Answer:
When management practices favoritism in the process of hiring new employees, it can lead to negative effects on both the organization and its employees, including:
1. Decreased morale: Employees who are passed over for promotions or job opportunities due to favoritism may become demotivated and feel undervalued. This can result in decreased productivity, higher absenteeism, and even employee turnover.
2. Decreased trust: When management practices favoritism, it erodes trust among employees and between employees and management. Employees may feel that the organization is not transparent or fair in its practices, which can lead to a lack of commitment and loyalty.
3. Decreased diversity: Favoritism can lead to a lack of diversity in the workplace, as managers may favor candidates who share their same background, experiences, or opinions. This can limit the perspectives and ideas brought to the table and may negatively impact the organization's performance and growth.
4. Legal repercussions: Favoritism in the hiring process can result in legal issues for the organization, including discrimination lawsuits or complaints filed with government agencies. This can damage the organization's reputation and result in financial penalties or other legal consequences.
Step-by-step explanation:
In conclusion, the negative effects of management's actions of favoritism in the process of hiring new employees can be significant, and can impact the organization's overall performance and success. It is important for management to establish fair and transparent hiring practices, which can help to ensure that all employees are valued and given equal opportunities for career advancement.