Introduction
The human resource department faces various challenges in its bid to ensure the employees and employers remain in a harmonious and cordial relationship for the good of the organization. In their strife to ensure the employees’ rights are maintained, they come up against challenges like lack of support from the management, favoritism of some people by the management, groupings in the organization, among others. This paper is going to discuss two of these challenges which are; Favoritism in the workplace by the boss, and how to deal with the office “snitch”.
Favoritism in the work place
Employees in the workplace are human and they undergo feelings like anger, jealousy, worry, resentment, among others. This feelings can however be aggravated in the event of favoritism in the workplace. Favoritism is where the employer treats someone or a group of people with special treatment while the rest are treated normally. Favoritism suggests that some people in the workplace are more equal than others (Storti, 2004). A study by Penn Schoen Berland (PSB) describes favoritism as giving preferential or special treatment to some employees on grounds other than performance and qualifications, for example connections or friendship.
Many employers are guilty of favoring some of their employees. Favoritism has various negative effects on the general performance of employees.
Effects of favoritism
Demoralizing other employees
Any employee will work hard to impress his boss and get the coveted promotion or salary increase. It however totally puts them off when they realize that all their work goes unnoticed because someone, who didn’t work as hard as they did, gets the prize at the end of the day. Such an employee completely looses morale to work and only comes to work because he has to.
Relations in the office
Resentment is likely to take its toll in employees who feel fo some reason a certain employee is taking what is rightfully theirs without having to try much. This will lead to grouping in the office and cases of tension which will disrupt peace and harmony in the workplace.
Revenge
The employer, without knowing can bring so much destruction upon himself and the organization by favoring one group of people. In extreme cases, employees may do anything to get back at the employer or the favored employee. This may range from litigation measures against the employer to scuffles in the workplace. With all that, results in the workplace will dwindle.
The duty of the human resource
There should be policies in place to counter favoritism even before it happens in the workplace. The human resource management department in any organization should ensure that there are clearly defined criteria for promotions, discipline, and awarding of benefits to the employees. These policies should be impervious and tight proof so that cases of favoritism do not occur.
The office snitch
This is another issue that the human resource faces challenges in dealing with. The office snitch poses a great danger to the organization. Not only does this member cause fights and scuffles in the workplace, he also demoralizes employees. Worse, this is the employee most likely to take out the company secrets. So, you can imagine just how much damage this individual can cause. It is therefore very important to spot his individual and stop them before they cause irreversible damage.
How to tell an individual is a snitch
Here are a few ways in which the management can spot an office informant and take the necessary measures;
The snitch always hangs around common places in the work place. Always waiting to get the next story and spread it.
He snitch is perpetually in the office even when he is free; so that he gets to see each employee’s coming and going out.
The snitch is always ready to bootlick the management. Employers and employees should maintain a respectful distance. The snitch will want to close this distance and appear to be on the management’s side.
The snitch’s relationship with other employees is not good. Mostly he shows disrespect and open jealousy for them. That is why he will not hesitate to ‘find’ dirt on them.
Ways to stop the snitch
The management of the organization should take measures to stop the snitch whose effects will be felt eventually if no steps are taken.
The management should warn employees of snitching behavior and put penalties in place for those who still do snitch.
When faced with unsolicited information from a snitch, the management should resist the urge to reward the snitch, especially if it’s about other employees. Rewarding a snitch only encourages them to go on.
A snitch is obviously someone who has nothing to do with his or her time. The management should ensure to keep potential snitches busy so they have no time to snoop in other people’s business.
A snitch that is out of control should be moved to a location within the organization where he will have very minimal contact with other employees so as to minimize his sources.
When all has failed, the human resource should come in and give warnings and take disciplinary measures on the snitch that will be obviously causing discordance and tension in the workplace.
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