Mary Oleniczak's Invasion Of Privacy

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

Using Facebook as a tool in learning about prospective employees beyond their resumes can be fast and efficient for employers. However, the presence of market failures in such practice has ethical implications.

and less private every day "…companies are also spying, on workers as well as on

When looking for prospective employees, employers do not enjoy rifling through Facebook pictures of obscene pictures and statuses with crude language. Bad behavior of employees, even off the clock, made public by social media

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

Nellie Mitchell, age 96, was well-known in her community because she had operated the same newsstand for almost fifty years. In 1990, defendant Globe International, Inc. published a story on the front page of its newspaper Sun with the headline SPECIAL DELIVERY: World's oldest newspaper carrier, 101, quits because she's pregnant! Even though the fabricated story was written about a woman from Australia, Mitchell’s picture, originally from an article published by Globe in 1980, was placed next to it. Mitchell first filed suit against Globe for libel. Then Peoples Bank and Trust Co., conservator of Mitchell’s estate, stepped in and filed an amended complaint against Globe for defamation and false light invasion of privacy. Globe’s defense was

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

In 1990, Tim Berners Lee invented the World Wide Web, since then a huge uprising in technology and social media has allowed us and others to invade the privacy of one another. Due to this massive growth, social media became widespread in today’s society, allowing easy access to people’s private information. Sadly, this information may be the reason someone is looked over after a job interview, because employers go through social media to evaluate a potential employee’s behavior. Is it a good thing for an employer to invade the privacy of a current or future employee, as a tool to evaluate ones character?

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

As technology changes the way we live, especially by making communication and transactions easier, the security of our personal information becomes an important issue if people are expected to trust the government, companies, and each other. Although scholars have provided several accounts of the importance of privacy, it still remains unclear how individuals view and value it. For the purposes of this essay, privacy is broadly defined as the controlled access to personal information or ideas. In this paper, I will examine Richard Posner’s article “Privacy, Surveillance, and Law” and Neil Richards’s paper “The Dangers of Surveillance.” Although both Posner and Richards begin with the same assumption that people fear public scrutiny, their different interpretations of this human nature lead to different conclusions. While Richards relates privacy to our fundamental rights so that he considers any surveillance dangerous, Posner’s belief that we value privacy as a possession that promotes other ends is more justified because it allows individuals to weigh the costs and benefits of surveillance.

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

Today, Americans are generally more politically and socially conscious than previous generations; we use social media in an array of ways, such as fighting for causes, making our personal opinions public, and connecting with other people with similar ideas. In some cases, an employer might support the beliefs and values a worker makes public on a profile, such as being involved in gay rights awareness marches, but there is also a much larger chance of an employer disagreeing with an idea and the employee being penalized for their private life activities. Even if a company is neutral on certain topics, the social media could easily lead to discrimination.There should not be an opportunity for scrutiny between an employer and an employee with opposite view points made public due to social media monitoring. Recognizing that social media monitoring is a possible inadvertent violation of laws that regulate discrimination on the basis of political preference, gender, and race, companies should step lightly if at all. The the possible damage done by bias to workers is endless, and the potential legal consequences for companies infringing on the privacy and rights of their employees are

Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information

Almost everyone in developed countries, during this day and age, has social media accounts. There are many platforms of social media including but not limited to: facebook, twitter, instagram, snapchat, myspace, linkedin, etc… And there are many reasons for using these social media platforms such as: keeping contact with old friends and distant relatives, meeting new people and sharing life experiences with people around the globe, or stalking that cute girl at work but never making contact. Among these reasons, and many more is the controversial topic of whether job employers should be able to use of social media to look up applicants. I believe job employers have a right to look up potential employees because doing so would allow them to