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Workplace Monitoring, 2004.
An overview of workplace monitoring and the prospects involved in workplace surveillance.
1,477 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper discusses how, as technology advances, employers worldwide are faced with the problem of employees' ill usage of the communication media and how, in order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. It examines how many issues have arisen as a result of workplace monitoring, as well as the debate on whether this act by employers is ethically correct or not. It highlights the advantages of workplace monitoring and proves how it may become beneficial for both the employer and the employee. It also looks at the different types of workplace monitoring and the results obtained from them.
From the Paper
"Workplace monitoring can be divided into various categories. The first category is concerned with Call monitoring. Call monitoring basically involves listening to live phone calls and recording one's observations. ?The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a customer role? (Kristin Morgan, Types Of Employee-Monitoring Systems In The Workplace). As a result of call monitoring, an employee would be well aware of the surveillance and would always try his/her best not to violate the company?s policies."
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Workplace Monitoring, 2004.
This paper discusses the ethical and administrative burden of workplace monitoring of the employee's use of information technology.
3,455 words (approx. 13.8 pages), 15 sources, APA, $ 97.95
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Abstract
This paper explains that workplace monitoring is a necessity due to employee abuse of cyber-time. The author points out that this monitoring indirectly causes a cultural change, which causes social separation of monitoring personnel and those people being monitored, resulting in an unfair burden of confidentiality and social non-acceptance of the monitoring personnel. The paper relates that monitoring software has become a clarifying tool; employees are now notified upon logging into their work terminals or PCs that their activities are subject to monitoring, and if found to be legally in question, they will be reported to the police.
Table of Contents
Introduction
The Business Objective
Necessity, the Mother of Perception
Clock, Not Content - Can I Just Do My Job?
The Lone Soldier
From the Paper
"Employees do surf outside of the scope of their employment. No company can claim otherwise. Filtering and monitoring is necessary. Once decided it is necessary, someone must be responsible for the incorporation of data gathering for reporting purposes, and will ultimately gather information whether inadvertently or not that is personal in nature. Employees will eventually begin to see monitors as criminals, violators of their personal rights, or devils with evil intent. They will shy away form the use of the internet as a proper tool, as they also shy away socially from the monitors. An employee afraid to utilize a resource is a lacking employee at best. Nevertheless, where does the trust begin and where does it end? The cultural perception of anything that threatens privacy, whether in the workplace or in private life, emerges from the pendulum swing of rumors, ideas, and in some case falsehoods."
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Internet Monitoring in the Workplace, 2005.
Shows reasons why employers should monitor their employees' use of the Internet in the workplace.
2,175 words (approx. 8.7 pages), 11 sources, APA, $ 67.95
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Abstract
This paper argues that to ensure that the interests of their companies are protected, employers should give the employee no expectation of privacy. In order to do this, employers should have detailed policies and guidelines governing the use of the Internet and e-mail. The paper shows that the employer should also have a software monitoring system installed to track inappropriate activity by employees to protect themselves and their employees.
From the Paper
"The technological age has brought about many changes and various enhancements in the way communication is done. With these advancements in communication especially as it relates to the Internet and e-mail, there have been a number of problems that have been presented in the workplace. One of the many concerns that have come up is the monitoring of the Internet and e-mail by employers and its relationship to the privacy rights of employees. Several types of Internet abuse in the workplace are cyber sexual, online friendship/relationship, Internet activity, online information searches, criminal and miscellaneous abuse (Griffiths, 2003)."
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The Decline of Privacy in the Workplace, 2002.
An exploration of the invasion of privacy in the workplace, which is carried out by monitoring, testing, and investigating the employee, and the laws that protect employee privacy rights.
1,602 words (approx. 6.4 pages), 10 sources, MLA, $ 52.95
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Abstract
This paper briefly examines the increasing invasion of privacy in the workplace as a result of technology advancement and employers? efforts to keep responsible, honest, and professional employees. It discusses Fourth Amendment rights and employers? practices in telephone, computer and email monitoring, polygraph and drug testing, and background investigations.
From the Paper
"The Fourth Amendment of the Constitution?s Bill of Rights protects people against unreasonable searches of their persons or homes and seizures of their personal possessions. Although the Constitution does not mention the word ?Privacy?, it was thought that the Bill of Rights covered certain privacy rights. The invasion of privacy can be thought of on two levels. The first level involves events that can be seen and observed. The second level includes information that generates permanent records and can therefore be searched. When the Bill of Rights was written in 1791, it was during a time when people learned about each other from what they observed in public. Permanent records consisted mainly of private letters and journals. The protection offered by the Fourth Amendment seemed adequate at the time."
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Workplace Privacy, 2007.
An analysis of employee monitoring in the workplace and its effects on the human element of work life.
2,969 words (approx. 11.9 pages), 4 sources, MLA, $ 87.95
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Abstract
This paper discusses the issues relating to workplace privacy of the employee. It discusses why employee monitoring has become more commonplace recently and looks at drug and alcohol testing, soliciting criminal records checks, background checks and specifically, electronic performance monitoring. The paper then discusses the human element of work life and how this may be affected by electronic monitoring.
Table of Contents:
Introduction
Technology & Employee Monitoring
Cell Phones Monitoring
Web Monitoring
Emails Monitoring
Monitoring Blogs
Monitoring Phones
Off -Duty Hours Monitoring
Medical Conditions
Legislation
Pros and Cons of Electronic Monitoring
Solution for the Problem
Consideration of Human Elements
Training and Informing
Balanced Policies
From the Paper
"Human resource and public administration policy makers should carry out a complete cost and benefit analysis. They must be completely biased and selfish in implementing employee monitoring policies. They have to create a balance between organizational benefits and employee concerns. Most of the monitoring activities offer potential benefits from an employer exclusive perspective. However, employee cannot be disregarded as a mere pawn in the whole game. Employees also have a human side to them. They definitely are obliged to the organization with respect to their duties but they also have their human weakness. The come to work in offices but they cannot completely leave their personal lives behind. Similarly they also sometimes take work or work stress home but work cannot completely overtake or hijack their personal lives. Employers should have the consideration of employee privacy. Similarly, employees should also consider that in order to protect their business interests, employers will exercise some controls. The controls should be in the limits and should not cross the limit where they become intrusive of employees personal lives."
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Professional Ethics, 2004.
Looks at the controversy that exists regarding the issue of workplace monitoring.
2,693 words (approx. 10.8 pages), 4 sources, APA, $ 80.95
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Abstract
This paper examines both sides of the issue surrounding the ethical and moral righteousness of excessive monitoring in the workplace. The paper describes the policy that is in effect for most companies regarding workplace monitoring and takes a look a California law on this issue. The paper also describes the different types of workplace monitoring that can occur and takes a focused look at the biggest source of controversy, which is related to the ethical morality of computer monitoring and whether or not employers have a right to monitor electronic mail systems within the workplace. A case study of a lawsuit on this subject is appended to the paper as well.
From the Paper
"In most situations, unless a company policy specifies otherwise, an organization may ?listen, watch and read most of your workplace communications? (CAN, 2003). This includes phone calls at work. Employers may choose to monitor calls with customers and clients in an effort to gain an adequate evaluation of quality control (CAN, 2003). Such monitoring is purposeful in nature and well within the guidelines of professional ethical standards. Many employers have established policy guidelines that specifically inform employees of the situations and circumstances under which their communications may be monitored."
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IT Surveillance in the Workplace, 2008.
A research paper examining the argument that surveillance results in negative impacts to both the quality and quantity of work of employees who are under electronic surveillance.
17,236 words (approx. 68.9 pages), 153 sources, APA, $ 249.95
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Abstract
This research paper attempts to ascertain whether the pervasive workplace monitoring in today's businesses and organizations is effective in nature and whether this pervasive monitoring of employees is really needed and furthermore the ultimate driver of this surveillance. It concludes that findings have shown that stress, high tension, headaches and extreme anxiety as well as depression, anger, severe fatigue and musculoskeletal problems are derivatives of the impact of electronic surveillance in the workplace. While employers do have the right to conduct monitoring in the workplace and this certainly has been the case in historically and traditionally, there are considerations of the employer and laws and regulations that are necessary to ascertain information on the part of the manager in order to be in compliance on the part of the organization.
Outline:
Introduction
Statement of the Problem
Purpose of the Study
Significance of the Study
Methodology
Literature Review
Summary of the Literature Review
Findings of the Study
Recommendations
From the Paper
"The work of Patrick W. Schmitz entitled: "Workplace Surveillance, Privacy Protection, and Efficiency Wages" published in the Labor Economics journal (2004) states that workplace surveillance technology is infiltrating the employee's daily environment. It has been estimated that in the United States more than twenty million workers were subject to electronic monitoring in 1993 that companies spent more than $1 billion on monitoring software in 1996, and that by now 80 percent of US corporations keep their employees under regular surveillance." This is stated to be accomplished through the use of "...video cameras, telephone taping devices, and computer monitoring systems." (Schmitz, 2004) This is not all, in addition, email and voice communication may be archived and searched as well as can keystrokes and it is even possible for employers to "track the amount of time employees spend away from their computers." "
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Monitoring Employee Internet Use, 2007.
An argument describing the reasons why monitoring employee Internet use in the workplace, is necessary.
964 words (approx. 3.9 pages), 3 sources, MLA, $ 34.95
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Abstract
This paper presents an exploration of the employee-Internet privacy question. The writer examines several common issues that are currently being seen due to access to the Internet in the workplace. It argues that because of employer liability and work productivity issues, it is necessary and acceptable to adjust employee privacy when it comes to the employee's work computer and the Internet.
Table of Contents:
Abstract
Body
From the Paper
"Courts across the nation have witnessed cases in which companies have been sued because an employee alleges he or she was harassed through company email, and the company did nothing to stop it."
"Whether the victim was sexually harassed, or sent jokes that clashed with his or her religious or personal beliefs, there have been many companies sued for monetary damages because of the Internet activity of its employees towards each other. Because of this new and emerging lawsuit angle, it is important for companies to be able to protect themselves from such action by monitoring the Internet activities of their employees so that they can take immediate action if something is being done that shouldn't be."
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Privacy in the Workplace, 2008.
Looks at the way technology in the workplace is invading employee privacy and affecting employers.
4,145 words (approx. 16.6 pages), 6 sources, MLA, $ 111.95
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Abstract
This paper explains that technology is often thought to increase employees' productivity, simplify work and make workplaces better; however, technology in the workplace also robs employees of privacy and employers of profits when it is misused by employees. The paper points out that experts believe that a certain amount of investigation about and surveillance of employees is necessary to manage a successful business operation. The paper then explores how much investigation and surveillance is too much and how can employees protect their privacy in the workplace. In addition, the paper offers a compromise position, which balances employer needs against employee rights, to the benefit of both groups.
Table of Contents:
Abstract
Introduction
What is Personal Information and Privacy?
Employee Point of View
Advantages for Employees
Disadvantages for Employees
Negative Impacts on Workers
Employer Point of View
Why is Surveillance and Monitoring Necessary?
Surveillance can Increase Productivity
Too Much Surveillance can Hinder Productivity
What Types of Technologies are Available to the Employer?
How Can Employees Protect Their Privacy?
Common Ground
Conclusion
From the Paper
"Many employees are uneasy about this monitoring. They may wish to keep their financial situation private, or may not want the employer "to know their savings patterns" or that they are going through a divorce. Many employees are especially sensitive about their health information; a concern recognized by P.I.P.E.D.A., which outlines the types of health information it covers. Sexual orientation is another area some employees consider sensitive and wish not to disclose to the employer."
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Monitoring Blood Pressure, 2005.
A paper comparing blood pressure monitoring in the lower arm to blood pressure monitoring in the upper arm.
1,191 words (approx. 4.8 pages), 3 sources, APA, $ 40.95
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Abstract
This paper compares the use of a blood pressure cuff on the forearm, as opposed to the upper arm, for monitoring blood pressure. To make the comparison, the paper looks at a medical case where the blood pressure of a patient had to be obtained on an hourly basis in order to administer her required medication. The paper also reviews current literature about this method of measurement.
From the Paper
"A clinical case in which blood pressure was measured by placing the cuff on the forearm is N.L.; a 78-year-old widowed African American female from Memphis, TN. She is disabled and dependent on her two daughters, which she lives with, for most of her activities of daily living. N.L. was admitted to the intensive care unit at Baptist Memorial Hospital-Memphis on July 16, 2005 for hemorrhagic cystitis and respiratory distress. She has no known drug allergies. Past medical history includes congestive heart failure, hypertension, myocardial infarction, diabetes mellitus, right below the knee amputation, morbid obesity, and sleep apnea. She has also had a tracheotomy since 2003 to treat her sleep apnea. N.L. was treated for respiratory distress upon admission by mechanical ventilation with a mode of Assist Control and 40 percent oxygen, which she was weaned from on July 18, 2005. She was also placed on Dobutamine drip, July 17, 2005, at three micrograms per kilogram per minute for management of a secondary diagnosis, congestive heart failure. The administration of this drug requires hourly blood pressure measurements. Blood pressure was measured with the cuff placed on the forearm, because large sized cuffs were too small for her upper arm due to her existing state of morbid obesity. "
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Workplace Privacy, 2006.
A look at workplace privacy and whether employees really have a right to privacy in the workplace.
1,575 words (approx. 6.3 pages), 5 sources, $ 62.95
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Abstract
This paper discusses the fact that employees have expectations that they can communicate by phone or email without being monitored and that private offices and lockers will remain that way. The paper also discusses that, in spite of these expectations, most laws do not protect the employees' rights'; rather, they protect the right of employers to protect themselves from employee abuse.
From the Paper
"Most people believe that they have a right to privacy under the law, whether at home or on the job. For that reason, it is common for people to feel comfortable with the idea of sending personal emails or making personal phone calls while on company time. Despite these expectations, however, most employees are not entitled to complete privacy in the workplace. Rules do differ between public sector and private sector jobs, however, and workers do have some responsibilities in keeping the rights that they do have intact. Regardless of these expectations, or perhaps due to them, employees may be surprised to learn how little privacy they can expect in the workplace. Employee Expectations Employees seem to feel that they have certain rights to privacy in the workplace. They expect that they can communicate with other people freely, by phone or by email, without monitoring."
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Risk Monitoring and Tracking, 2005.
This paper discusses risk monitoring and tracking as part of risk management, especially for software project management.
4,000 words (approx. 16.0 pages), 6 sources, MLA, $ 108.95
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Abstract
This paper explains that the primary objective of risk management, a proactive measure also used in software risk management, is to provide insights to support informed decision-making by identifying, monitoring, evaluating and estimating various risks which might effect a project and then planning, tracking and controlling the process to eliminate or diminish the likelihood of these risks. The author points out that risk monitoring, an ongoing activity throughout the whole project, is the process of observing, supervising or controlling the activities of other tasks to assess the likelihood of a hazard and the impact that hazard might cause or has caused. The paper relates that risk tracking is a process which identifies both the status of the mitigation actions against the action plan and effectiveness of the mitigation itself, to evaluate a mark or succession of marks left by something that has been completed thereby focusing management's attention of high-risk, high leverage and critical success factors rather than swapping management reviews with lots of low-priority details. Chart and table included.
Table of Contents
Introduction
Risk Management
The Concept of Positive Risk
Risk Monitoring
Risk Tracking
Issues with Risk Monitoring and Tracking
Risk Monitoring and Tracking Tools
Comparative Analysis
Tips and Comments
Contingency vs. Backup Plans
Communication
Take a Look Back
Conclusion
From the Paper
"As a project manager, it is important to make sure that risk monitoring/identification leads to real action. Use risk monitoring/identification techniques to ensure that the teams are constantly identifying and mitigating risks. Risk management is a very sensitive issue, since it can have a negative impact on a project/work of many team members. It is human nature to try to avoid discussing problems making it difficult to motive the teams to be conscious of the risks. The same is true for monitoring of risks in the risk identification stage. Risks are never considered as positive, and no one really wants to do be the bearer of bad news...therefore as a project manager it is important to shift the team-culture so that risk identification can be looked upon as positive."
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Conflict in the Workplace, 2008.
Looks at conflict in the workplace including personal experiences.
2,250 words (approx. 9.0 pages), 8 sources, APA, $ 69.95
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Abstract
This paper explains that conflict is an unavoidable situation that all individuals will face in the workplace. The author points out that mismanaged or overlooked conflicts can lead to a poor work environment, which can hinder major projects and cause delays in employee output that ultimately affect the end users. The paper indicates that managers must constantly monitor a work environment and remain aware of changes that can potentially lead to conflict. The author concludes that, if conflict does arise, it must be handled during its infancy before it evolves into an uncontrollable dilemma.
From the Paper
"One particular supervisor comes to mind when I think about this issue and the outcome was far from desirable. The department was making a complete overhaul and switching from paper medical records to a complete online health information database. During the conversion process, the supervisor never addressed the issue of job elimination or layoffs, sparking horrendous hearsay throughout the department. Small, unattended conflict escalated into an uncontrollable dilemma; thus causing many seasoned employees to transfer and leaving the department in disarray."
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E-Mail Monitoring, 2004.
Questions the privacy rights of employees, using an article on e-mail and Internet monitoring as a source.
760 words (approx. 3.0 pages), 1 source, APA, $ 27.95
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Abstract
S.A. McEvoy's article entitled, "E-Mail and Internet Monitoring and the Workplace: Do Employees Have a Right to Privacy??, explores whether the monitoring of employee emails and Internet use is a violation of a person?s constitutional right to privacy. This paper analyzes the article and discusses the issue of email monitoring within the framework of constitutional rights.
From the Paper
"Is the constitutional right to privacy honored when it comes to workplace email? According to Mcevoy, most employees better think twice before sending private messaged at work using company email. Messages sent on most employers? equipment can legally be monitored. Many employers are purchasing e-mail security systems to monitor employees messaging while at work (Mcevoy, 2002). A study conducted by the American Civil Liberties Union estimated that more than 20 million workers in 2000 had their email communication monitored (Mcevoy, 2002)."
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Ankle Monitoring Devices, 2008.
A discussion exploring the efficacy of using ankle monitoring devices versus house arrest for juvenile offenders.
3,015 words (approx. 12.1 pages), 12 sources, APA, $ 88.95
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Abstract
The paper discusses the need for means of punishment other than incarceration and states there are several reasons for this, chief among them are economic. The paper continues and relates that other reasons concern whether the punishment (of incarceration) befits the nature of the crime. The paper then attempts to compare what the prognosis is for juveniles with ankle monitoring devices versus those who don't have to wear them.
Outline:
Problem/ Objective
Literature Review
History
Studies of Adult Electronic Monitoring as an extension of Juvenile Monitoring
Conclusion
From the Paper
"The use of electronic monitoring is not a recent phenomenon, though it has grown and become more formalized, becoming accepted throughout the United States and the rest of the world. The first electronic monitoring device was first developed in 1964. Ralph Schwitzgebel at Harvard University first designed the electronic monitoring system. William Hurd first conceived of the idea that it could be used for monitoring juvenile offenders. Here the juvenile offenders were not placed in their home environment but within the proximity of a repeater station, which probably housed the monitoring system. When an offender broke this curfew and moved outside the range of the repeater station, the "current" short circuited. This set off an alarm, which was the signal for the appropriate authorities to find the absconding individual."
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