What are the dangers of the increasing practice of nepotism at workplace?Discuss

Term Paper Outline: Nepotism at the Workplace
Major: Sociology
Research Question: What are the dangers of the increasing practice of nepotism at the workplace?
Aim: The aim of this paper is to discuss the dangers of the increasing practice.
Type of focus: Dangers.
Introduction
Hook 1: Workplace recruitment and promotion are processes that should focus on the most visionary employees as the ones to propel to the top. It is the expectation that many people have at the workplace. Many people expect the workplace to be devoid of nepotism while treatment the employees, for example, during hiring, evaluation, and promotion. In reality, however, Human Resource Hero (1) explains that the workplace is full of cases in which people favor their relatives. The practice of favoring and promoting relatives is common in most American companies, both big and small companies.
Hook 2: Nepotism is a common practice in family-run businesses. Small businesses that are family-owned and run lack clear policy guidelines that restrict the managers from hiring, appraising, and promoting their employees by favoring their relatives. Small businesses that are owned by families practice nepotism because they want their owners or relatives to their owners to remain in firm control of the business. Despite the acceptable reasons for practicing nepotism in such businesses, Durham (1) points that nepotism has numerous dangers in such companies.
Connecting Sentences to Thesis
Point 1: For a long time, the assumption has been that the selection of employees and their promotion lacks any influence of the relationship between the managers and the employees.
Point 2: The truth that has emerged, however, is that the workplace is full of nepotism. People hire employees and promote them using the criterion of the family-relationship that exists between the managers and the employees.
Point 3: The current of globalization means that any human resource practices diffuse from the influential nations to the developing nations. If American companies practice nepotism, it means that nepotism trickles down to other countries because of America’s acceptance of the practice.
Point 4: The American society is no exception of workplace nepotism.
Thesis Statement: Workplace nepotism is a bad practice and it has several dangers. The dangers of workplace nepotism are that: The practice encourages the hiring of employees who may lack the required skills and competencies to perform their tasks. The employees can bring the conflicts from their families into the workplace. The practice of nepotism at the workplace encourages discrimination. The employees may also use their relationship with the managers to participate in unethical acts and serve their selfish interests. Such employees may not take corrections and they may go unpunished for their bad actions.
Body Paragraphs
Main Point 1: The practice of workplace nepotism encourages the hiring of employees who lack the necessary qualifications for their tasks.
Sub-point 1: The employers who practice nepotism can hire and promote their employees using nepotism can hire employees who lack the required experience for handling the tasks (Durham p.1 paragraph 3).
Response: The implication of hiring employees who are inexperienced means that they cannot perform their tasks to the required levels. It also means that the organization produces low-standard goods and services due to their under-performance.
Sub-point 2: The employers may also hire people who are completely incapable of handling the tasks (Human Resource Hero p.1 Paragraph 7).
Response: If the employees are incapable of handling the tasks because they are not qualified, it means that they become counterproductive to their organizations.
Main Point 2: A workplace that uses nepotism faces the risk of the employees transferring family conflicts to the workplace.
Sub-point 1: Family conflicts at the workplace derail the good relationship between the employees and cause poor performance (Gormley, p.1 paragraph 3).
Response: Good relationships between the employees are important to ensure that the employees remain productive and the organization achieves its goals and objectives.
Sub-point 2: The employees and management waste a lot of time solving the conflicts between the employees who are relatives (Human Resource Hero P.1 paragraph 6).
Response: Proper management and utilization of time is necessary to ensure that the business remains profitable. If nepotism compels the organization to waste its time in conflict resolution, the implication is that it is a bad practice and organizations must stop it.
Main Point 3: Nepotism encourages discrimination at the workplace.
Sub-point 1: Employees can raise legal issues against the organization as a result of discrimination due to nepotism. The organization cannot ignore the legal risks surrounding workplace nepotism (Kneale p.1, paragraph 13).
Response: If legal issues can arise because of discriminatory policies at the workplace (nepotism), it means that the organization wastes a lot of funds in addressing the legal suits at the workplace. Nepotism is, therefore, a source of losses for the organization.
Sub-point 2: Discrimination at the workplace demoralizes employees who could, otherwise, be highly productive (Benjamin p.1, paragraph 4).
Response: Workplace nepotism not only reduces the performance of its beneficiaries but also the performance of the employees who are hired fairly.
Main Point 4: The beneficiaries of workplace nepotism may commit dangerous mistakes but they do not receive punishment because they are relatives of the company’s owners.
Sub-point 1: The people who benefit from workplace nepotism are relatives of the owners and they are trusted as people who will not commit mistakes (Maida p.1, paragraph 5).
Response: The implication is that the owners will blame the mistakes of their relatives on other employees, which is an unfair and demoralizing thing.
Sub-point 2: The owners of the business can punish and correct the wrong people while they spare the wrong relatives.
Response: Workplace nepotism can easily eliminate the productive non-relatives and leave the counter-productive relatives who bring numerous losses to the organization (Maida p.1, paragraph 16).

Works Cited
Benjamin, Tia. “What is the Importance of Nepotism Policies at the Workplace?” Hearst
Newspapers, 2014. Web. November 22, 2014. http://smallbusiness.chron.com/importance-nepotism-policies-workforce-34832.html
Durham, Jeff. “Nepotism at Work,” Safeworkers.co.uk, May 1, 2014. Web. November 22, 2014.
http://www.safeworkers.co.uk/nepotismatwork.html
Gormley, Jill. “What are the Dangers of Nepotism?” Expert HR, 2014. Web. November 22,
2014. http://www.xperthr.com/faq/what-are-the-dangers-of-nepotism/3221/
Human Resource Hero, “Nepotism and its Dangers in the Workplace,” October 10, 2008. Web.
November 22, 2014. http://www.hrhero.com/hl/articles/2008/10/10/nepotism-and-its-dangers-in-the-workplace/
Kneale, Klaus. “Is Nepotism So Bad?” Forbes. June 20, 2009. Web. November 22, 2014.
http://www.forbes.com/2009/06/19/ceo-executive-hiring-ceonewtork-leadership-nepotism.html
Maida, David. “The Hidden Dangers of Nepotism at Work,” The New Zealand Herald, February
24, 2007. Web. November 22, 2014. http://www.nzherald.co.nz/employment/news/article.cfm?c_id=11&objectid=10425557