Implanting RFID in Employees

1767 WordsFeb 17, 20187 Pages
Human capital is a corporation’s most valuable asset, and effective management of its resources is a primary concern of any business. Employers spend a considerable amount of time trying to decrease wasted time by their chief resource while effectively increasing productivity. Recently, management challenged us to suggest ways to use modern technology to covertly evaluate and quantifiably measure worker productivity. Because of the recent revelations of governmental overreach in spying on Americans disclosed by NSA contractor, Edward Snowden, the dichotomy between spying and privacy is front and center in the public’s consciousness. Surveillance programs do not solely exist in national security; surveillance techniques have been coopted by business to monitor and track employees. As George Orwell observed in 1984, “the consequences of every act are included in the act itself” (1949, p. 36). In 2007, a survey by the American Management Association and ePolicy Institute that 77% of employers engage in some form of electronic monitoring of employees (American Management Association, 2008). The reason for monitoring primarily consist of tracking employee productivity, legal compliance, and to help assist in performance reviews. Understanding how the fourth amendment guarantees individual privacy underscores the need for caution in advocating Radio Frequency Identification (RFID) technology in tracking onsite and offsite employees. RFID, about the size of a grain of sand, is a
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