EthicalIssues In The Workplace
EthicalIssues In The Workplace
Inthe modern business world, business organizations are adopting theaspect of ethical training which has in turn helped business ownersleadership and management team run an effective workplace.Organizations are appreciating the issue and the importance ofunderstanding what ethical issues business people face. The inceptionand adoption of Human Resource Management has become an essentialaspect in business and organization management. One of the majoraspects of HRM is providing a balance between an organization’semployees and the process towards the achievements of theorganizations goals and objectives. This is achieved throughmonitoring and supervision of the employees (Miller & Weckert,2000).
Everyorganization has a set of ways to monitor their employees promote,punish as well as making sure that the employees adhere toorganization rules and regulations set by the organization. Thispaper discusses the issue of workplace monitoring and privacyconcerns in an organization that has had an implication for humanresource. One of the major issues that have faced organizationsthrough their continued process of monitoring their employees is theissue of privacy and data security. Workplace monitoring has become acommon practice, however, it has brought along the issue of privacyconcerns as employees has over time been concerned about the safetyof their data as well as their privacy (Kaupins et al, 2012).
Effectsto the Employees
Workplacemonitoring has been used to monitor employee productivity. Monitoringhas led to increased productivity among the employees. Moreover, itensures employees effectively manages their time, hence is used inemployee performance reviews. In addition, employee monitoringensures employees are using workplace resources for business purposesand not for their private gains. However, despite its positive usageof the human resource department to ensure maximum employeeproductivity, it brings along increased concerns among the employeesabout their privacy within the organization (Kaupins et al, 2012).Employees are many at times been concerned with how much of theirprivacy is exposed through monitoring, the employers feel it’stheir right to monitor their employees, on the other hand, theemployees have felt, it’s within their right to have their privacy.This has in turn brought along different ethical approaches towardsthe issue of workplace monitoring and employee privacy.
Oneof the major approaches to solve the ethical issues related toemployee privacy is through the application of laws and regulationthat are set by the labor offices. Application of the law helps boththe employees’ and the organizations to know their jurisdictionwithin the issue of privacy. In addition, an organization shouldresearch federal, state and municipal labor and employment lawspertaining to worker privacy) laws help determine at what timeemployee privacy should be used. Another approach towards privacyissue is through communication between the employee and theorganization (Friedman & Reed, 2007).
Theorganization should let the employee aware how much monitoring isapplied in an organization. This would ensure that both parties areaware of the workplace monitoring systems in place. In addition, anorganization should develop workplace policy, which should beincorporated into the organization’s objectives and be known to theemployees. Another approach to solve the issues is through provisionof workplace ethics training to the workers. Finally, an organizationshould embark on applying organization’s policy reliably whenhandling workplace issues and employee concerns about workplaceethics and privacy issues (Büyük & Keskin, 2012). In summary,it has become the function of the HRM department to ensure there isproductive relationship between employees and the organization.
Büyük,K., & Keskin, U. (2012). Panopticon`s Electronic Resurrection:Workplace Monitoring as an Ethical Problem. TurkishJournal Of Business Ethics, 5(10),75-88.
Friedman,B., & Reed, L. (2007). Workplace Privacy: Employee Relations andLegal Implications of Monitoring Employee E-mail Use. EmployeeResponsibilities & Rights Journal, 19(2), 75-83.
Miller,S., & Weckert, J. (2000). Privacy, the Workplace and theInternet. JournalOf Business Ethics, 28(3), 255-265.
Kaupins,G., Reed, D., Coco, M., & Little, A. (2012). Human ResourceProfessional, Ethical Perceptions Of Organizational OnlineMonitoring. InternationalJournal Of Business & Public Administration, 9(3),1-14.