Thursday, May 29, 2014

FAVORITISM AND ITS CONSEQUENCES



Favoritism

Favoritism is favoring a person not because he or she is doing the best job but rather because of some extraneous feature-membership in a favored group, personal likes and dislikes, etc.  Cronyism is a more specific form of favoritism, referring to partiality towards friends and associates.  Nepotism is an even narrower form of favoritism.
It’s no secret that the playing field among workers isn’t level in most workplaces.  This widespread practice of favoritism can have a significant impact.  Favoritism in the workplace is a lot more toxic.  Favoritism can be fairly benign at first, and it can be much more serious and develop into a hostile environment.
According to Mark Payleitner, a business career program instructor at Computer Systems Institute, favoritism is human nature.  The difference can be seen when a boss assigns a critical, high-profile project to one individual, the boss hope that he has selected the best person for the job.  But when the boss gives a friend ‘the office’ with the best view based on no other criteria, that crosses into favoritism.
It’s important to distinguish favoritism from performance recognition.  There are many negative consequences.  A sense of resentment can de-motivate and damage team unity when a manager does not treating everyone equally.  It’s easy to overlook growth opportunities and unique skill sets offered by others when attention is focused on a particular employee.
Unearned favoritism can “leads to the unselected believing that others’ efforts will not be recognized fairly; and that the yardstick for success has nothing to do with performance.
Tips if you’re the favored employee
Have a conversation with your boss or with HR to figure out how to correct the situation
Act sooner, share some of the work and glory, make your work life a lot more palatable overall
Whenever possible, share the lime-light
Keep it professional, have their cooperation or trust as you will need each other to succeed
Remain trustworthy
it is important that you understand why you are selected

Ways to navigate through workplace favoritism when you’re the victim
Figure out if you’re really a victim
Do not discuss the favoritism, but ask for opportunities, and offer to help, instead
Continue working hard. Be professional and do your part to show you care about the team, company, and clients
Try and understand the reason for the special attention
As difficult as it might be, maintain a normal professional relationship with the favored worker
Remain positive and proactive
If the favorite is truly undeserving, be patient; the boss will eventually realize that it is in their own best interest to look around for a new go-to person
Meet more regularly, and ask your boss if there are issues regarding your perceived ability to take on new assignments

Consequences of Favoritism

Most discrimination is caused by ordinary favoritism.  In-group favoritism happens at all ages and in different situations.  It is societally important to understand that discrimination can occur without hostility and without any intent to discriminate.  Even though discrimination has decrease, favoritism is still a prominent issue in the workplace.  Many said they believe their own supervisor practices favoritism.
The Merit System Principles (MSPs) provide guidance to federal managers on how to create a fair workplace free of Prohibited Personnel Practices (PPPs).  MSPs do not specifically define favoritism, but they give examples such as
·         asking a human resources staff members to hire a friend into a position for which the person is unqualified, or
·         granting a career ladder promotion to a favorite employee but not to a similar one who performed at the same level.
Favoritism can appear subtly, and some supervisors may not even recognize what they are doing.  Favoritism can have dire consequences for employees.
Consequences of Favoritism
sabotage interpersonal dynamics within the organization
reduced respect for their supervisors
strained relations between colleagues, even resulting in resentment toward the recipient of favoritism
harmed an agency's overall performance
Reduced work satisfaction
Reduced camaraderie
Increase employees leaving organization
Reduced motivation


REFERENCES
1.            http://www.federalnewsradio.com/492/3530979/Favoritism-strains-workplace-morale-harms-agency-performance - Favoritism strains workplace morale, harms agency performance, By Shefali Kapadia, Tuesday - 12/24/2013
3.            http://www.scu.edu/ethics/practicing/focusareas/government_ethics/introduction/cronyism.html - Favoritism, Cronyism, and Nepotism, By Judy Nadler and Miriam Schulman
4.            http://www.washington.edu/news/2014/05/19/favoritism-not-hostility-causes-most-discrimination-says-uw-psychology-professor/ - Favoritism, not hostility, causes most discrimination, says UW psychology professor, Doree Armstrong, May 19, 2014

Wednesday, May 28, 2014

MENTORING TIPS



Sharing from:
            HOW TO LEARN THE ROPES
            JASON LEE
LEADERONOMICS.COM
mystarjob.com; Saturday 24 May 2014

WHAT MAKES A GOOD MENTOR
Someone absolutely credible whose integrity transcend the message
Tells you things you may not want to hear but leaves you feeling you have been heard
Interacts with you in a way that makes you want to become better
Makes you feel secure enough to take risks
Gives you the confidence to rise above your inner doubts and fears
Supports your attempt to set stretch goals for yourself
Presents opportunities and highlights challenges you might not have seen on your own

BEGINNING THE MENTORING JOURNEY
Identify a mentor by finding something he or she has done which you admire
In the relationship where the mentor knows what you want to achieve and guides you to achieve it
Have many mentors for different aspects of your life
Mentoring does not need to be a long-term formal relationship
Do not need to meet a mentor face-to-face to be mentored

BENEFITS OF MENTORING
  1. CLARITY
A mentor allows you to see things from a different angle, an independent voice.
Make the most of mentoring by seeking your mentor’s perspective on your direction in life
  1. ACCOUNTABILITY
With the help of a mentor you will be able to set clear goals, measure progress, monitor results, solicit feedback, use feedback to improve further
Mentor will not develop a roadmap of success for you but you will be able to understand quickly, be more productive and take the path traversed by your mentor.
  1. OPPORTUNITY
Job opportunity: a mentor can be invaluable to open doors to a new path in life
Career opportunity: may be able to link you to the right opportunities in the form of special projects, building a connection with someone you may otherwise think is inaccessible or a promising promotion one day.