Good performance within organizations includes a process of organizational direction, which must conform to ethical principles such as: commitment, honesty, efficiency, respect and justice, which in one way or another lead to the achievement of institutional objectives. However, the reality within organizations is different, because a long list of anti-values has been extended, ranging from incompetence and irresponsibility to nepotism.
In many companies in the world it is possible and very likely that the cronyism is part of the organizational culture of the same (almost always hidden), an example of this is to hire a friend or family for administrative work. However, although it is common in many countries, there are several reasons why it is not advisable to hire friends or family members within an organization.
• Many employees believe that such friendship is a license that gives them permission to come and go whenever they want.
• Freedoms are taken that no other employee would take.
• They are more difficult employees to handle, given that there is a friendship in between sometimes it is difficult to tell them the things they are doing wrong.
When cases of nepotism or cronyism occur within organizations, favoritism generally prevails towards this or these employees (there are notable privileges), an environment of equality is not given, the environment almost always benefits certain workers, which generates a organizational climate extremely tense, which in turn can trigger demotivation of staff or deterioration in the quality of work.
Hiring friends within the organization can affect the reputation of both the manager and the head of human resources, not to mention the great damage that this causes in the friendship of the same. It is for this reason that it is advisable to hire only strangers, because they are easier to handle.
