Yes, the problem of cronyism the article below talks about is very true and is a big problem in many companies.
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Cronyism is like nepotism, except the favor is not toward external friends and relatives. Instead, it’s the internal practice of offering favor, such as a position that one is unqualified for, in exchange for ongoing blind loyalty. And it’s a problem in organizations of all types and sizes.
1. Yes-men and women: Since loyalty is treasured above all else, cronyism teaches employees of all levels, usually in a cascading effect, to say yes to everything the CEO says or does with the goal to be in the CEO’s favor, rather than doing what is right for the organization. CEOs who are surrounded by yes men and women are unable to benefit from the diverse perspectives, experiences and knowledge of their subordinates.
2. Opposing teams: In-group members — those who have engaged in the art of cronyism — are given high levels of trust, interaction, support and rewards for their unwavering loyalty. Out-group members — those who want to challenge and grow through competence — receive low levels of trust, recognition and support. This causes stress on both sides until the stress on relationships is so great that there is an inability to work together as one team.
9. Loss of good talent: Tenured, in-group employees continue to be employed, although they no longer perform their duties effectively. Good talent is blocked and stifled by lack of opportunity. Talented people leaving the organization. The constant leeching of talent inevitably weakens the organization.
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