The Ethical Implications of Nepotism and Corruption in Professional Environments

Abstract

This study explored the persistent issues of nepotism, favouritism, and corruption within Nigerian organisations, highlighting their detrimental effects on Human Relations processes and overall organisational performance. Despite longstanding rules and regulations, these vices continue to undermine fairness, honesty, and integrity, eroding trust in institutions and fostering a culture of impunity. Theoretical frameworks such as the Resource-Based View, Equity Theory, Genetic Similarity Theory, and Prebendal Theory provide a foundation for understanding these phenomena. Empirical evidence revealed that nepotism and favouritism harm job satisfaction, employee morale, and organisational commitment, resulting in higher turnover rates and poor decision-making. The Human Resource Manager plays a vital role in addressing these issues by implementing merit-based recruitment and promotion policies, transparent compensation structures, and integrity management systems. Implementing anti-nepotism policies and ethical guidelines by identifying and addressing potential biases is crucial for creating a fair and equitable workplace. Eventually, creating a corporate culture that prioritises fairness and equality is imperative for enhancing employee motivation, job satisfaction, and organisational performance. In conclusion, the study submitted that although implementation is difficult, removing these unethical practices is crucial for long-term development and organisational success.