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Essay / Research Paper Abstract
This 3-page paper focuses on the problem of job promotion based on employer favoritism vs. skill and merit. The paper discusses why promoting on favoritism is not a good idea, and provides suggestions on how promotions should be handled. Bibliography lists 1 source.
Page Count:
3 pages (~225 words per page)
File: D0_MTundpro.rtf
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Unformatted sample text from the term paper:
good job. In other words, other factors go into a promotion situation. Yet what are the ethic or conflicts inherent when a
person who is qualified for promotion ends up getting passed over for a less qualified employee who gets along well with the manager (given that the manager selects the candidate
for a supervisory position). The question this paper will try to explore are the ethics and values inherent in such a decision
- in other words, rewarding a promotion on favoritism versus merit. According to Go and Kleiner (2001), promotion can be defined
as a practice that both recognizes and rewards an employees effort, work and contribution to a particular workplace. In short, promotion decisions should involve a search of competence (Go and
Kleiner, 2001). This, as opposed, to promoting friends due to favoritism. Furthermore, the authors point out that poor or ineffective promotion decisions
can truly increase a companys inefficiency (Go and Kleiner, 2001). Such unfair promotional decisions end up causing antagonism, suspicion and anger among employees (Go and Kleiner, 2001).
Go and Kleiner use the example of promotions given to employees with "organizational connections" (Go and Kleiner, 2001). In such cases, the authors note, employees
who have organizational connections (such as our employee who was promoted through favoritism rather than merit) can threaten to take problems to a manager (Go and Kleiner, 2001). In this
case, management can often feel compelled to promote the employee (mainly because of concerns over blackmail) (Go and Kleiner, 2001). Yet such a promotion does little more than create arguments
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