CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The human capital management in an organization stands to be the blood line of the organization and the determining factor in gauge performance and success. They are some vices that affects the job satisfaction and job performance of the organizational structure mostly especially the government organization to attain its provision of social amenities to it citizen which include favoritism, and nepotism in the top-down organizational chat.
Nepotism is widespread and worldwide phenomena today and because of its very nature, it is difficult to document. A growing number of reports find that parents tend to facilitate the hiring of their children and other relatives in the firms in which they work, even when family members exhibit lower observable qualities and capabilities. Other evidence shows that, in many contexts, managers and those responsible for recruitment decisions hire people with whom they are socially connected regardless of their ability or qualifications (Alesina, 2007). Such practice disadvantages qualified candidates who as a result miss out on job and growth opportunities.
According to one known theory on cronyism by Omobanda (2018), genetically similarity (GST) proposed genetic similarity detection as a mechanism by which organisms are attracted and repelled by each other. Rushton hypothesized that genetically similar people have a tendency to seek each other out and provide mutually supportive environments; while genetically dissimilar people have a tendency to form natural antipathies and provide mutually hostile environments (Omobanda.2018). That is the way nepotism works by attracting cronies and repelling strangers in that sense.
Favoritism (from the Latin word favor meaning mercy has the sense of unfair and prejudicial patronage of minions in office to the prejudice of common cause (Chudinov, 2003). The dictionary by Brockhouse and Efron gives the following definition of favoritism: «Favoritism in state and social life appear more often than not as to be passionate patronage of pets (favorites) and their appointment to the superior positions despite their having neither capabilities nor experiences necessary for such duties». Therefore, a favorite is a person being in confidence of his chief and affecting hisher solutions to move up the career ladder thanks to a sense of having been chosen.
The term favoritism to be closely intertwined with such notion as nepotism (from the Latin word nepos, nepotis meaning «grandson, nephew») as well as cronyism (for instance, employment according to the principle of old university ties) granted to relatives or friends regardless of their professional values (Wikipedia). Foreign Words Dictionary reports nepotism to be official patronage of relatives and right guys, i.e. cronyism (Komlev, 2006). The given definitions imply that favoritism and nepotism take place in such cases where a patron vested with power pushes forward a favorite or nepot to move up the career ladder irrespective their experience, knowledge, services and advances. Based on the closely related ides of nepotism and favoritism in organization. This study intends to investigate the impact of nepotism and favoritism in government parastals In Nigeria.
1.2 Statement of Problem
A question raised as to whether favoritism and nepotism can be unequivocally related to adverse for any organization effects appears to be disputable. It should seem that the very definitions of these concepts respond the question since they are underlined with covert sense. Indeed, favoritism and nepotism are defined as phenomena resulting in appointing somebody’s favorites not worthy of the positions being occupied and possessing neither business nor moral qualities. However, the favorite’s appointment cannot be unequivocally considered as negative act: the person might have happened to be a highly-efficient co-worker. It must be noted that in a family business senior positions are as often as not occupied by close relatives. That is why the fact of employing, appointing to a senior position or promoting the relative or the person being pleasant for a chief can be related to neither favoritism nor nepotism. These phenomena are identified only after full assessment of the certain situation and behavioral pattern of the people exerting influence on the consequences for an organization.The consequences of favouritism and nepotism can be as follows:
1. Personnel’s demotivation;
2. Personnel’s apathy, loss of self-belief and abilities;
3. Social alienation, the feeling of being needless in the organization;
4. Permanent fear and negative anticipatory thinking (fear of demoting from the position being occupied, rightsizing, etc.);
5. Dismissal of high-potential co-workers desperate to occupy the desired position in view of the fact that it is already occupied by a favourite;
6. Manpower policy inefficient solutions e.g. assignment to a position those employees who do not deserve it at all by their moral and professional criteria;
7. Restriction or lack of competition in regard to promising projects or senior positions among the co-workers;
8. Irresponsible behavior on the part of favorites and nepots in view of their certitude.
Based on the glaring consequences of nepotism and favoritism in an organization this study will intends to investigate the effect of nepotism and favoritism in selected government organization in Nigeria.
1.3 Objective of the Study
The broad objective of the study is to investigate the effect of nepotism and favoritism in government organization in Nigeria. The specific objective include;
1. To examine the factors the contribute to nepotism in government organizations
2. To mirror out the effect of favoritism on the social amenities creation of government organization.
3. To know the extent at which nepotism and favoritism has contributed to the performance of government organizations
1.4 Research Question
1. What are the factors that contribute to nepotism in government organizations
2. What are the effect of favoritism on the social amenities creation of government organization?
3. To what extent has nepotism and favoritism contributed to the performance of government organizations
1.5 Research Hypotheses
H0= Nepotism and Favoritism has no effect on Government Organization
H1= Nepotism and Favoritism has effect on Government Organization
1.6 Significance of the Study
This study will be relevant for the following stakeholder which include; directors, ministers and government organization employees.
The directors will from the findings of the study be informed about the evil in the act of nepotism and favoritism that is practices in the organization. They will also improve their knowledge bank by getting to know the causes of nepotism and favoritism in government organization
Minister of the federation in all sectors of the organization will be informed to put employee in sensitive positions all in the name that the person is closely related to someone or family background.
The employee will from the findings of the study be informed of the dangers of nepotism and favoritism in organization.
1.7 Scope of the Study
The study will employ the descriptive survey design. The study will use Water Corporation and PHCN which are located in Ado-Odo Local government. The study will use the purposive sampling technique due to the fact that is the managers and HOD’S that will be distributed questionnaire for the study.
1.8 Definition of Terms
Nepotism: it is the process of giving benefit to a person or a family member who does not deserve that benefit in an organization or institution.
Favoritism: it is the intrinsic value given from a person to another, which is not based on performance or qualification
Government Organization: This are organization that provide social and basic amenities of life for its populace.