Favoritism, Cronyism And Nepotism In Niger State: Kontagora In Focus
I will like to start by telling you the cardinal reason why I choose
to write this article.
It was not longer a news to those who are working in the State
Ministry of Works particularly Engineering department that "Some civil
servants mostly of the Engineering section in the State Ministry of
Works has retired before now but they refuse to vacate office and
nothing is done about it simply because they are from Kontagora
Emirates while eating the future of their own children's. The rightful
and competent people that are expected to legally occupy the positions
hail from other regions of the state."
Now I will like to give a brief definition of the above mentioned
Basically favoritism is just what it sounds like; it's favoring a
person not because he or she is doing the best job but rather because
of some extraneous feature-membership in a favored group, personal
likes and dislikes, etc. Favoritism can be demonstrated in hiring,
honoring, or awarding contracts. A related idea is patronage, giving
public service jobs to those who may have helped elect the person who
has the power of appointment.
Favoritism has always been a complaint in government service.
Cronyism is a more specific form of favoritism, referring to
partiality towards friends and associates. As the old saying goes,
"It's not what you know but who you know," or, as blogger Danny
Ferguson put it, "It's not what you don't know; it's who your college
roommate knows." Cronyism occurs within a network of insiders-the
"good boys," who confer favors on one another.
Nepotism is an even narrower form of favoritism. Coming from the
Italian word for nephew, it covers favoritism to members of the
family. Both nepotism and cronyism are often at work when
political parties recruit candidates for public
Probably the biggest dilemma presented by
favoritism is that, under various other names, few people see it as a
networking, family-almost everyone has drawn on these sources of
support in job hunting in the public sphere.
The first issue is competence. For cabinet level positions, an
executive will probably be drawn to experienced, qualified candidates,
but historically, the lower down the ladder, the more likely for
someone's brother-in-law to be slipped into a job for which he is not
Reasonable people will differ about the appointment of friends and
family in high-level positions, but public officials should be aware
that such choices can give the appearance of
And lastly, public officials should also note that dilemmas
involving favoritism extend beyond hiring and
contracting practices to the more general
problem of influence. MoU and business partners, political associates,
girlfriends and members of the same families, all are likely to exert
greater influence over an official than a stranger might. State
members or legislators must make special efforts to ensure that they
find a lasting solution to this menace of favoritism, cronyism and
nepotism rather than just relying on the views or influence of the
governor and people they know.
Furthermore, many conscientious lawmakers have discovered that they
must change their patterns of socializing when their work involves
many decisions affecting friends and associates. At the least, they
may choose to recuse themselves from votes where social relationships
may exert undue influence.