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Stress Related Illness, 2008.
This paper discusses the effects of stress-related illnesses caused by various elements within the workplace.
1,378 words (approx. 5.5 pages), 4 sources, MLA, $ 46.95
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Abstract
In this article, the writer discusses the issue of stress-related illness cases experienced by an employee during his professional association with a company. The writer discusses legislation implemented with the intention of ensuring that people are not made ill by their jobs. The writer then looks at causes for mental stress within a company. The writer maintains that numerous studies have corroborated the strong inverse relationship that exists between unemployment and labor turnover rates. The writer concludes that this relationship extends to poor performers, who exhibit a much greater tendency to quit their jobs if external job opportunities are plentiful, and discriminatory practices are permitted.
Outline:
Introduction
Stress Generation: Work Place Discrimination
Racial Discrimination at Workplace
Workplace: Discrimination against Foreign Nurses
From the Paper
"The companies throughout North America have realized that their failure was attributed with the collapse of its supply chain system, the further investigation revealed that the failure of the supply chain system was associated with the flaws and irregularities reported within the system based upon discriminatory practices, it was observed that the poor implementation of the entire system was responsible for the debacle, therefore the company took the counter measures to subdue the impact of the system that was based upon the system of discriminatory practices, it was also observed that the lack of support and lack of coordination between the upper and lower category employees was also responsible for the failure, the failure resulted in the overall deterioration of the performance previously marked and achieved by the employees, the employees complained of discriminatory attitude and mental trauma which they experienced under the might of individual authority, whose actions deferred from the manifesto of the company. In some of the cases the mental stress was associated with the bullying and racial, sexual harassment from the employers against the employees of different culture and religion, which is the clear violation of the standard practices of merit. The stress and concerns were also built once the subordinates performed miserably, and the company suffered a major jolt, which shook up the entire team of the company. The company also observed increasing stress and mental illness associated with the proactive roles of the particular diversified unions within the system, and minor incidents of racial discrimination were reported, therefore the tensions prevailed because of the incorporation of the diversity within the workforce."
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Leisure Time in the U.S., 2008.
A look at how availability of leisure time in the U.S has changed.
940 words (approx. 3.8 pages), 4 sources, MLA, $ 33.95
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Abstract
This paper explains that, although most employees desire increased leisure time, present day economic and social conditions make this difficult. The paper points out that the fierce competition on the international market, combined with globalization and the constant search for improvement have forced managers to demand more work time. The result is increased pressure on the workers to work longer hours, hiring based on potential performance rather than the lure of job benefits, and the introduction of late retirement programs. The paper then discusses the food and beverage industry and the tourism industry and relates that significantly reduced leisure time for employees has created a demand for 24/7 availability in both industries.
Table of Contents:
Introduction
Subtopic 1 - Increased Pressure on the Employee
Subtopic 2 - Hiring Based on Performance Instead of Job Benefits
Subtopic 3 - Late Retirement
Implication Area 1 - Food and Beverages
Implication Area 2 - Tourism
Conclusions
From the Paper
"A more and more common feature of decreased leisure time is revealed in the form of late retirements. This generally occurs due to insufficient personnel and insufficiently trained new employees. As a result of these, managers prefer to hold on to their old and trustworthy employees. The late retirement program is generally carried on in collaboration between employee and employer in the form of a part time job agreement, but it can also take the form of a full time job contract."
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Human Resource Management, 2008.
Looks at human resources management (HRM) in public agencies.
1,080 words (approx. 4.3 pages), 5 sources, APA, $ 37.95
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Abstract
This paper explains human resources management (HRM) in public organizations by examining the 2003 Staten Island Ferry crash as if the author were the commissioner and wanted to avoid similar crashes in the future. The paper first defines a set of evaluative criteria to determine which HRM principles are the most and the least important. The paper then indicates the importance of the job related test, performance appraisal and merit and notes that equal opportunity employment and affirmative action are not as significant in preventing future crashes.
Table of Contents:
Introduction
Definitions
Criteria and Ranking
Conclusion
From the Paper
"Job Related Test- This is first on the list because it was discovered following the crash that the pilot was on heavy medications which caused him to fall asleep at the helm. Perhaps if job related testing was performed on a regular basis this individual's medical condition would have been exposed and he would not have been driving the ferry on that day. In addition, if job related testing had been conducted perhaps the two pilot rule would have been enforced and the crash would not have occurred because there would have been somewhere there to take over the controls."
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Coping with Job Stress, 2008.
A descriptive account of the problems of stress and how it is affected in a work situation.
1,445 words (approx. 5.8 pages), 10 sources, APA, $ 47.95
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Abstract
The paper defines the problem of stress and looks at how it is affected in the workplace. The paper then relates that, in spite of the difficulty researchers encounter in measuring stress and tracking the healthcare costs of stress, its negative impact on the work environment has long been recognized in business. The paper also relates that, despite the limitations of research about stress, the research has provided some insight as to what employment conditions create the most negative stress, and what types of stress employers should strive to reduce to optimize productivity.
From the Paper
"However, measuring stress can itself be a source of stress for researchers. A problem with measuring stress is "that it cannot always be seen," especially during its early stages when "most employees will suffer in silence. [Although] this does not mean that employers can or should do nothing," it may mean that a lack of response on the part of employers is not necessarily due to callousness fashion ("Stress in the workplace," 2007, Clarion, Ltd). It can be difficult for researchers to calculate the amount of stress workers experience at any one point in time, or over the course of a typical work day or year. Because the potential costs of work-related stress to an employer as well as the employee are so great, including the cost of absences, disturbances in production, creativity and competitiveness, reduced effectiveness of employees suffering from work-related stress, punitive legal fines if workers injure themselves on the job, and awards of damages from the courts arising from personal injury claims, employers often wish to reduce workplace stress and address its causes, but are not always able to do so nor measure its impact in a clear fashion ("Stress In The Workplace," 2007, Clarion, Ltd). "The price tag for indirect and direct costs associated with both undiagnosed and treated depression in North America is $60 billion, according to the Centre for Addiction and Mental Health in Toronto."
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Child Labor in a Global World Market, 2008.
An analysis of the exploitation of child labor in the global world market.
1,024 words (approx. 4.1 pages), 3 sources, APA, $ 36.95
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Abstract
The paper discusses the issues and age limits for employing child labor and highlights the situation in many third world countries. The paper also notes that American manufacturers have not advocated on behalf of the children being exploited, to help bring about changes that improve the lot of the children in foreign markets. The paper discusses the issues involved and concludes that, while there are no easy solutions to the problem, a world-wide social conscience by which to guide industry and consumers in advocating on behalf of the exploited children, is progress that could be meaningful to the future generations of children in these countries.
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From the Paper
"There is a gap that must be closed between the reality of child labor and the laws that govern the exploitation of children for purposes of labor in underdeveloped nations, and between the western perception of child labor and exploitation. The existing gap is one that has to be closed by acknowledging that it would not be a good idea to attempt to initiate a radical change in the child labor practices in third world countries. It must be acknowledge that child labor, at this point in the development of third world nations, is essential to the survival of the family unit. Also, that there will in fact be at least the current generation of children and perhaps one or two following generations of children that will not be well educated, or even educated at all, as a result of their exploitation for labor. However, it should be realized, too, that preventing them from working would not necessarily mean that these children would otherwise be educated. That is the first part of the gap that must be closed in the western perception."
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Race, Gender, and Work, 2008.
This paper analyzes the book "Race, Gender and Work: A Multicultural Economic History of Women in the United States" by Teresa Amott and Julie Matthaei.
1,630 words (approx. 6.5 pages), 1 source, MLA, $ 53.95
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Abstract
The purpose of this paper is to introduce and analyze the book "Race, Gender and Work: A Multicultural Economic History of Women in the United States" by Teresa Amott and Julie Matthaei. Specifically, it discusses why the analysis of women's work in terms of race, class, and history is essential to the study of contemporary work issues.
From the Paper
"This liturgy is repeated throughout American history through Chicana women, Black women, European immigrant women, and Asian women. White men created the societal rules, and women had to conform to them. In the contemporary workplace, these male-dominated rules still largely govern hiring practices and jobs available to women. This actually began in the 19th century when it became more common for people to seek wage-work rather than providing for themselves on a farm or other family business. Many men began to work outside the home, leaving the tending of home, family, reproduction, and other responsibilities to the women at home, of course unpaid. Most of the companies hiring men (and some single women) were owned by white male capitalists, who hired a majority of men in their factories and offices. Women that could not afford servants took on more responsibilities, while the entire American culture began to revolve around home, hearth, and the women who maintained this domesticity."
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Government Workplace Motivation, 2008.
Explores employee motivation at the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM).
3,655 words (approx. 14.6 pages), 8 sources, APA, $ 101.95
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Abstract
This paper describes the structure, mission, change and employee problems of the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM). The paper points out that, to motivate employees, it is essential to develop systems, which create environments where individuals can look at the many tasks ahead of them and be engaged and empowered, which is the clear key to motivation of the workforce, in and out of the public sector. The paper also points out that allowing government employees a stake in decisions by employing techniques, which stress employee engagement, enablement and integrity, is crucial.
Table of Contents:
Introduction
Statement of Problem
Review of Literature
Analysis
Solutions
Reflection
Appendix 1: CDC NCHM Leadership
Appendix 2: Key NCHM Activities
From the Paper
"Lastly, Trahant stresses the importance of fostering integrity, especially in the public sector, where much of the public opinion, with regard to bureaucratic integrity has waned as popular media frequently emphasizes integrity failings within the existing and past systems, marking it as the reason for countless misappropriation of funds, as well as in other failings to the public. Without this aspect of motivation, and the existence of high levels of integrity within the system there is a clear sense that the government will continue to be curtailed in efforts to provide public services."
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Non-Commissioned Officers (NCOs), 2008.
Looks at the rank structure and respect for non-commissioned officers (NCOs) in the U.S. Army.
1,010 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
The paper explains the origin of the non-commissioned officers (NCO) corps of the U.S. Army and outlines the nine categories of NCOs from corporal to command sergeant major. The paper relates that NCOs have the feel of the "pulse of the unit" because they work closely with the enlisted personnel. The paper also relates that the officers rely on the NCOs to get things done and maintain discipline among the troops. In addition, the paper asserts that even if the ultimate command and responsibility rests with the officer, the officer should heed the counsel of the NCOs.
From the Paper
"The Officers Corps of the United States Army or any military establishment for that matter is known as the "brain of the organization." It is where leadership and command responsibility at its ultimate is exemplified. Be it the lowliest officer candidate to the general officer, officers form the core not only of leadership and command but the overall management of the military structure as well. At the bottom rung of the "totem pole" are the enlisted personnel who form the bulk of the army or military organization."
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Case Study: The Nurses and the Union, 2008.
A look at why nurses working for Happy Trails are considering joining a union.
1,780 words (approx. 7.1 pages), 3 sources, APA, $ 57.95
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Abstract
This paper explains that the Happy Trails nurses believe that they need to join a union to improve their benefits and working conditions and to protect themselves from management shifting from higher paid nurses to lesser paid LPNs. The paper then points out several steps that are recommended for any group forming a union. The paper also makes suggestions to management on how to handle the situation. Lastly, the paper discusses labor practices relating to unionization that must be observed to remain within the law.
Table of Contents:
The Nurses
The Management
Labor Practices
From the Paper
"Employers can defend themselves against unionization to a degree by following rules allowing the employer to impose rules governing the solicitation of employees and the dissemination of information by and to employees. The employer may prohibit all solicitations by employees during working time and not during the employees' nonworking time, and the latter would include time when employees are on breaks. Employers also may put a stop to the distribution of literature by employees both during working time and in working areas, but the employer cannot do so not in nonwork areas, such as where the employees gather during breaks."
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Labor and Industrial Relations in South Africa, 2008.
A discussion of the impact of the unique political and socio-economic situation in South Africa on labor relations and human resource management.
771 words (approx. 3.1 pages), 8 sources, APA, $ 27.95
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Abstract
This paper examines how South Africa's unique cultural, socio-economic, and political situation imposes difficult challenges for labor relations and human resource management. The paper explains that since the end of apartheid, the country has faced the problem of how to bring about substantive equality, including economic equality. The paper then looks at how the new South African government eschewed the redistribution approach, and instead opted to implement systematic and sometimes extreme forms of affirmative action. The paper also points out that a good example of the affirmative action policies the new South African government put in place is the Black Economic Empowerment initiative (BEE), which was established with the Broad Based Black Economic Empowerment Act in 2004. The writer believes that this initiative is a good one from a human rights perspective. However, from a human resources point of view, the challenge of this situation must be that artificially speeding up the promotion of people who have been systematically denied good education for so long, creates a danger that under-qualified people will be in management positions. The paper concludes that the problem of providing adequate training for people who have for so long been excluded from management positions is likely the biggest current problem facing human resources managers, as South Africa continues to change towards becoming a normal society.
From the Paper
"However, despite such descriptions, this initiative does primarily aim to improve the economic lot of blacks - given that it is they who suffer most from inequality. It does this with measures such as legislation and regulation, which aim among other things to put more blacks in management. For example, there is the balanced scorecard, which assesses whether there is sufficient black ownership of companies, sufficient black senior management, sufficient black human resource development and employment equity, etc. These factors are imposed as codes on state bodies, public companies and foreign investment companies. How well companies do on the score card affects vital economic factors, such as whether they are awarded contracts (Alexander, 2004)."
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Requirements for a Motivated Employee, 2008.
A discussion on the requirements of employers and employees to provide a balanced and motivated work environment.
3,538 words (approx. 14.2 pages), 17 sources, APA, $ 99.95
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Abstract
The paper states that employers and employees have expectations from each other: Employers have standards of the type and nature of work that they can expect from their employees and the employee expects to be financially rewarded so as to maintain his standard of living. The paper concedes that a good relationship is achieved only when these needs are balanced and there are no perceived discrepancies. Further, the paper continues that employers hire individuals based on the skills and the capabilities that they can bring to complete a given task, with the understanding that an individual who is constantly growing and developing, is an asset for both the company and society as a whole.
Outline:
Discussion
The Role of Organizational Culture and Structure
Effectiveness of Performance Management and Appraisal System
Conclusion
From the Paper
"Different organizations use different methods to evaluate employee performance and determine how rewards are handed out. Some of the factors that are evaluated at the employee review stage are--knowledge of work, quality and quantity of work performed, cooperation and team involvement, problem solving, communication, problem solving and attendance and punctuality. The goal of conducting a review is to judge in an un-biased manner if the performance of the employee matches the goals and objectives of the organization.
Organizations use performance measurement in different arenas--from financial planning to contingency planning and management to quality issues. (Presswire, 2004) Performance measures can be used by organizations to understand and analyze the issues facing the organizations and provide viable solutions for the issues. (Barrington, 2004) A brief review of some of the most common performance review methods are discussed below along with the effectiveness and the shortcomings of this concept in general."
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Empowerment, 2008.
An examination of what empowers employees to do the best they can for their company.
1,522 words (approx. 6.1 pages), 10 sources, APA, $ 50.95
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Abstract
This paper discusses the importance of employee empowerment to the growth and success of today's organizations. The author explains that empowerment begins with management and then discusses ways in which managers can motivate and empower employees. The writer concludes that improvement in people management requires more research to be conducted on how to motivate the motivators and empower those who are supposed to empower.
From the Paper
"Most employees who come aboard a company have already been with another organization. Therefore, they are not starting out without any power. A company must find ways to build on the empowerment that people already have achieved. In this case, employers do not have to instill power, but rather eliminate the barriers of fear, negativity and exclusivity that prevent their people from practicing self-determination. Fear removes the employees' self-assurance, negativity eliminates their self-worth and inhibits the desire to pursue challenging tasks and exclusivity or authoritarianism and secrecy blocks work participation (Geisler, 2005; Sherman, & Hadjian, 1995). In many cases, employees have already gained their own personal power through past success and struggles. Organizations need only ensure the culture and work processes are free of barriers that cause powerlessness."
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Alternative Dispute Resolution, 2008.
A look at the role mediators can play in employee dispute resolution.
1,052 words (approx. 4.2 pages), 4 sources, APA, $ 36.95
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Abstract
This paper illustrates how effective in-house or outside mediators can be in resolving disputes between labor and management in large organizations. The paper specifically focuses on the dispute between General Motors and the United Auto Workers regarding the generous pensions and health care settlements to retirees and current workers that were bankrupting the firm. The paper explains the resolution that was worked out between the two parties and notes that, as a result of the mediation process, it was revealed that the two parties had more in common than might be originally perceived, as both GM and the UAW knew that if GM had to declare bankruptcy, GM's workers would lose even more.
From the Paper
"During the one recent example of very public labor negotiations between General Motors and the UAW, GM told the representatives of the United Auto Workers union that generous pensions and health care settlements to retirees and current workers were bankrupting the firm. Although the UAW resisted, GM threatened that if the company went bankrupt the suffering of working and retired GM employees would be even greater, as they would lose everything. Eventually, under a deal conducted through formal, mediated negotiations the union agreed that GM's health-care costs for union members, retirees and their families would be increased, and employees agreed to pay more for their health care and benefits, in exchange for an agreement with GM that kept some of the original benefits intact. "
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The Current Nursing Shortage in Canada, 2008.
An analysis of the issues that contribute to the current nursing shortage in Canada.
814 words (approx. 3.3 pages), 6 sources, APA, $ 28.95
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Abstract
This paper discusses the current nursing shortage in Canada. It looks at the issues that contribute to the nursing shortage, such as low pay, poor working conditions and a serious lack of resources. The paper focuses on the issues of recruitment and retention and why these have become problems for the nursing profession. Lastly, it suggests some solutions to improve the current crisis.
Table of Contents:
Introduction
Issue
Historical Perspective
Current Status
Solutions
Conclusion
From the Paper
"The prognosis for the nursing shortage is that it will become much worse while Canada's population is beginning to age. The two issues that need to be addressed are retention and recruitment through multiple changes. Meanwhile, there are positive developments such as the RNAO initiative which will ensure work for every current nursing graduate because of $89 million in funding for 4,000 graduates and similar funding in future years (RNAO, 2007). Such changes indicate that nurses can effectively address the nursing shortage by being assertive and advocating for their profession."
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Making A Difference, 2008.
An outline of methods that may be employed to encourage community service amongst the youth.
1,008 words (approx. 4.0 pages), 1 source, MLA, $ 35.95
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Abstract
The paper describes the thoughts and actions of the writer whose aim it is to and encourage community service amongst his peers. The many techniques that one may employ to do this are described with examples to exhibit how the writer intends to achieve his goals. The paper continues with methods in which youth can participate and benefit by assisting the underprivileged and "making a difference."
Outline:
Introduction
Reframing my assumptions
Benchmarking
Brainstorming
Anticipating potential earthquakes
Conclusion
From the Paper
"Each of us has assumptions we make about the world, different cultures, societies, and our workplace, to name a few. There are certain things we are aware of that we have a personal or stake in, however, we may miss other important opportunities by being overly self-reflective. "Reframing, then, is a process of thorough, active, practical analysis and implementation of leadership theory" (Telford 15). It is the process of taking those assumptions and finding differences and opportunities that will actually make a significant difference. Taking those assumptions and reframing them is reflective, however, it is aimed outward and not solely toward the self. The 15% principle is part of this reframing method and represents the goal of making a major difference by at least 15%. It is a source of incremental, yet transformational change that can lead to new and exciting action opportunities."
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IKEA Case Analysis, 2008.
This paper analyses IKEA's ongoing struggle to prevent its suppliers from using child labor and discusses recommendations for positive change.
1,683 words (approx. 6.7 pages), 1 source, MLA, $ 54.95
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Abstract
This paper is an analysis of IKEA's struggle with suppliers to prevent child labor. The first child labor accusations directed at IKEA came in 1994, however, although IKEA has designed a code of conduct, internal controls, and third-party audits as a way to abolish child labor in its supply chain, this paper states that IKEA's suppliers are still employing child workers. Specifically, the paper discusses Venkat Industries' recent failed audit in which it violated occupational safety measures, mandated overtime, and was using child labor. Furthermore, the paper asserts that Kaisa Mattson, the head of compliance in south Asia, is faced with the decision as to whether or not to terminate Venkat Industries. Either decision carries new issues for IKEA involving its profitability, reputation, and whether it should continue its efforts to manage child labor, which this paper also goes on to discuss.
Outline:
Economic Factors
Non Economic Factors
Alternatives
Recommendations
From the Paper
"IKEA also faces the dilemma that its code of conduct clearly states that child labor will not be tolerated. Other suppliers have been terminated for substantiated cases of child labor in the past, and being more lenient with Venkat shows that the IWAY Code of Conduct doesn't apply for every company. Terminating the working relationship with Venkat Industries gives a strong message to IKEA's other suppliers: if it will terminate a major supplier on grounds of child labor, no companies are safe.
"IKEA has an internal standard it must uphold to sustain its reputation with employees and suppliers. Job 9 and the IWAY have been clearly described to employees and suppliers. These are objectives the company with which needs to remain consistent. Still, the education of employees and the public is also needed to ensure they understand IKEA's strong hand in eliminating child labor. The IWAY has led IKEA towards its current involvement in the fight against child labor, which therefore puts IKEA in a position to terminate Venkat Industries."
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Human Resources Strategy, 2008.
This paper looks at the importance of human resources strategy and different relevant options available.
1,945 words (approx. 7.8 pages), 5 sources, APA, $ 61.95
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Abstract
In this article, the writer examines the importance of the human resources strategy and looks at the necessary steps to formulate such a strategy. The writer then discusses human resources (HR) strategy, how to align the HR strategy to the business strategy and why and how best to do this. Furthermore, the writer describes the need for scanning the environment, the challenges in doing so and also the environmental factors that impact an organization. In addition, the writer discusses the different aspects of HR planning that encompass job analysis, forecasting, demand for human resources in an organization and the internal and external labor supply in the same organization. Finally the writer looks at the strategic options available to meet the necessary shortages or excesses in the workforce. The aspects discussed in this section are downsizing and restructuring, mergers and acquisitions, outsourcing and strategic international human resources management.
Outline:
Abstract
Introduction
Importance of HR Strategy
Aligning HR with business Strategy
Environment Scanning
Evaluation of HR programs and policies
HR Planning
Job Analysis
Forecasting
Human Resources Demand
Labor Supply
Strategic Options
Downsizing & Restructuring
Mergers & Acquisitions
Outsourcing
Strategic International HRM
Conclusion
From the Paper
"In order to formulate an effective HR strategy it is essential to scan the environment the organization operates in. In this section we will be discussing the sources and methods used to scan the environment, the challenges involved, and environment factors."
"There are many different sources and methods that can be used to scan the environment. Publications, professional associations and professional consultants are some of the most popular sources used. Trend Analysis, Delphi Technique and Impact Analysis are some of the techniques that are very popular when scanning the environment."
"The inability to accurately predict the future is one of the main challenges of environment scanning. Isolating the critical from the insignificant is another challenge.
"There are many environment factors that can impact an organization. Some such factors are economic, technological, political, legislative, demographic, social and cultural factors."
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Age Discrimination and Downsizing, 2008.
Looks at the connection between age discrimination and company downsizing.
2,350 words (approx. 9.4 pages), 9 sources, APA, $ 72.95
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Abstract
This paper explains that, when downsizing in order to cut costs is considered necessary by a company's management, older employees and managers tend to be targeted for termination of employment in far greater percentages than younger employees and managers. The paper then points out that proving there is a connection between downsizing and age discrimination can be difficult to achieve in a court of law. The paper also explains that age discrimination can be concealed by offering other justifications for terminating employment. Examples of age discrimination law cases are cited with the paper.
From the Paper
"It requires courage, but older workers have to stand up for themselves when they are discriminated against. The worst thing to do is to remain silent. Remaining silent just condones age discrimination and encourages employers to discriminate in the future against other older workers who deserve better than to be cast aside. Workers who believe they have lost their jobs because of age discrimination should get in touch with the nearest office of the Equal Employment Opportunity Commission within one-hundred and eighty days."
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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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