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Understand the importance of effective communication at work
Effective communication in the workplace
Understand the importance of effective communication at work
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Mr. Janssen, as you know we are working on a comprehensive media use policy for JansCo. I’ve done some preliminary research on the topic of privacy in the workplace, and I’ve summarized what I’ve learned below.
Privacy in the workplace has always been an issue, but now with the introduction of computers in the workplace the ability to collect data on employees has increased significantly. If an employer wanted to, every action by every employee could be collected and analyzed. This type of monitoring isn’t acceptable however, but there are some guidelines that can be followed to define what is acceptable. First we can break privacy into two main categories. Informational privacy, and physical privacy.
Informational privacy itself can be broken down farther, into three subcategories. The first being sensitive information. This is information about an employee that is clearly personal, including things such as family life, health status, and religious and political beliefs. This information is off limits to employers. Collecting data of that natural could jeopardize the professional relationships of employees. Their relationships should be defined based off of their work, and what they choose to share. The second category is information that is normally private, but wouldn’t tarnish a relationship if exposed. This is where it’s hard to draw the line. It’s easy for employers to gain more from the employee than they should in this category, because the employee has little defense if the employer makes a claim to that information. Between employees however this information is normally considered to be private by respect. In what is called “civic inattention”, co-workers are expected to ignore potentially sensitive conversations if o...
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...rk. This can prevent copyright infringement lawsuits, which have been targeting businesses recently because of their deep wallets. In some court cases e-mail or internet activity records of employees may be required, and the business can be punished if they’re unable to present the court with the requested records. In that scenario not having CMS can have serious consequences. Since the employer owns and provides the internet and e-mail services to the employee, they have the right to install whatever monitoring software they want to. In the case Smyth v. Pillsbury Co., it was decided that employees have no reasonable expectation to privacy at work (Eivazi, 2011)
As you can see, there are a lot of issues related to computer privacy in the workplace. I will continue researching the topic and present a full report with recommendations to your by the end of the month.
Confidentiality has several different levels that include employee, management, and business information. Employee data includes personal identifying information, disability and medical information, etc. Keeping this material confidential is important because the information could lead to criminal activity to include fraud or discrimination; this can result in decreased productivity and affect employee morale. Management information covers impending layoffs, terminations, workplace investigation of employee misconduct, etc. It should go without saying that sensitive data should only be available to management. Lastly, the business portion includes business plans, company forecasts, and special ingredients/recipes, information that would not be readily available to competitors. Employees and managers should receive training on how to properly handle confidential information (Jules Halpern Associates, LLC,
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
Don’t put it on the internet, although I guess some people would! “Don Tapscott can see the future coming ... and works to identify the new concepts we need to understand in a world transformed by the Internet.” (“Don Tapscott” Ted Conferences LLC) Tapscott is an Adjunct Professor of Management at the Rotman School of Management and the Inaugural Fellow at the Martin Prosperity Institute. In 2013, Tapscott was appointed Chancellor of Trent University. He has written extensively on the topic of information security in the digital age over the past fifteen years. In his essay entitled, “Should We Ditch the Idea of Privacy?”(Tapscott p.117). Tapscott considers a new, emerging theory
In an age where instant access to information has influenced the privacy workplace model, which once prevails over what were inalienable assumptions of privacy is no longer a certainty in the workplace. Some companies require employees to sign confidentiality agreement to protect their patents, formulas, and processes. There are instances where companies dictate a “no compete” clause in their hiring practices, to prevent an employee from working for competitors for typically two years without legal implications. While these examples represent extents, employers go to protect their company’s privacy; companies do not go to that extent to protect the privacy of their employees.
Scrolling through my Facebook feed on my iPhone, casually looking at my friend’s pictures statuses and updates, I came across a video with an amusing title. I tapped the play button expecting the video to load. Instead, I was redirected to an app asking permission to access my “public information, pictures and more.” I then realized; what I considered to be “private information” was not private anymore. Privacy is becoming slowly nonexistent, due to the invasion of advertising companies and the information we publicly post in the online world. In the essay “The Piracy of Privacy: Why Marketers Must Bare Our Souls” by Allen D. Kanner remarks, how major companies such as Google, Yahoo and Microsoft get billions of transmissions each year on
Print Lazar, Wendi S. “Limitations to Workplace Privacy: Electronic Investigations and Monitoring” Computer and Internet Lawyer (2012): SIRS. Web. The Web. The Web.
Cookies play a significant role in our daily life, it brings lots of convenient when we use website. However, many people afraid that it will leak our privacy at the same time as it convenient to us. Although cookies are controversial, there is nothing wrong with them. The data collectors should take responsibility to protect users’ information, also users should be aware and careful when they use the website.
Previously it took a lot of equipment to monitor a person's actions, but now with technology's development and advancement all it requires is a computer. And there are many mediums which can be monitored such as telephones, email, voice mail, and computers.4 People's rights are protected by many laws, but in private businesses there are few laws protecting an individual's rights. 5 As an employee of a company there is an understanding of the amount of monitoring the employer does. The employer has to decide how much monitoring is necessary to satisfy the company needs without damaging the company's employee morale.6 With all the monitoring done by private businesses they are free to violate employee privacy since the Constitution and the Bill of Rights a...
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.
The computer is considered one of the most important technological advances of the twentieth century. Security and privacy issues have been in existence long before the computer became a vital component of organizations' operations. Nevertheless, the operating features of a computer make it a double-edged sword. Computer technologies with reliable error detection and recording capabilities, permit the invasion of a supposedly secure environment to occur on a grand scale and go undetected. Furthermore, computer and communications technology permit the invasion of a persons' privacy and likewise go undetected. Two forces threaten privacy: one, the growth of information technology with its enhanced capacity for surveillance, communication, computation, storage and retrieval and two, the more insidious threat, the increased value of information in decision making. Information has become more vital in the competitive environment, thus, decision makers covet it even if it viol!
Ultimately, however, surveillance is only a tool that can be used both ethically and unethically. Employee monitoring, consumer data collection, and government surveillance provides great benefits, including improving company efficiency, providing commercial and health values, and protecting the nation from threats. However, when considering the extent to which surveillance can be done, the rights of the people affected must be taken into account. Finding the right balance between these two views is the key to maximizing the benefits of everyone involved.
An example of the pros and cons of privacy in the work place while during the hiring process is in 2012, a company in Maryland decided to ask job seekers to log into personal profiles and search through wall posts. As this is becoming more of trend many creative ways to monitor the posts. Another example within this sector is the athletic program at the University of North Carolina, “Each team must identify at least one coach or administrator who is responsible for having access to and regularly monitoring the content of team member social networking sites and postings”
Privacy is the ability to maintain what or who can access and see your personal content and information. With that, the idea of privacy is different amongst different cultures and countries, while they all differ, they share common characteristics. The act of sharing ones own personal information is decision one must make on their own. Privacy is a right that all people should have and the government has the responsibility of maintaining that right. Data such as personal emails, bank details, medical records, and passwords need to remain safe and secure to ensure privacy is not invaded.
In Australia, Employers should implement best practice on how to maintain privacy in the workplace in accordance with the privacy standards set out in the Australian Privacy Principles (APPs) (Welcome to the Fair Work Ombudsman website. n.d.). Privacy is able to keep our own personal information private and also able to do things without any electronic monitoring in the workplace. Nowadays, many company increased the usage of technology such as internet and email in the workplace. This can create issues in privacy. When employees’ access to web browsing activities during working hours, the employer can be scrutinized it. Employers take this action due to fear lawsuit if employees act in inappropriate ways. Therefore, the best policy is to explain clearly how is appropriate to use email and internet at work and outline what type of use is prohibited in the workplace. Besides that, employer also needs to ensure the employee didn’t disclose or disseminate any important information to the competitors or
Privacy issues are on going; many government-sponsored sites are being created to offer advice and support. The U.S Supreme Court states privacy is “an individuals ability to restrict or eliminate the collection, use, and have confidential personal information (LaBerl...