Nepotism and Favoritism in HR Practices: Implications for Organizational Politics in Pakistan

Abstract

Inside the organization nepotism and favoritism are some of the common problems embedded in the HR practices of developing nations such as Pakistan. These issues influence politics of the organization, employee behavior, morale, and organizational productivity as a whole. Present research paper discusses and applies the phenomenon of nepotism and favoritism in HR scenarios in Pakistan and their implications in the organizational politics. The research aims to find out about the extent of the practices above, how they affect organizational environment, behavior, and mitigation strategies for their detriments. The research is determined by three aims and three overarching questions that shall be answered using literature review. Research findings shows that nepotism and favoritism are deep-rooted in the Pakistani organizational culture, leading to its negative aspects, including low employee satisfaction, turnover, and a toxic work-culture environment in all firms. The study's findings provide insights for HR practitioners and organizational leaders to achieve an unbiased and more meritocratic work culture in the organization.

Keywords: Nepotism, Favoritism, Human Resource Practices, Organizational Politics