Afolabi Ajayi
Hr/mktg Consultant
Scare_crow
H.r-recuritment
Managehr
Hr Systems Adviser

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DEAR ALL.... :?:
SHARE YOUR VIEWS ON THE ABOVE SAID ISSUE.....
I WOULD LIKE TO ASK ALLOF YOU...DID YOU EVER FEEL THAT BOSS... IS BEING A LITTLE PARTIAL TO SOME OF YOUR TEAM MEMBER(S).... DID YOU EVER FEEL THAT WHAT YOU SHOULD HAVE GOT...WENT TO SOMBODY ELSE... THOUGH YOUR PERFORMANCE WAS AT OPTIMUM....
DO FEEL BOSS IS SHOWERING UNNECESSARY PRESSURE AT YOU.....THOUGH YOU MAY BE WORKING REAL HARD....DO YOU THINK ALL THIS COULD BE ATTRIBUTED TO THE COMPANY CULTURE.....
WAITING FOR YOUR PRECIOUS REPLIES...
REGARDS
VISHAL :?

From India, Mumbai
Yeah
  • 1. How I felt deprived when, I didn't get promotion while my colleague (senior) got one!



    2. How I felt deprived when, I didn't get that special position in the Controlling office!



    3. How I felt deprived when I didn't get the check signing authority while my level officers had in different branches!



Well but all this is of past, I mean my feelings.... As I think of it more while studying in MBA, I came to realise that for every step the manager took was systematic and calculated.
  • 1. Even if the companies are following performance for promotions, they will certainly give some weightage to the seniority also, and the sum of both surpassed mine. Could not understand then, but am clear now



    2. The controlling manager wanted someone who he could talk to, when he was out of town. Who he could ring up at 10pm at home and have information on small issues.. Now who would get this position. Obviously the person, the controlling manager is more comfortable with. I was very annoyed at that time, but looking back, it seems all logical.



    3. The company had clear policy of the officers having 3 years company getting the cheque signing authority. Now I was just a direct new recruit. Clear explanation.



I agree that favoritism is there in the corporate world. People tend to back their kin, their friends etc and cover them up. But is it not our (India's) social structure. Everybody supports his kin/friend within a company / outside the company.



So the question here arises

Can a person have some values while he is within the company premises?

and

Some other Values when he is outside the company premises?

From India, Ahmadabad
Favouritism exists everywhere. It is unethical though.
Favouritism effects hardworking students right from days in school.
The defence forces have shades of favouritism which can be dangerous for the security of the country.
The corporate world has quite a bit of it.
I however believe that it can be tackled. I believe in the power of communication, self confidence, result yielding work and perception management as key to beat favouritism.
The choice is with the person - get lost in the sea and drown or fight the sharks and swim to shore.
Every other successful person will say - its a dog eat dog world. the others say its my world.

From India, Bangalore
Dear Colleagues,

Favouritism has always been with the human race-its just that it

shows itself in different forms.

For instance Employees get drawn-to just because they do what their line-managers want them to do-either right or wrong, clean or dirty job.

Hence a level of likeness is given to such subordinate, they usually get approvals before others on official claims etal.

In the same vein-some employees are just by nature witty and smart in the way they go about their corporate assignments, they get the job done, attain targets set and surpass them sometimes-hence by evaluation time they would obviously be favoured by their line managers and management in general.

Closely linked to the internal "politics" of favouritism is the issue of "godfatherism" this could be from within or from outside the establishment. Most times employees get their jobs through influential people in society and they on their own part keep on monitoring the workers career progression and invariably influence his/her success in the corporate world.

All in all their is little one can really do about such things-but where we come in as HR practitioners is to try as much as possible to be objective, recommend appropriately when necessary and arbitrate when there seem to be a conflict in perception or decision taken either by line managers or management.

There is this popular saying- "no matter how you share a fried egg some would always have a lion share".

Thanks.

From Nigeria, Lagos
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