The business management is associated with diversified pros and cons while hiring any family member or any friend. Many of the factors are needed to be taken into consideration. The most featured advantage of hiring the family members and the friend in the business. These are as follows:
The loyalty assurance is specified. The family member or friends are trustworthy for the business (Tappero).
Hiring a person who has been known to the business owner helps in understanding the expectations for achieving the profitability.
The business owner can figure out the positive and negative attributes of the person and provide the work accordingly.
The friends and family helps the owner in lifting up, especially, in the required times.
On the other hand, some of the recognised disadvantages are also taken into considerations.
Since, the person has been known to the business owner and aware of the affections towards him or her, the person can easily break the business rules.
These rules are mostly broken because the family members or the friends will think that the owner would never fire them.
In spite of being trustworthy, the family members can be slow or lazy, which affects the business more significantly.
One of the most significant disadvantages is the unprofessionalism (Members). It may possible that the friend or the family members are not as much skilled as require for the company. In such cases, it might hamper in retaining the effective reputation of the company.
Hence, in spite of determining the good sides of hiring the family or friends, the disadvantages are also much prominent.
Managing Turnover’s Disruptions
It is to be noted that the service-industry companies have been facing the potential challenges in disrupting the ‘employee turnover’. The failure is mostly associated in the practices to retain the employees (Hausknecht, John , Jacob, and Holwerda 215). It should not somewhat affect the reputation of the company. In such cases, it can be stated that the maintenance of the skilled leadership can be helpful enough in preventing the extreme rate of the employee turnover. The extreme turnover affects the operational activities, employees’ morale, customer service, and productivity.
In one statement, the author has stated, “we know that people leave their bosses, not their jobs” (www.HREOnline.com). To some of the extent, the statement is quite true. It has been seen that if any employee is leaving the organisation, the person can join the other company with same designation. Hence, it is cleared that the person does not have the issues with the job. However, if the leadership of the company is not as much motivating as expected, the employee cannot bring the fruitful outcome of performance. The statement can thus be agreed to generate the ideas that the skilful and effective leadership can decrease the rate of employee turnover. The human resource management of the company is even playing the significant role in retaining the employees with proper motivations. The skilful attributes thus can bring the effective performance outcome that is fruitful for the organisations’ profitability as well as the maintenance of reputation.
Hausknecht, John P., and Jacob A. Holwerda. "When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance." Organization Science 24.1 (2013): 210-225.
Members, Nepotism. "Nepotism Negatives: The Pitfalls Of Hiring Family Members". Business News Daily. N.p., 2010. Web. 2 Feb. 2016.
Tappero, Julie. "The Good And Bad Of Hiring Family Members - West Sound Workforce". West Sound Workforce. N.p., 2011. Web. 2 Feb. 2016.
www.HREOnline.com,. "Managing Turnover's Disruptions". N.p., 2010. Web. 2 Feb. 2016.
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