Diskriminacinis nepotizmo kontekstas : prieštaringa konotacija organizacijų valdyme

LTStraipsnyje nepotizmas analizuojamas darbuotojus diskriminuojančios elgsenos kontekste, kai priimant sprendimus organizacijose sudaromos nevienodos sąlygos remiantis subjektyviais kriterijais: giminystės bei su nauda giminaičiams susijusiais ir besiplečiančiais socialiniais-tinkliniais ryšiais. Etinė, ekonominė nepotinių santykių traktuotė privataus sektoriaus organizacijose nėra iki galo susiformavusi ne tik besivystančiose visuomenėse, bet ir tradiciškai suprantamų Vakarų šalyse. Mokslo darbų analizė rodo, kad nepotizmas dažniau aptariamas viešojo sektoriaus organizacijų valdymo kontekste, ir nepakankamai išryškinama reiškinio įtaka privataus sektoriaus organizacijų darbui. Nepotizmo vertinimo praktika ir teorija, kuri nėra apibrėžusi bendros nuostatos, dažnai išsiskiria. Tyrime formuluojama nuostata, kad nepotizmo prigimtis yra diskriminuojanti, pažeidžia organizacijos klimatą, neigiamai veikia darbuotojų pasitenkinimą darbu, silpnina lojalumą organizacijai, sudaro palankią terpę tarpasmeniniams konfliktams, ir tai yra tik vienas iš aspektų, rodančių nepotizmo žalą ir viešojo sektoriaus organizacijose, ir privačiose kompanijose. Nors nepotizmo kilmė yra socialiai natūrali, tačiau orientuota tik į specifinę grupę, kuri veikia ne organizacijos tikslų, o asmeninių interesų motyvuojama, todėl organizacijoms yra žalinga daugeliu aspektų. [Iš leidinio]Reikšminiai žodžiai: Diskriminacija; Favoritizmas; Mobingas; Nepotiniai santykiai; Nepotizmas; Organizacijos klimatas; Vadybinė kultūra; Discrimination; Favouritism; Mobbing; Nepotic relations; Nepotism; Organization management; Organizational climate.

ENArticle analyzes nepotism in the context of staff discriminating behaviour. When making decisions in organizations, different conditions are provided on the basis of subjective criteria: kinship and relatives-related benefit and expanding social-network connections. Ethical, economic treatment of nepotic relations in private sector organizations has not been fully formed not only in developing societies, but in traditionally understood western countries. The analysis of scientific works shows that nepotism is often discussed in public sector organizations in the management context and the influence of the phenomenon is not highlighted enough in the works of private sector organizations. Nepotism evaluation practice and theory, which has not formulated a unified provision, often differ. The study formulates a provision that the nature of nepotism is discriminatory, violates the organization's climate, negatively affects employees’ job satisfaction, commitment to the organization, provides a favourable environment for interpersonal conflicts and this is only one aspect that shows the damage of nepotism in public sector organizations and private companies. Although the origin of nepotism is socially natural, but focused only on a specific group, which operates motivated not by the organization's goals but by self-interests, thus it is detrimental to organizations in many ways. In the Lithuanian public discourse, nepotism is usually discussed as a corrupt agreement in the public sector, interchangeably with "blat" concept. This kind of treatment of the phenomenon is not sufficient enough and excludes private sector organizations. In Lithuanian public life deeply-rooted nepotism is associated with systemic-historical heritage of the socialist system, which has levelled the values of a society, but broader studies involving the inherent mechanisms of the phenomenon are needed.The institutionalization of the Phenomenon in the Lithuanian legal system is not sufficient to prevent it effectively; organizations need some management culture change in both public and private sectors. Since nepotism is a social and cultural phenomenon, the management culture of public sector organizations depends directly on the treatment of it in the private sphere. The nepotism phenomenon is often attributed to developing countries with a strong peasant, tribal culture, but nepotic relation issues are relevant and to economically strong, developed countries in Europe and North American continents. Weaker than in other regions expression of nepotism is to be treated as a result of the development of an organizational culture. Just like in the Lithuanian authors’ studies, the phenomenon of nepotism focuses more on the public sector and the treatment of the phenomenon in business sphere still remains debatable. In scientific studies, there is a lack of more developed analysis of the discriminatory aspects of the phenomenon of nepotism, thus there remains under-exploited opportunity to prevent nepotism, especially when nepotism is conveyed not in direct but in disguise forms. Nepotism in the public sector is connotated unambiguously negatively, but in, the business case, there exists a gray area, which tells together about the lability of values and moral conformity. The logic of nepotism in business, which is the part of the same society system, remains controversial and the vice of management culture in business practice is underestimated and associated with the human resource logic in an efficient organization, organizational climate conditions and makes some impact on its performance. [From the publication]