The term ‘nepotism’, i.e. favouritism granted to relatives, is usually associated with corruption in the public sector and the abuse of public resources. Moreover, it is commonly accompanied by the public image of post-Soviet and/or developing countries. One may, however, observe the manifestations of nepotism in different sectors of the economy. Therefore, the aim of the paper is to analyse the main principles of transparent management of companies operating in the steel sector and deconstruct the myths of nepotism and favouritism. Two basic research methods were used to analyse these phenomena: an analysis of widely accessible information pertaining to the steel companies devoted to antinepotism practices (the first stage), and interviews with the managers of steel companies operating in Poland (the second stage). The data collected during the first stage allowed us to analyse the problems associated with nepotism when deconstructing established myths. In turn, interviews with the managers allowed us to compare the data achieved in the first stage to the real perception of this phenomenon and thus to determine the prevalence of these pathologies in the sector analysed. Our research has confirmed that nepotism and favouritism are observed in the sector analysed. However, it is necessary to emphasise that the scale and range of this phenomenon vary, depending on the membership of three groups, i.e. global corporations, companies listed on Warsaw Stock Exchange, and small companies. This implies the need for further research in these sectors.
Włodzimierz Sroka, associate professor at the Management Department of University of dąbrowa Górnicza, specializes in theoretical and practical issues relating to the management and strategic management. he is the author of numerous scientific papers about strategic alliances, network organizations, strategy, restructuring of the company, CSr and business ethics, as well as innovations and entrepreneurship published both in Polish and international journals. He is also a member of scientific councils of several journals (e.g. senior editor at European Journal of International Management) and conferences organized by different european Universities. his research activities mostly include cooperative strategies (e.g. alliances, network organizations), co-opetition relations, m&a, business ethics and CSr, innovations and entrepreneurship. he holds his Ph.d., m.Sc. and B.Sc. degrees in management and marketing from the karol adamiecki University of economics in katowice, as well as d.Sc degree (habilitation) from the University of Žilina (Slovakia). Currently he merges his scientific activity with being the Ceo of a medium-size engineering company. he was previously employed in different managerial positions in both the steel and machine industries.
Jolita Vveinhardt is Chief researcher, Professor of the Department of Management of the Faculty economics and management of Vytautas Magnus University (Lithuania). She is the author and co-author of 2 monographs, 5 scientific studies and 6 educational books. She has published more than 100 scientific articles on the topics of economics and management of organisations. She has read more than 50 papers in national and international scientific conferences in lithuania, latvia, Belarus, the Ukraine, the Czech republic, Poland, Bulgaria, romania, Spain, Portugal, France, italy, turkey and others. She takes part in national scientificresearch projects, conducts applied research in lithuania and abroad. Jolita Vveinhardt is a member of editorial boards of 14 scientific periodicals. She is a member of the international Baltic management development association, lithuanian educational research association, lithuanian Quality management and innovation association, lithuanian neuroscience association, lithuanian trauma Psychology association, european Society for traumatic Stress Studies, lithuanian neuroscience association and Federation of european neuroscience Societies. For the past several years she explores the phenomena of mobbing and nepotism, climate of the organisation and other aspects related to human resource management. the main areas of research interest: destructive relationships among employees, organization climate, value congruence, corporate social responsibility, decision-making, neuromanagement, human resource management