Labor relations-An Anti nepotism Policy - Essay Example

Anti-Nepotism policy affiliation Anti-Nepotism policy Nepotism is the act of favoring ones relatives in regard to any matter that one has influence over either directly or indirectly. In labor, nepotism occurs when one favors his relatives in regardless of merit when offering employment opportunities. Budd (2004) argues anti- nepotism policies were adopted to stop this action and offer a fair chance to every individual. However, nepotism is not only on employment opportunities, it occurs also when one gets certain favors because a relative has indirect influence in a certain matter e.g. the owner of a certain business is a friend to the father of the job seeker.

In referring to Lawrence (2005), nepotism also occurs when people try to input family traditions in certain fields. Management is the most sensitive area in regard to nepotism. Budd (2010) argues that managers should strike a balance by not supervising their relatives, employing them in the same department or try to use their influence to employ them so as to have great output. Anti- nepotism policy favors unions in protecting their members. They ensure that all their members are given equal opportunity in job application.

Finlay (2011) supports this part of the policy as a motivation tool. The policy also ensures fairness in work as it prohibits workers to be supervised by close relatives. Workers are also protected from loss of job if companies enforce anti- nepotism policies but were employed before they are implemented. Management is also favored by the anti- nepotism policies. The policy does not prohibit your relatives from working in the same company as long are not working in the same department and they were employed on merit.

Managements are allowed to make independent policies as long as they are in good faith as argued by Rose (2008). Family businesses are exempted from these policies if members of the family volunteer services. Unions have a right to ask the adaptation of anti- nepotism policies by any organization their members are working. Lawrence (2005) argued, in order to reduce some of white collar crimes organization should not employ close relatives or supervise them. Managements are bound to follow anti- nepotism policies.

They are obligated to create anti- nepotism rules that are favorable. In order to avoid conflict between unions and management, the management should include the union and legal experts when drafting their anti- nepotism policy. Budd (2004) proposed that the management should also clearly define the term relative in the policy to balance equality. Since anti- nepotism policies are different in each state, entrepreneurs should consider the implication of marriage as it is regarded as nepotism if one employs and supervises his wife or her husband in some states.

Rose (2008) also argues that unions to stop forcing management to transfer employs on the basis of anti- nepotism as it affects their motivation negatively. Management should ensure that the anti- nepotism policies in place are followed and improve them.ReferencesBudd, W. (2004) Employment with a Human Face: Balancing Efficiency, Equity, and Voice. New York: Cornell University Press.Budd, W. (2010) Labor Relations: Striking a Balance. Boston: McGraw-Hill/Irwin Finlay, M (2011). 90 Steps to Employee Engagement & Staff Motivation.

London: Forest Gate Publishing.Rose, E. (2008). Employment Relations. New Jersey: Financial Times/Prentice Hall. Salinger, L. (2005). Encyclopedia of white-collar & corporate crime, Volume 2. California: Sage Publication.