I need some assistance with these assignment. unethical performance evaluations Thank you in advance for the help!

I need some assistance with these assignment. unethical performance evaluations Thank you in advance for the help! The set of ethical demands which prompt an organization to develop a code of ethics by which it publicly expresses its efforts and intentions to conduct its business activities with morality, fairness and decency. However, it is often the internal stakeholder, that being the employee, who falls victim to unethical managerial practices in terms of experiencing injustice in performance evaluation as well as receiving inadequate performance compensation due to a phenomenon known as cronyism. a significantly unethical managerial behavior. employees true capability or qualification (Khatri & Tsang, 289). This suggests a reciprocal relationship of exchange where managers grant higher performance compensation and more positive employee reviews in exchange for subordinates loyalty. The result of this unethical practice: Employees adversely affected by cronyism, especially those who do not have a sound interpersonal relationship with the assessing managers, miss out on opportunities such as a promotion or the receipt of fair compensation for their legitimate contributions to the organization. If left unchecked, this type of favoritism can lead to long-term, internal organizational disloyalty from slighted employee populations and promote overall inefficiency leading to a distorted organizational culture built on relationships rather than promoting contribution to sustaining company goals. Managers set the tone for organizational culture, especially in terms of providing an ethical climate by which employees measure their own actions, thus the indication is the cronyism can sustain high detriment to employee satisfaction or motivation to perform. Further, when cronyism is apparent in the performance evaluation process, it can be attributed to a trend known as rater bias, where the assessing managers own values or prejudices significantly distort the performance analysis. Oftentimes, this bias is quite intentional (Mathis & Jackson, 360).

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