Advantages And Disadvantages Of Tracking Employees

once again brought to light the various concerns and complaints that this contentious area inevitably generates.  The idea of monitoring employees’ conversations has a certain Orwellian darkness that encourages accusations of privacy invasion and corporate spying.  Indeed, some companies have taken this too far – some reportedly even requesting their employee’s Facebook login details.  However, by and large the concept of employee monitoring – when done appropriately – seems to me to be relatively

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

Did you know that 58% of employers have fired workers for Internet and email misuse? And 48% justify employee video monitoring as an effort to “counter theft and violence?” According to the “2007 Electronic Monitoring & Surveillance Survey” of which 304 U.S. companies participated in, computer-monitoring results have led to the highest cause of employee termination. These companies used several tactics to eavesdrop on employees while claiming to be managing productivity or for security purposes. Some argue that surveillance is absolutely necessary to help protect and grow a business; others argue that employee and customer rights come first. However, companies that use such tactics often violate the privacy of individuals, exploit their private information and even punish those that do not conform to their standards.

Mindfulness has enjoyed its popularity in recent years. Several big companies have used mindfulness to adopted the firms with change of management (Aviles & Dent 2015). Coming from Buddhist psychology as its roots, with the combination from ancient Greek phenomenology, Naturalis’ thought in Western Europe and Humanism’s thought from America (Brown et al., 2007), Mindfulness reflected of how individual response and having awareness about present events (Quaglia, Brown, Lindsay, Creswell, & Goodman cited in Good., et al 2016). Moreover, the research on management also revealed from integrative framework that mindfulness has positive effect to individual hence will affecting positive outcomes to organization. Conventional stigma of how people see process of managing can only be developed by experiences diminished slowly because mindfulness could be learned with training. Nevertheless, Bruce (Cited in David and Hayes 2011) doubt that mindfulness has significant impact to employee’s task, goals and bond in the workplace. The author believes that mindfulness needs measurement to prove it works on the workplace. The reason behind his statement is mindfulness recognized only as self-reported and containing bias. However, having mindful manager will be very useful for organization as mindfulness is regarded as the central element of how individual, teams and organization worked simultaneously.

Holding professional supervision in this manor helps me to continually measure performance indicators given to me by the organisation to evaluate the success of a particular identified task or areas of work which the supervisee has direct impact on and responsibility for, monitoring these tasks allows me establish if the supervisee is progressing towards achieving his goals or identification of an area of potential improvement.

| It will track performance reviews and performance issues which will help to decide whether to offer an employee a promotion or a boost in pay

i. You must make judgement about the value of monitoring and managing employees. The benefits of performance management should be contrasted with the consequences of failing to manage performance

Performance monitoring can help identify lapses in productivity and eliminate the need to have people onsite. Edward E. Lawler, III points out in an article on the Forbes.com website that “the skills of managers are critical. With managers who can set meaningful goals, monitor performance results and provide feedback, remote working can produce good results. Without skilled managers, it will be a failure.”

It is important to monitor what employees are doing because the manager is the first line of defense when it comes to fraud. They are the ones around the employees and see their daily interactions.

So, employers are using a strategy, such as monitoring to ensure productivity in the workplace.

I would allow and encourage meditation in the workplace, I believe there are many benefits from meditation. For many of us work is a very stressful place, from dealing with unpleasant coworkers to the workload and due dates that is given. Giving employees a time to relax and distress from the things bothering them at work can be beneficial to all. The workplace would be a happier, more pleasant place to be and maybe people wouldn't dread coming to work as much as they do. It would increase communication and leadership skills, decrease absenteeism due to illness and also increase productivity. Taking a walk, listening to music, doing some stretching, engaging in prayer, controlling your breathing are all ways of easy meditation to do at work.

High self monitoring people is also better in performance rather than low self monitoring people. Supposedly, their performance in everything they do such as

Workplace surveillance has become a controversial issue in the workplace environment. The technological surveillance has developed as a necessity, it doesn’t only help in monitoring what the workers’ do, but it also helps to know how they do it. The modern technological development may have helped the employers’ to have an aerial view of the workplace environment, but it has created a controversy between the employees’ and the employer about the employees’ right to privacy being violated. The employees’ believe the act of workplace surveillance to be hateful that violates their right to privacy and liberties. The surveillance at the workplace often effects workers mental health, productivity, future success in their work and their relationship with the employer, despite being a necessity for the employers’ to protect themselves against the liability, many employers’ in the process of achieving efficiency through surveillance mistakenly ruin their relationship with their employees. The workplace surveillance is helpful in improving the performance of workers or it is contributing towards degrading the performance of workers and their work relationships.

helps employees to see the change effort. This reduces incorrect rumors concerning the effects of change in the organization.

Employers believe employees are taking advantage of the Internet while at work to access inappropriate websites such as shopping, gambling, pornographic material, and illegal downloading. Therefore, employers are searching for ways to reduce Internet exploring and increase work production, and remain within the state and federal guidelines (Young, 2011). To combat these issues, monitoring technologies are put in place to make employees more productive during company’s work hours. Monitoring technologies are classified as the use of computerized system that automatically collect, store, analyze, and report information about how an employee is performing his/her job (Wen, Schwieger & Gershuny, 2007). This helps companies to track their employee’s Internet movements, obtain detailed information (Wen, Schwieger & Gershuny, 2007), and protect the privacy of their company. In return, employers hope this will limit or eliminate employees from extensive use of the Internet.