Research Paper on:
Employee Favouritism

Unformatted Sample Text from the Research Paper:
are many human influences that can impact on issues such as productivity, efficiency and the general levels of commitment felt by the employees. There are many theories that have looked  at the intangible aspects of the employment relationship, form theorists such as Maslow and Mayo as well as those such as McGregor and Goldthorpe. All have noted that the way  in which employees are treated and the way they feel they are valued, or not valued, will impact oh the way the feel about their employers and show in the  effort and loyalty that is given to that employer (Huczyniski and Buchanan, 2003). The literature often assumes that all employees are treated equally, that groups of employees who  feel they are important will work harder, give more effort and become more productive (Huczyniski and Buchanan, 2003). There is also a wealth of literature looking at the impact of  discrimination, where one employee s singled out or treated badly, possibly as a result of race, gender, religion or physical ability (Huczyniski and Buchanan, 2003). Discrimination is seen as a  negative impact on an organizations culture. However, there is less literature concerning another type treatment where an employee is singled out; that of favouritism. Where good treatment is given  to a group of employees such as a team or a department there can be positive results, but where there is favouritism the results may be more negative, resentment from  other employees will prevent the favoured employee bonding with co-worker and becoming isolated (Kerry, 2007). The impact on the other employees can also be negative, causing distrust, fragmentation and resentment  which reflects not only in attitudes, but also impacts on the long term culture. In effect favouritism may be seen as a different type of discrimination. The lower level