Introduction
Employers simply want their employees to be doing the best possible job that they can. However, with the ever-growing pace of technology, it has been harder than ever to keep up with everyone around you. Especially in younger generations entering the workforce, they are known to be lazy and completely addicted to technology. Younger generations are not the only people guilty of these traits, however since more and more millennials are graduating college and entering the workforce, it has become more of an obvious trend. It has also become increasingly difficult for employers to keep track of their employees’ productivity. Some employees slack off during work hours- between making personal phone calls, playing video games, or
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Employee monitoring can occur in many different ways. The first way is telephone monitoring. This is when an employer listens to an employee’s phone calls at work. Employers may monitor calls with clients or customers for quality control reasons. There is an exception for personal calls, however. Under Federal Case Law, when an employer realizes that the call is personal, he or she must immediately stop monitoring the call. This could still be risky for employees because they can get in trouble for making personal phone calls during business hours or on their business phones. If the employees at a certain business location are wearing headsets, the conversations on said headsets are subject to monitoring as well. Conversations on these headsets can be monitored, even if they are just conversations between coworkers. However, most headsets have “mute” buttons on them, so employees can easily turn them off. Employers can also obtain a record of their employees’ phone calls. A device called a “pen register” can record telephone numbers dialed from office/business phones. It allows the employer to see a list of phone numbers dialed by a certain employee’s extension and the length of each call. This information may be used to see if employees make personal calls, and how frequent and lengthy they are. However, this information may also be used to evaluate the amount of time each employee spends on the phone with
In Fitbit for Bosses written by Lynn Stuart Parramore she talks about how bosses want to start monitoring their employees. Parramore shows her discomfort with this idea. She thinks that “big money seems poised to trump privacy”(Parramore). Which basically just means that for bosses is that money is over everything even privacy. Allowing bosses to monitor their employees is dishonest and manipulating.Some researchers have also found out that increasing surveillance has caused the decrease of productivity. Researchers warned them that the data can have big errors and people that look at the data that the fitbits can cherry-pick the information that supports their beliefs and ditch the rest of the information that leads to racial profiling. “Surveillance makes everyone seem suspicious, creating perceptions and expectations of dishonesty.” Workers will become dehumanized“(Parramore), it prevents them from experimenting and exercising the creativity on the job.” A woman from California filed a suit against her former employer because he forced her to to install a tracking app on her phone. She had to have it on her phone 24/7 or else she would
In Catherine Rampell’s article, “A Generation of Slackers? Not So Much,” the idea of the younger generation, known as Generation Y or Millennials thought of as lackadaisical and indolent by older generations has been quashed by Rampell’s explanations of the differing behaviors and ideas held by these two generations, causing a misunderstanding and misinterpretation of productivity. The era of computers has especially been a major cause of such a rift, specifically the dependence on technology of which has contributed to the growth of synergistic and collaborative dispositions amongst the younger generations- behaviors once thought of as ineffectual in the workplace.
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
25 Privacy Rights Clearinghouse (2002) Employee Monitoring: Is There Privacy in the Workplace? . (6/3/2004)
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change comes new demands, expectations, and opportunities for employers.
Sometimes there is no middle ground. Monitoring of employees at the workplace, either you side with the employees or you believe management owns the network and should call the shots. The purpose of this paper is to tackle whether monitoring an employee is an invasion of privacy. How new technology has made monitoring of employees by employers possible. The unfairness of computerized monitoring software used to watch employees. The employers desire to ensure that the times they are paying for to be spent in their service is indeed being spent that way. Why not to monitor employees, as well as tips on balancing privacy rights of employees at the job.
One type of surveillance is employee monitoring. Many employers monitor their workers’ activities for one reason or another. Companies monitor employees using many methods. They may use access panels that requires employees to identify themselves to control entry to various area in the building, allowing them to create a log of employee movements. They may also use software to monitor attendance and work hours. Additionally, many programs allows companies to monitor activities performed on work computers, inspect employee emails, log keystrokes, etc. An emerging methods of employee monitor also include social network and search engine monitoring. Employers can find out who their employees are associated with, as well as other potentially incriminating information. (Ciocchetti)
When I first met Manager B, I was very intimidated by her, after getting to know her I realized that she is the most cordial and approachable manager on staff. Given that she is approachable, she has encountered many issues that she must deal with. Manager A has more of a passive aggressive way to solve problems and has a two-faced demeanor. He will tell the person who is complaining what they want to hear. This results in him having blind spots in the workplace because he is unable to confront the real problems and has a passive aggressive leadership.
And so I think that if it has nothing to do with the company, and it is out of their property or having anything to do with the company, it is none of their business. Yes, embarrassment may become a concern, but it is really an embarrassment on the other person more as to the company who hired them. And knowing what employees do on their weekends or when they are not at work can cause tension or bad opinions between coworkers that are not necessary. And to avoid lawsuits, employees most know and be aware that the company is looking at what they are doing before they look over profiles and such. But then again, there is a contract involved with monitoring.
Infiltrating other person's privacy is not correct and is not encouraged. But when suspicion builds on whether your partner is faithful to you or the employee who has access to sensitive information about your company may leak the information to your company, or you child is in danger, then something is needed to be done. In those cases, track text messages from another phone can come as a handy tool to be sure about how the
The intricate way the human brain causes certain individuals to react to other individuals in surroundings is a captivating thing to inquire, especially when looking at behavioral differences within different age groups. While observing everyday individuals, such as customers in a department store one would be able to indicate many behavioral differences in a short amount of time. With certain environmentally components and simply the person’s own personality and attitude a wide range of interactions can be witnessed. Upon entry of the department store the rapidly crowded with people, straight off of work in a hurry to get home after the long, taxing day. The lights gleamed on the face of each person as they sauntered through the automatic
It was once a common belief that if employees worked hard, showed up on time and followed the rules that they would be guaranteed a job for life. However, over the last decade there have been changes in the workplace. There are two main causes for this change. The changes in the work place in the twenty-first century are being caused by advancements in technology and expansions in globalization through the Internet.
Placing them in a cubicle for eight hours a day will not lead to their highest production (Holt, Marques, and Way 2012, 89; Johnson and Johnson 2010, 104). Studies show that employees are more productive when they have greater autonomy over where, when, and how they work (PwC 2011, 20). Work/life balance is a top priority for the millennial generation and there is proof that this can lead to greater employee engagement and
But in the use of the term “technology” today, there is far more associated meaning than automobiles or washing machines. It has ushered in an entirely new way of working, and in increasing numbers of organizations, increased options of just where work associated with a particular job will be done. More employees than ever have the option of working at home yet still being employed either full...
To remain competitive and employable in the twenty-first century workplace, society today must conform to the changing demands. Technology is one of the principal driving forces of the future; it is transforming our lives and shaping our future at rates unprecedented in history, with profound implications, which we cannot even begin to see or understand.