Favoritism as a Manifestation of Corruption and Managerial Incompetence

Анотація

In the article we analyze the approaches that are applied during human resources and personnel policy formation in Ukraine. It is said that the main criterion for key positions was the presence of close family and friendly relations, joint business, general interests, own needs and patronage-it is about favoritism. It is determined that favoritism is a type of communication that forms social relations that "progress" during crises, transformations, in the periods of social changes; It is a certain culture of behavior, the vision of the world and to impose their perspective (personal) on personnel policy in the collective. In Ukrainian realities, favoritism became an abnormal zone in the system of public administration at different levels, where there are: unworked work in a team; Blurring of functional duties of employees; Absence of motivation in work of collective; Incompetence Favorites, which is written back to others. It is noted that favoritism is difficult to diagnose, but it is inherent in certain signs: the lack of qualification qualities in the favorite; Rapid career growth; Using the mechanism "quid pro quo"-indirect form of relations; One of the employees apologizes the violation of all-general rules and norms, labor discipline; Support of the manager in business meetings, negotiations; Making non-competent decisions; Constant bragging, mainly for the organization of the process, rather than the result. It is noted that favoritism is an anti-command style control that leads to a policy of unprofessionalism, destruction of competition, loss of internal command work, social exclusion, therefore determined and as a manifestation of corrupt actions, and as a manifestation of Professional incompetence of top-managers.

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