2. Monitoring And Surveillance In The Workplace And The Role Of HRM (Week 8) Flashcards
1
Q
Describe the employer perspective on monitoring and surveillance
A
- Employees use of the internet may expose employers to loss and liability
- Employees may infect the system with a virus
- Loss of productivity - use of work time and equipment
- From this perspective employers can justify the monitoring of employees
2
Q
Ecommunication misconceptions
A
- perceived privacy of communication through work systems
- lack of permanency
- emails not being able to be used as legal evidence
3
Q
What are the types of E-management?
A
- Monitoring software (filtering systems)
- Outgoing checking (emails, website visits)
- Incoming check (spam and viruses, redirect head hunter emails to HR)
- Social networking usage
4
Q
Issues with M&S
A
- What level of surveillance is appropriate?
- What is the appropriate level of personal and private use of email / internet at work?
- To what extend does the employer have the right to encroach on these area
- How will the employer / employee trust be maintained?
All this has to be balance with the understanding that inappropriate or excessive use of email / internet can lead to reduced productivity and cause liability to the organisation
5
Q
Emerging issues in MandS
A
- Issues of human implants of RFID
- Implanting people like pets is now a real phenomena
- This is the new frontier which organisations are now pushing
When does monitoring become a violation of employees right to privacy?
6
Q
What is the alternative?
A
- Post Fordist approach
- What about no monitoring?
- Cost / benefits of this approach
- Issue of trust and commitment and employee discretionary effort
7
Q
Factors to consider with privacy concerns
A
- was there a reasonable expectation of privacy
- was the employee informed about polices and monitoring
- if not, then this may constitute an invasion of privacy
