaluation of his work performance, which ultimately become hinder to bringing talent, and incompetent people are indiscriminate. Secondly, nepotism disturbs the internal fairness of the enterprise. This also reflected in the promotion. Many companies will offer more promotion opportunities than ordinary employees if a person is a relative, friend, old department, etc. of an executive. We do not deny that this person may have been serving the company for a long time, but this person has not met the promotion requirements, or that other employees are comparable to their performance, but this layer of nepotism can give him more advantages. What is more terrible is that because of the nepotism of a senior executive, the management of the department under its jurisdiction has become a gathering place for relatives, friends, and old departments. In this way, small groups are formed inside the enterprise, which also provides a breeding ground for factionalism and egoism. Thirdly, nepotism also leads to the complication of internal relationships within the enterprise, with privileges or hierarchies. Due to the involvement of intimate personal relationships, those close to the managers are surely given more care and privileges, replacing the enterprise system with affection, and personal relations before principles. This creates an unequal and unfair working atmosphere within the company. Eventually, the morale of the team is low, and employee dissatisfaction spreads, which affects the work efficiency of the team.

How to prevent the negative impact of nepotism on the enterprise

1. Abide by professional ethics and comply with company's employment system. The importance of professional ethics of management cadres is self-evident. Company welcomes management cadres to introduce relatives, friends and fellows to the company for work. Staff introduction is also one of the important ways for our company to recruit people. New employees introduced through internal employees are relatively loyal and stable. However, our management cadres should abide by the company's employment system, and do not place close employees such as relatives, friends, fellows, etc. in this department for employment. Human Resources Department must play its own role in particular, and it must be strictly controlled. Because management cadres look at employees from top to bottom, they can only see the top of their heads. The employees look at us from the bottom up, they can see every spot on your face clearly; your words and deeds may be magnified infinitely by the employees; every unfair behavior of you may be infinite spread or cause dissatisfaction among employees.

2. Prevent from the system. In terms of employment, in order to solve the negative impact brought by nepotism, as a human resource manager, it is necessary to do a background check and qualification certification. Background check is one of the important tasks of human resource management. It can not only avoid the risk of employing people, reduce the expenses related to enterprise recruitment and training and retraining, select reliable talents for enterprises, avoid damage to the company and customers, and thus promote enterprises to produce greater benefits. In addition, background checks can avoid the negative effects caused by nepotism. As a human resource manager, you must understand the background of each employee clearly and know everything. In the selection, promotion and transfer of personnel, it is necessary to avoid people with close relationships in a department. Strictly implement the interview process and qualification certification procedures when selecting, promoting, and transferring positions.

If the company wants to achieve "simplification of the relationship", it must abolish the nepotism within the enterprise, because the nepotism not only affects the morale and combat effectiveness of the team, but also affects the transmission of corporate culture and ultimately the long-term development of the enterprise. I hope that the management cadres at all levels will do a good job of self-examination, actively cooperate with the human resources department to transfer relatives, friends, fellows and other people who have close relations with themselves from this department, and create a truly "information transparency and simplified relationship" within the enterprise team.