A Rose by any other Name?

People who receive preferential treatment in hiring practices defend favoritism.

The use of Nepotism and Cronyism in Hiring Practices - (Dr Claude H. A. Simpson).

The use of nepotism and cronyism in hiring practices gives validity to the concept of the "old boy club" or "old boy network." The difficulty in distinguishing unbiased hiring from favoritism creates concerns about fairness. People who receive preferential treatment in hiring practices defend favoritism by presenting numerous supporting arguments.

Fairness in the workplace requires the avoidance of nepotism and cronyism. It remains difficult to separate legitimate hiring practices from nepotistic behavior, yet transparency must guide us to achieve workplace fairness and equality. While personal networks occasionally influence hiring decisions, organizations must ensure job candidates are chosen based on their qualifications and merit to prevent bias. While favoritism might provide initial benefits, it ultimately damages fair recruitment standards and hinders personal and professional development (Demmke et al., 2020).

Distinguishing between fair hiring practices and favoritism can sometimes be challenging. The division between professional judgement and personal influence becomes indistinct when hiring decisions involve personal connections. Favoritism takes place when a job candidate secures employment based only on their personal connection to the employer or the hiring authority. Justification of favoritism can lead to uncomfortable feelings in individuals who become trapped in these situations and may spark unhealthy debates about the advantages and disadvantages of this practice.

Favoritism offers personal gains yet generates ethical questions regarding fair treatment and the principle of merit-based advancement. Recognizing potential biases and inequalities remains essential for maintaining fairness alongside personal connections. Hiring procedures must operate with complete transparency.

Some people argue that the practice of nepotism and cronyism represents advantageous methods for recruiting close associates. The primary support for this practice claims that employing individuals with pre-existing relationships enhances teamwork and boosts productivity. Some people support nepotism because they believe it generates employee loyalty and dedication by making workers feel valued and supported. The defense of nepotism maintains that workplace relationships built on personal connections and trust create better productivity and harmony (Brown, 2021).

References
Brown, S. E. (2021). Intention to Breastfeed: Breastfeeding Attitudes, Norms, Self-Efficacy, Social Support Network, and Community Resources of African American, Low-income, Emerging Adult Women, Pregnant for the First Time. https://core.ac.uk/download/483376493.pdf

Demmke, C., Paulini, M., Autioniemi, J., & Lenner, F. (2020). The Effectiveness of Conflict-of-Interest Policies in the EU-Member States. https://core.ac.uk/download/347178511.pdf