| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "WORKPLACE PRIVACY": |
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Workplace Privacy, 2003.
Proposes a new law called the Workplace Privacy Productivity Act to standardize workplace privacy.
920 words (approx. 3.7 pages), 4 sources, APA, $ 31.95
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Abstract
This paper proposes a new law called The Workplace Privacy and Productivity Act to standardize workplace privacy issues rather than having the courts resolve them on a case-by-case basis. The paper discusses balancing the needs of the organization with the needs of employees.
From the Paper
"Employees and employers have long struggled to balance the needs of the organization with the personal needs of workers. As employees work longer hours they may feel entitled to use the phones provided by the employer for ..."
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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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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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Workplace Privacy, 2007.
An analysis of the legal and ethical ramifications of employee testing and surveillance.
1,688 words (approx. 6.8 pages), 5 sources, MLA, $ 54.95
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Abstract
This paper discusses workplace privacy. It looks at the new and increasingly controversial ways in which employers can impinge upon an employee's privacy, such as drug testing, genetic testing and electronic surveillance. It then discusses, in detail, the legal and ethical ramifications of employers using these tools and how they can impact on the workplace.
From the Paper
"From the utilitarian standpoint, it is certainly imaginable that genetic testing, drug testing, and electronic surveillance might contribute to the overall good by increasing the output of various businesses. However, it is also imaginable that the negative aspects associated with these measures might detract from the total happiness of society: increased surveillance and the inability to use certain drugs might decrease employee contentedness; meanwhile, genetic testing might leave major subsets of society out of the economy and impoverished. Deontologically, people might take a stand for personal physical privacy as an innate moral good; yet, precisely what each deontologist might define privacy to be may vary. Consequently, some deontologists might think that workplace surveillance and drug tests are morally acceptable, while genetic tests are not. Others might organize their beliefs differently--all measures may be seen as morally unacceptable, for instance. Essentially, attesting to be either a utilitarian or a deontologist gives little indication of which way an individual might lean with respect to physical privacy in the workplace."
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Privacy in the Workplace, 2008.
This paper looks at the issue of workplace privacy and discusses trends in workplace surveillance.
1,194 words (approx. 4.8 pages), 4 sources, APA, $ 40.95
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Abstract
In this article, the writer discusses the issue of workplace privacy and the concerns that accompany this issue. Several individuals were interviewed via email for the purpose of this paper and their opinions are noted. Additional research regarding workplace privacy and future trends in workplace surveillance are discussed in detail. The suggestion is made that existing legislation regarding employee privacy protections are insufficient and clearly weighted towards the employer.
Outline:
Abstract
Interview One-HR Administrator
Interview Two-IT Administrator
Additional Research Related to Workplace Privacy
From the Paper
"Additionally, as technology continues to advance and new and novel ways of monitoring employees are conceived, the threat to workplace privacy seems certain to crossover directly to employees' personal privacy domains. One example of such new technologies being gradually adapted to employee surveillance and monitoring is the use and application of radio frequency identification (RFID) technology. RFID technology is a radio enabled computer chip that is now in widespread use in the retail and foodservice industries among many others, which allows for more accurate and better types of data regarding products to be tracked and recorded by allowing easy reading and scanning of these products without ever being handled. While the use of RFID technology in the workplace might seem far-fetched and it certainly is not in widespread use by any stretch of the imagination, the fact that some foreign governments such as Mexico's judicial branch have implanted an RFID chip in some workers in order to control access to sensitive areas of its facilities should be alarming."
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Privacy in the Global Workplace, 2004.
A look at the issues surrounding privacy in today's workplace that have arisen from advances in technology.
1,164 words (approx. 4.7 pages), 5 sources, MLA, $ 40.95
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Abstract
This paper examines how privacy in the workplace is one of the most burning and charged issues nowadays and how it is widely discussed internationally. The paper also explores the topic of privacy in the workplace by stating that privacy is a basic and fundamental human right, which is of particular importance for Americans, since the right to privacy has always been central to their major liberties and freedoms. It discusses how the information age has initiated a paradigm shift in the sphere of privacy and how the contemporary meaning of this concept is much wider and more complicated. It shows how the existence of computer data banks makes it easier to store large amounts of personal information about the employees.
From the Paper
"The problem is not simply about storing information on PCs at work. Frederick Lane in his The Naked Employee: How Technology Is Compromising Workplace Privacy suggests a statistics that nearly half of all employers in the US review their workers' e-mails from time to time let alone the personal phone call, web-surfing and video recording. Lane also speaks about employers? using such technological developments as GPS monitoring of the cars belonging to a company or even infra-red ID cards for the location tracking. Keystroke loggers can be used to check every key pressed on a computer keyboard in order to control information that is typed and further deleted."
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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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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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Privacy Rights in the Workplace, 2006.
A look at the issues concerning ethics in the workplace.
996 words (approx. 4.0 pages), 3 sources, MLA, $ 35.95
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Abstract
The purpose of this paper is to introduce, discuss and analyze business ethics in the workplace. Specifically, it identifies a basic physical privacy right issue at Harrah's casino in Reno, Nevada. In July 2001, a Reno bartender filed suit against Harrah's, Inc., the worldwide casino gaming corporation, after she was fired from her bartending job. Darlene Jespersen had worked for Harrah's for twenty-one years as a bartender and in other areas of the casino for not complying to new dress rules. It discusses how the Jespersen case is a clear physical privacy rights issue and contends that individual should not give up the rights and ethics they believe in just so they can be employed.
From the Paper
"Jespersen's position is based on the deontological considerations that a business should take into consideration regarding employee rights. Morally, it is wrong to force an employee to do something they morally or ethically disagree with, especially after the company hired the employee. If a policy changes, there should be consideration for employees who have been employed for years and may not "fit" with the current policy. As Jespersen emotionally noted, the company could have grandfathered her non-adherence to the program before they took the step of firing her. That would have been the moral and ethical thing to do for a long-time employee. However, that was not an option, and it points to the rigidity of the corporation and its rules."
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Email Privacy in the Workplace, 2001.
Discusses the topic of an organizations liability concerning employee abuse of email systems in the workplace.
3,529 words (approx. 14.1 pages), 12 sources, $ 99.95
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Abstract
This paper addresses the question of whether the legal profession is justified in holding UK organisations liable for employees abuse of electronic mail systems in the workplace.
From the Paper
"Should an employer be deemed liable for e-mail messages written by one employee, and sent to another employee, without the employers knowledge or consent, this has begun to happen over the past few years. Employers are finding themselves facing spiralling legal costs when employees sue for sexual or racial harassment. UK governments have been reluctant to lay down laws with respect to electronic communications and employees rights in the workplace, inevitably this has led to an increase in cases brought against employers. Organisations are beginning to fight back, with covert monitoring of personal e-mail sent by employees. Recent legal cases are reported and particular attention is paid to both employees and employers perspectives, with consideration to relevant statute."
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Employee Privacy, 2005.
A paper on how the lack of privacy in the workplace encourages contempt.
1,348 words (approx. 5.4 pages), 6 sources, APA, $ 45.95
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Abstract
This paper begins with a discussing and acknowledging some of the legitimate reasons that businesses have for monitoring the workplace and then takes a look at why too much monitoring, or monitoring in workplaces that have not traditionally been monitored, may have more deleterious effects instead of beneficial ones.
Thesis/Introduction: Lack of Privacy in the Workplace Encourages
Contempt.
Legitimate Limits
Economic Reasons for Supervision
Reasons of Inter-employee, and Employee-customer Safety
Reasons of Performance
Definition of Excessive Supervision/Invasion of Privacy.
Examples of Excessive Supervision/Invasions of Privacy.
Legal Consequences/Ramifications.
Effects of Legal yet Employee-Perceived Insufficient Privacy.
Effects on Performance
Effects on Morale
Possible Psychological/Health Effects
Ultimate Employee Contempt Results From:
Illegal/Unethical Supervision and Invasion of Privacy.
Legal yet Excessive Supervision/Surveillance or What Employees View
as Excessive Invasion of Privacy
Conclusion: Employees View Invasion of Privacy with Contempt that Transfers to Contempt for Employers and Supervisors
From the Paper
"In today?s modern age, employers across the board have begun to resort to increasingly invasive methods to monitor the performance and behavior of their employees. Previously a realm of banks and retail establishments, employee monitoring has become the norm in most large and many small businesses -- aimed at everything from promoting employee professionalism, preventing theft and asset loss, reducing legal liability, improving productivity and customer service. However, like many things, utilizing the various (and increasing) methods of employee surveillance can also have significant and damaging effects upon the morale, and even performance of employees. Even worse, allowing legitimate surveillance to lapse into unfounded infringement upon employee privacy, legal or not, can cause nothing short of contempt within the workforce."
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Employee Email Privacy, 2002.
An analysis of the issues relating to email privacy in the American workplace.
3,650 words (approx. 14.6 pages), 19 sources, $ 133.95
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Abstract
This paper focuses on the issues concerning employee email privacy in the workplace in the USA. With the rapid intrusion of electronic communication in our lives, protecting our online privacy has become a major source of contention in the offices today. Employers often feel that they have a right to snoop, by checking all incoming and outgoing emails in order to make sure that no important data is being leaked out. But more often than not, this results in total violation of employee privacy rights.
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Drug Testing in the Workplace, 2007.
A review of an article written by Michael Cranford called "Drug Testing and the Right to Privacy: Arguing the Ethics of Workplace Drug Testing."
1,289 words (approx. 5.2 pages), 1 source, MLA, $ 43.95
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Abstract
This paper discusses issues related in an article written by Michael Cranford called "Drug Testing and the Right to Privacy: Arguing the Ethics of Workplace Drug Testing." The paper suggests that employers have two grounds on which to test employees - ethical (in case the employee becomes injured at work) and legal (the test does not infringe on privacy and drug use is costing the company money). The paper discusses these contentions in more detail.
Table of Contents:
One: The Problem
Two: The Issues Related To The Problem Addressed By The Article Three: The Implications Of The Article To All Parties And Society Ramifications If The Problem Is Not Addressed
Tangible Benefits Of Resolving The Problem
Four: Solutions Provided By The Article
From the Paper
"If the worker is indeed found to be taking drugs that impair performance, the fact that the company now knows about the drug abuse allows the company to provide "employer-sponsored counseling and rehabilitative measures" (although Cranford doesn't say how many companies would provide rehab versus simply firing the person). So, if there were no drug tests, the employee who is addicted, for example, would have continued using drugs had the test not caught the use and allowed the employer to help the user kick the habit. And moreover, knowing the worker is proven through verifiable testing to be a drug user protects the company from "wrongful termination litigation," if indeed the worker is fired and makes a claim against the company firing him or her."
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Privacy in South Korea, 2005.
This paper is a proposal for a quantitative research analysis of privacy issues in South Korea today.
16,840 words (approx. 67.4 pages), 128 sources, APA, $ 249.95
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Abstract
This paper explains that personal concepts of individual privacy are fundamentally different in the East from in the West, but there are certain commonalities about the human condition, which require a reasonable expectation for privacy in order for people to thrive and prosper. The author points out that, in their efforts to rebuild their economy, the South Korean government and South Korean people are drawing strength from many of the same factors. which motivated their impressive economic accomplishments over the last several decades. The paper describes a survey based on Pederson (1979) and Marshall (1974) scales as the instrument's framework and statistical analysis of the resulting data. Tables. Questionnaire.
Table of Contents
Introduction to the Study
Background of the Study
Statement of the Problem
Purpose of the Study and Research Questions
Theoretical Basis of the Study
Significance of the Study
Definition of Terms
Limitations and Assumptions
Review of the Literature
Introduction
General Concepts of Privacy
The Legal Tradition
Cultural Theorists
Privacy and Korean Culture
Background of Culture and Sense of Community
Attitudes towards Privacy
Current Privacy Theory and Technology
Attitudes towards Privacy
South Korean Government, Technology and Privacy
Privacy Indicators
Privacy in the Family
Privacy in the Workplace
Chapter Summary
Methodology
Introduction
Research Steps
Nature of the Study
Case Study Methodology and Research Approach
Ethical Procedures
From the Paper
"Two general but major theoretical orientations provide the basic foundation for the present investigation. These guide the cultural and philosophical theories that are described in detail in the following chapter. The first relates to cultural theory in general; the second pertains to personal privacy. With regard to culture, it can be said in the most general terms that culture is the most basic determinant of the wants and behaviors of individuals. Culture is an important idea because it deals with the way people live and approach problem solving in a social and organizational context. Those growing up in a given society quickly learn a basic set of values, perceptions, preferences, and behaviors unique to that culture. These concepts are learned through a process of socialization which involves the family, social group, school, and other institutions. Nevertheless, it is important to understand that different cultural theories continually surface as researchers learn increasingly more about culture and society. New perspectives give rise to new theoretical bases for assessing culture. Many early anthropologists conceived of culture as a collection of traits. Characteristics and behaviors were spread from one society to another. However, critics of this approach pointed out that the theory failed to explain why certain traits spread and others do not."
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Drug Testing in the Workplace, 2002.
Privacy and moral justifications for drug testing in the workplace.
900 words (approx. 3.6 pages), 1 source, $ 35.95
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Abstract
This paper takes the position that drug testing in the workplace is always coercive because the entire workplace is based on a contract. However, drug testing is justified under certain conditions.
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