In contrast to the
traditional nepotism model, which focuses solely on the prosperity of a single
individual, the modern nepotism framework extends beyond simple Global
Variables and constructs, shaping the competitive assets of Systems Owners.
The modern
nepotism model involves Systems Owners who select candidates based on
attributes such as age, gender, or ethnicity to enhance their benefits. This
approach results in specific individuals or groups favored due to sheer luck,
allowing them to bypass challenges in securing core competency positions while
other candidates face discrimination. Modern favoritism also incorporates
algorithms to establish core competencies, embedding Global Variables within
system structures.
Traditional
favoritism, on the other hand, relies on bilateral communication, contracts,
network connections, and unseen forms of promotion. Systems Owners continue to
support this older approach because the principles of traditional nepotism
align with those of modern favoritism. The old nepotism model encourages
entities to join exclusive networks to access core competencies. Both models
foster the creation of invisible actors within system environments, influencing
outcomes from behind the scenes.
Observation:
Parameters beyond nepotism movements are often opaque. Any
activities associated with nepotism movements typically violate the principles
of constitutional law. However, the parameters of nepotism become more
discernible when a specific instance becomes entangled in a bribery scandal or
connects to the spread of rumors of misinformation/ disinformation.
