What are the disadvantages of nepotism
Nepotism: Preferring employees is worthwhile
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nepotism, i.e. the boss's preference for individual employees, has anything but a good reputation. It is considered profound unjust and arbitrary, the privilege is not based on achievement, but solely on (temporary) sympathy. When Christian Tröster, professor at the Kühne Logistics University in Hamburg, and Stefan Thau, professor at the London Business School examined how managers can improve the results of their employees and improve their performance, they came to an astonishing result: when bosses individual employees Treat them better than their colleagues, so of course to prefer, then they perform particularly well and at the end increase team performance ...
➠ Content: This is what awaits you
➠ Content: This is what awaits you
Nepotism: In the boss's favor
Of course, the results of the study are likely to polarize, annoy, to the Encourage contradiction, because it is anything but comfortable. After all, favor can never be a regular motivational factor - just like money, which only has a short-term effect. Recognition and challenging tasks are much more important ...
Right. Nevertheless, it can be done Study result unfortunately not so easy to push away. Researchers from Canada and the Netherlands, for example, were also involved. I mean: This is not just two things nutty professors employed. In total, there were even four studies with different experiments and test groups. Always the same result:
An advantageous leadership style leads to better results.
Nepotism: An Ethical Dilemma
There is no question that people hate favoritism, even more in their own shop than anywhere else. especially the Schleimer and chief suppositorywho compensate for the lack of performance through rectoscopic proximity to the boss - and get away with it.
But it is also like this: Positive emotions, an improved self-esteem and the associated ones Job satisfaction proven to increase performance.
The dilemma that managers are now stuck in is:
- To prefer you the one, it increases their motivation and performance.
- At the same time, however, they stir it up Displeasure of other colleagues and indirectly devalue them. Which in turn has a negative effect on their performance.
Apart from that, such an approach is of course still possible morally dubious. To be clear: as conscious Management method it is even a particularly perfidious form of manipulation.
Alleged Equal treatment and fairness degenerate into a farce.
Christian Comforter commented that itself like this:
The moral imperative to treat everyone equally well is deeply rooted in our society. Leadership theories have been preaching since the 1940s that it pays to treat all employees equally. Our study gives research a new twist: We show that it pays not to treat everyone equally. This does not mean that managers should be disrespectful to other employees. Rather, it is important to treat colleagues normally, well and fairly. The benefit must be done in a sensitive way that strengthens the individual and does not weaken the team.
In short: managers should honor the performance of individuals, others keep happy - at least that's the theory.
Nepotism: Employees strive for the boss' attention
Nevertheless, the question arises: why does it work trick even that good?
The answer goes to an old one Group value model back by Tom R. Tyler. Afterwards, every employee would like their supervisor to recognize them in order to increase their reputation within the team. So we are social because of simple Comparison processes manipulable.
“Whether employees value their boss' leadership skills depends on how they appreciate them compared to other treated - this assumption is also the basis of our study, ”says Tröster. “In one of our experiments, group leaders were particularly friendly to individual participants. They kept eye contact with them more often, gave them the first word more often and particularly praised their contributions. Result: Who compares himself to others felt better treated, strengthened the team and thus increased productivity. On the other hand, employees who were treated just as well as their colleagues produced less good results. "
His conclusion: So it pays off for the company when the boss favors individuals - of course without disrespecting or alienating others. And, of course, that only makes sense if the boss focuses primarily on colleagues with high levels when selecting his favorites potential concentrated.
Nepotism: Lead like Steve Jobs
Incidentally, the mesh has a prominent role model: the legendary Apple CEO Steve Jobs. Pushing high performers in particular was also his recipe for success.
The former Apple boss was known for his tyrannical and capricious, but also charismatic leadership style. He treated less good colleagues like pawns on a chessboard. At the same time, however, he devoted himself particularly to individuals and motivated them to achieve extraordinary results.
You can't say he isn't with it successful been. And it didn't hurt his admiration either.
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