If you closely observe your surroundings, everywhere in each organisation (school, college, university, market, family and many more), there is a common chronical phenomenon exists which is Nepotism.
The issue is archaic in nature. And, honestly, I have got both the positive and the negative outcomes from this. But, positive for a few people, on the other hand, negative for rests. Again, most cases negative outcomes outweigh the positive. Which is alarming for the productivity of an organisation.
Why Management or HRM could not find out any solution about nepotism?
In the joint stock company with majority shareholding of state and in the public administartion, nepotism is malignant disease.
It is a scientific problem of economic anthropology and a fully under-analyzed social phenomenon, with respect to economic productivity ('it is not important, what you know, but whom you know').
https://thefreemarketeers.wordpress.com/2010/03/02/do-old-boys-clubs-make-the-market-more-efficient/
Thank you, sir, Stephen I. Ternyik for your valuable opinion.
Even then, Suppose you and one of your relatives are working in an organisation.
You are the responsible person to manage some employees including your relative. One day, your relative unintentionally occurs such an event which encountered one of the policies of the organisation. What will you do then?
If I will be there, i may try to save him out from this situation and the same behaviour may not be shown in case of others only because of the "Nepotism" which results in amotivation to the rests. So, seems to be, amotivation to the employees can be one of the crucial reasons for low productivity.
Sorry for referring you to the example without asking for your permission.
BTW, why do not researchers focus such an under-analyzed social phenomenon?
Research into such socio-economic anthropolgy, Md. Saidur Rahaman , would shaken the very foundation of the common illusion of fair competition, in statistical terms. It is better to present some extra-talented and exceptional individuals ('success stories'), who made it, despite the demotivating facts, and to put a veil over inherited nepotism or cronyism. Personally, I have never worked in an economic or political environment of the kind you mentioned, out of free choice, but could have done otherwise. https://en.wikipedia.org/wiki/Nomenklatura We can also learn, that the 'free West' was interested to study the communist nomenklatura, but was coming short to analyze its own apparatchiks https://en.wikipedia.org/wiki/Apparatchik
We can infer that every power structure https://de.wikipedia.org/wiki/Power_Structure_Research
is a social product of economic anthropology, i.e. inherited cronyism to sociophysically defend the coherence of 'the system', which would lead us to the socio-genetic DNA.
(I continue)..
Honestly speaking, Maybe I do not get the proper understanding of your quote, sorry, (it is not important, what you know, but whom you know').
What I understood from the quote (i maybe got wrong)- if knowing people is not important then why do companies use "succession planning" in filling up the top management position in an organisation?
Your knowledge (and skills) are important, but it is more important whom (not what) you know.
Please see the following article
Article A Study On The Effects Of Nepotism, Favoritism And Cronyism ...
Best Regards Md. Saidur Rahaman
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