Favoritism and Bias in the Workplace Negatively Impact the Organization Performance or Image

Abstract

The aim of this study is to develop a framework which examined the negative impacts of favoritism and biasness on the employee performance and organizational image. Nepotism and favoritism which can be seen in all the private sectors of Pakistan have become quite common behavior. The granting of privileges to certain individuals is an extremely disturbing situation to the organizations employees and the lack of trust arising under such conditions negatively affects job satisfaction, organizational loyalty, and individual performance. Moreover, Data was collected through a self-administered questionnaire. Out of a total of 200 questionnaire forms distributed, 190 were used for analyses. The survey method was used for collecting data. Data was collected from the employees of Al-Bari Group of companies. Data analysis was done by using SPSS 21 and applied regression, co-relation and reliability analysis were used for obtaining results. The results of the study demonstrate a significant negative impact on the employees at the workplace. The result of this study is positive which shows that favoritism and biasness has a negative impact on the organizational performance or image. Organizations need to improve the HRM practices and ensure that the right and skillful people are being hired so that the organizational performance and image can be improved. Due to favoritism and biasness in the workplace the others employees working there can also be effected and in return the organizational image and performance can be negatively affected.