Nepotism in the Organizational Structure

Running head: MANAGEMENT
Cross Cultural Management
Name of the Student:
Name of the University:
Author Note:

1MANAGEMENT
Table of Contents
Script: Nepotism in the Organizational Structure............................................................................2
Reflective Report: Based on Script..................................................................................................3
References:......................................................................................................................................8

2MANAGEMENT
Script: Nepotism in the Organizational Structure
Brett Jones has been one of the employees in US based Hydro Generation (HG) who had
been the manager of the construction projects in Tanzania. He possesses the capability of
delivering satisfactory results in the projects and delivers them within the allotted time and
budget. The only that concerned the president of the company was the means that Jones adopted
in achieving the ends. He had always been eager to implement Tanzanian ways of doing business
that sometimes ran opposite to the organizational culture of HG and its process of operation in
the foreign land. One such practice adopted by Brett Jones has been the hiring practice where he
preferred Nepotism. He made the job openings available to the local people and also interviewed
and hired the relatives recommended.
Nepotism refers to the specific type of favoritism where the business leader prioritizes in
hiring family member over the non family member (Pearce 2015). Although it is a controversial
topic as far as the business ethics are concerned but it is not always unethical in employing
family members. However, the ethical character of Nepotism is determined by the nature of the
business standards, standards of the employment and the consistency in the policies. This aspect
was considered in the case study where Brett Jones believed that in a country like Tanzania such
family connections proved quite helpful.
The key concern about Nepotism within the organizational structure is that it contradicts
the organizational culture and customs of employment related to hiring and promotion of the
qualified candidate for the job (Gutman 2013). While, the daughter, son or nephew might be one
of the capable employees but nepotism might sometimes results in the relatives landing up with
the jobs in spite of other eligible candidates with higher work experience and stronger education.