Pli workplace privacy in the year 2013 2013-6-13mkeane
Addresses privacy issues associated with hiring in a social media world, privacy issues associated with BYOD programs; employee privacy rights associated with off-duty activity including Facebook postings and activity protected by lifestyle laws.
Workplace Privacy and Employee Monitoring: Laws and Methodscmilliken09
As a final business project we were instructed to develop a business document with research and documentation on a subject dealing with business law. I chose to create a document about workplace privacy because it was an interesting topic to me. Understanding these laws and methods after writing this paper allowed me to fully understand the rights and actions that an employee/employer is liable for.
Pli workplace privacy in the year 2013 2013-6-13mkeane
Addresses privacy issues associated with hiring in a social media world, privacy issues associated with BYOD programs; employee privacy rights associated with off-duty activity including Facebook postings and activity protected by lifestyle laws.
Workplace Privacy and Employee Monitoring: Laws and Methodscmilliken09
As a final business project we were instructed to develop a business document with research and documentation on a subject dealing with business law. I chose to create a document about workplace privacy because it was an interesting topic to me. Understanding these laws and methods after writing this paper allowed me to fully understand the rights and actions that an employee/employer is liable for.
Social Media and Litigation are Outlining eDiscovery IssuesActiance, Inc.
Employees from all types of organizations, whether private or public sector, regulated or unregulated, are communicating via social media channels to conduct business, exchange information, and perform research. Now, due to the rapid adoption of social media in business, organizations and the legal community are trying to understand the preservation and production responsibilities around social media content in the context of civil litigation. This responsibility stems from the requirement that any channel through which individuals interact and express themselves may need to be reviewed for potentially relevant information in the eDiscovery.
Online Data Preprocessing: A Case Study ApproachIJECEIAES
Besides the Internet search facility and e-mails, social networking is now one of the three best uses of the Internet. A tremendous number of volunteers every day write articles, share photos, videos and links at a scope and scale never imagined before. However, because social network data are huge and come from heterogeneous sources, the data are highly susceptible to inconsistency, redundancy, noise, and loss. For data scientists, preparing the data and getting it into a standard format is critical because the quality of data is going to directly affect the performance of mining algorithms that are going to be applied next. Low-quality data will certainly limit the analysis and lower the quality of mining results. To this end, the goal of this study is to provide an overview of the different phases involved in data preprocessing, with a focus on social network data. As a case study, we will show how we applied preprocessing to the data that we collected for the Malaysian Flight MH370 that disappeared in 2014.
LAW 531 Effective Communication - snaptutorial.comdonaldzs23
For more classes visit
www.snaptutorial.com
Apply: Litigation Cost-Benefit Analysis And Enforceability of Arbitration Agreements
INSTRUCTIONS
Resources: Ch.3 and Ch. 4 of Legal
RIGHT PRACTICES IN DATA MANAGEMENT AND GOVERNANCEVARUN KESAVAN
This is the era of data revolution. Data is being traded as a commodity and has even been dubbed "the new oil". Almost 2.5 quintillion bytes of data are created daily, and that number is only going up. With this rapid proliferation of data, instances of data misuse are rising. Instant information sharing has both saved and endangered lives. These polar opposite outcomes have sparked debate on data management and governance, with many seeing regulation as a threat to business.
For example, Facebook's recent data breach, if found to violate the EU General Data Protection Regulation (GDPR), could cost them 4% of their global revenue (or $1.63 billion) in fines. This resonated as a warning shot to enterprises across the globe. As concerns grow, it will serve enterprises well to remember how valuable consumer trust is to them. That is precisely why the threat of punitive action could, in fact, be enterprises' biggest ally in this data revolution.
Artificial intelligence (AI) refers to a constellation of technologies, including machine learning, perception, reasoning, and natural language processing. While the field has been pursuing principles and applications for over 65 years, recent advances, uses, and attendant public excitement have returned it to the spotlight. The impact of early AI 1 systems is already being felt, bringing with it challenges and opportunities, and laying the foundation on which future advances in AI will be integrated into social and economic domains. The potential wide-ranging impact make it necessary to look carefully at the ways in which these technologies are being applied now, whom they’re benefiting, and how they’re structuring our social, economic, and interpersonal lives.
‘Digital natives’ are people who have access to all aspects of information and communication technology right from their childhood. They eagerly explore the astonishing potential of novel technology to revamp the world around them. Highly sophisticated skills are essential to face the challenges posed by interminable escalation of virtual interactive experiences. Harmoniously designed life skill education is the need of the time to tackle such crisis effectively. This study analyses specific characteristics of and issues in the life of digital natives. Also put forward certain practical suggestions to help structural and procedural modification for life skill education.
International Journal of Engineering Research and DevelopmentIJERD Editor
Electrical, Electronics and Computer Engineering,
Information Engineering and Technology,
Mechanical, Industrial and Manufacturing Engineering,
Automation and Mechatronics Engineering,
Material and Chemical Engineering,
Civil and Architecture Engineering,
Biotechnology and Bio Engineering,
Environmental Engineering,
Petroleum and Mining Engineering,
Marine and Agriculture engineering,
Aerospace Engineering.
Crowdsourcing & ethics: a few thoughts and refences. Matthew Lease
Extracts and addendums from an earlier talk, for those interested in ethics and related issues in regard to crowdsourcing, particularly research uses. Slides updated Sept. 2, 2013.
Moč in odgovornost države in civilne družbe (uvod, delo v skupinah), Konferen...AndragoskiCenterSlovenije
Konferenca GM 2015 Ljubljana
Gradimo mostove v izobraževanju odraslih 2015
Gradimo mostove u obrazovanju odraslih 2015
---
Moč in odgovornost države in civilne družbe
(prof. dr. Sabina Jelenc Krašovec, Ida Srebotnik in Špela Močilnikar)
---
http://pro.acs.si/gm2015
Social Media and Litigation are Outlining eDiscovery IssuesActiance, Inc.
Employees from all types of organizations, whether private or public sector, regulated or unregulated, are communicating via social media channels to conduct business, exchange information, and perform research. Now, due to the rapid adoption of social media in business, organizations and the legal community are trying to understand the preservation and production responsibilities around social media content in the context of civil litigation. This responsibility stems from the requirement that any channel through which individuals interact and express themselves may need to be reviewed for potentially relevant information in the eDiscovery.
Online Data Preprocessing: A Case Study ApproachIJECEIAES
Besides the Internet search facility and e-mails, social networking is now one of the three best uses of the Internet. A tremendous number of volunteers every day write articles, share photos, videos and links at a scope and scale never imagined before. However, because social network data are huge and come from heterogeneous sources, the data are highly susceptible to inconsistency, redundancy, noise, and loss. For data scientists, preparing the data and getting it into a standard format is critical because the quality of data is going to directly affect the performance of mining algorithms that are going to be applied next. Low-quality data will certainly limit the analysis and lower the quality of mining results. To this end, the goal of this study is to provide an overview of the different phases involved in data preprocessing, with a focus on social network data. As a case study, we will show how we applied preprocessing to the data that we collected for the Malaysian Flight MH370 that disappeared in 2014.
LAW 531 Effective Communication - snaptutorial.comdonaldzs23
For more classes visit
www.snaptutorial.com
Apply: Litigation Cost-Benefit Analysis And Enforceability of Arbitration Agreements
INSTRUCTIONS
Resources: Ch.3 and Ch. 4 of Legal
RIGHT PRACTICES IN DATA MANAGEMENT AND GOVERNANCEVARUN KESAVAN
This is the era of data revolution. Data is being traded as a commodity and has even been dubbed "the new oil". Almost 2.5 quintillion bytes of data are created daily, and that number is only going up. With this rapid proliferation of data, instances of data misuse are rising. Instant information sharing has both saved and endangered lives. These polar opposite outcomes have sparked debate on data management and governance, with many seeing regulation as a threat to business.
For example, Facebook's recent data breach, if found to violate the EU General Data Protection Regulation (GDPR), could cost them 4% of their global revenue (or $1.63 billion) in fines. This resonated as a warning shot to enterprises across the globe. As concerns grow, it will serve enterprises well to remember how valuable consumer trust is to them. That is precisely why the threat of punitive action could, in fact, be enterprises' biggest ally in this data revolution.
Artificial intelligence (AI) refers to a constellation of technologies, including machine learning, perception, reasoning, and natural language processing. While the field has been pursuing principles and applications for over 65 years, recent advances, uses, and attendant public excitement have returned it to the spotlight. The impact of early AI 1 systems is already being felt, bringing with it challenges and opportunities, and laying the foundation on which future advances in AI will be integrated into social and economic domains. The potential wide-ranging impact make it necessary to look carefully at the ways in which these technologies are being applied now, whom they’re benefiting, and how they’re structuring our social, economic, and interpersonal lives.
‘Digital natives’ are people who have access to all aspects of information and communication technology right from their childhood. They eagerly explore the astonishing potential of novel technology to revamp the world around them. Highly sophisticated skills are essential to face the challenges posed by interminable escalation of virtual interactive experiences. Harmoniously designed life skill education is the need of the time to tackle such crisis effectively. This study analyses specific characteristics of and issues in the life of digital natives. Also put forward certain practical suggestions to help structural and procedural modification for life skill education.
International Journal of Engineering Research and DevelopmentIJERD Editor
Electrical, Electronics and Computer Engineering,
Information Engineering and Technology,
Mechanical, Industrial and Manufacturing Engineering,
Automation and Mechatronics Engineering,
Material and Chemical Engineering,
Civil and Architecture Engineering,
Biotechnology and Bio Engineering,
Environmental Engineering,
Petroleum and Mining Engineering,
Marine and Agriculture engineering,
Aerospace Engineering.
Crowdsourcing & ethics: a few thoughts and refences. Matthew Lease
Extracts and addendums from an earlier talk, for those interested in ethics and related issues in regard to crowdsourcing, particularly research uses. Slides updated Sept. 2, 2013.
Moč in odgovornost države in civilne družbe (uvod, delo v skupinah), Konferen...AndragoskiCenterSlovenije
Konferenca GM 2015 Ljubljana
Gradimo mostove v izobraževanju odraslih 2015
Gradimo mostove u obrazovanju odraslih 2015
---
Moč in odgovornost države in civilne družbe
(prof. dr. Sabina Jelenc Krašovec, Ida Srebotnik in Špela Močilnikar)
---
http://pro.acs.si/gm2015
Хвостаті одні з найунікальнішших тварин світу. В процесі революції вони отримали багато значних перемін в своєму тілі, в зв'язку з виходом на сушу і взагалі вдосконалення від своїх пращурів.
‘Personal data literacies’: A critical literacies approach to enhancing under...eraser Juan José Calderón
‘Personal data literacies’: A critical literacies approach to enhancing understandings of personal digital data. Luci Pangrazio
Deakin University, Australia
Neil Selwyn
Monash University, Australia
Abstract
The capacity to understand and control one’s personal data is now a crucial part of living in contemporary society. In this sense, traditional concerns over supporting the development of ‘digital literacy’ are now being usurped by concerns over citizens’ ‘data literacies’. In contrast to recent data safety and data science approaches, this article argues for a more critical form of ‘personal data literacies’ where digital data are understood as socially situated and context dependent. Drawing on the critical literacies tradition, the article outlines a range of salient socio-technical understandings of personal data generation and processing. Specifically, the article proposes a framework of ‘Personal Data Literacies’ that distinguishes five significant domains: (1) Data Identification, (2)
Data Understandings, (3) Data Reflexivity, (4) Data Uses, and (5) Data Tactics. The
article concludes by outlining the implications of this framework for future education and research around the area of individuals’ understandings of personal data.
Seventeen pages of detailed comments are attached.
To briefly summarize. We argue that workplace injury and illness records should be made more widely available because releasing these data has substantial potential individual, research, policy, and economic benefits. However, OSHA has a responsibility to apply best practices to manage data privacy and mitigate potential harms to individuals that might arise from data release.
The complexity, detail, richness, and emerging uses for data create significant uncertainties about the ability of traditional ‘anonymization’ and redaction methods and standards alone to protect the confidentiality of individuals. Generally, one size does not fit all, and tiered modes of access – including public access to privacy-protected data and vetted access to the full data collected – should be provided.
Such access requires thoughtful analysis with expert consultation to evaluate the sensitivity of the data collected and risks of re-identification and to design useful and safe release mechanisms.
Running head EMPLOYEE WORKPLACE PRIVACY 1 .docxjeanettehully
Running head: EMPLOYEE WORKPLACE PRIVACY 1
Employee Privacy in the Workplace
gggggggggggggggggg
Florida State College at Jacksonville
EMPLOYEE WORKPLACE PRIVACY 2
When you go to work and walk through the doors of your employer, they can monitor
your activities without your knowledge. There are laws for federal jobs regarding employee
privacy in the workplace. However, there are no regulations that pertain to the private sector.
Frederick S. Lane (2003) revealed:
“In Schowengerdt v. General Dynamics Corp. … the privacy rights of an
employee at a secret weapons facility were not violated when the employer
searched his office, desk, and credenza. Specifically, the court found that the
employer had clearly warned employees that due to the sensitive nature of the
work being done at the facility, both scheduled and random searches would be
conducted. As a result, the Ninth Circuit said the employee had no reasonable
expectation of privacy” [emphasis added] (chap 10).
Some employees think it is a violation of their rights for employers to monitor their
activities while at work. DesJardins & Hartman (2011) noted the USA Patriot Act expanded
employer’s right to monitor employees at work. Employees do not fully understand their rights
to privacy at work, or the Fourth Amendment which prohibits unreasonable search and seizure.
Privacy can be defined as a human right not to violate someone’s personal space, or it can be
characterized as keeping personal information to oneself (DesJardins & Hartman, 2011).
When you are hired at an organization, human resources require personal information to
be documented. According to Lane (2003), Health Insurance Portability and Accountability Act
(HIPPA) require these records to be safeguarded by human resources because they may contain
sensitive medical information. This information may list medical conditions, medications taken,
drug test results, beneficiaries, and the next of kin. In addition, human resources will provide
newly hired workers with an employee handbook. Reading the employee handbook is essential
EMPLOYEE WORKPLACE PRIVACY 3
because it outlines company policies and goals, what is expected of the employee, and how to
handle certain situations. The employee’s handbook implemented by human resources should be
aligned with an organization’s objectives (Gerhart, Hollenbeck, Noe, & Wright, 2014). Along
with the employee handbook, human resources may present new hires with a monitoring and
surveillance disclaimer. This disclaimer allows the employer to monitoring employee activities at
work. Sometimes the issue of employee privacy begins years later when an employee becomes
absentminded about the disclaimer. The employee may get complacent, forget the disclaimer,
and begin to use the employer’s technology for personal reasons.
Today’s employers cannot be competitive in any industry without the use of techno ...
Profiling employees online: shifting public–private
boundaries in organisational life
Paula McDonald, Queensland University of Technology
Paul Thompson, Stirling University, Queensland University of Technology
Peter O’Connor, Queensland University of Technology
Human Resource Management Journal, Vol 26, no 4, 2016, pages 541–556
Profiling involves the collection and use of online information about prospective and current employees to
evaluate their fitness for and in the job. Workplace and legal studies suggest an expanded use of profiling
and significant legal/professional implications for HRM practitioners, yet scant attention has been afforded
to the boundaries of such practices. In this study, profiling is framed as a terrain on which employees and
employers assert asymmetrical interests. Using survey data from large samples in Australia and the UK, the
study investigates the prevalence and outcomes of profiling; the extent to which employees assert a right to
privacy versus employer rights to engage in profiling; the extent to which organisations codify profiling
practices; and employee responses in protecting online information. The findings contribute to a small and
emerging body of evidence addressing how social media conduct at work is reconstituting and reshaping the
boundaries between public and private spheres.
Contact: Professor Paula McDonald, Queensland University of Technology, PO Box 2434, Brisbane,
Qld 4001, Australia. Email: [email protected]
Keywords: profiling; public–private boundaries; social media at work; employee privacy
INTRODUCTION
T
he peer reviewed literature and popular media have reported the increasing use of
‘profiling’ by employers and HRM practitioners. Profiling, as defined in this article,
refers to the collection of online information, often via social networking sites or generic
search engines, for the purpose of evaluating prospective employees and monitoring current
employees with regards to their fitness for and in the job. Information gathered through
profiling which is of potential interest to employers includes inappropriate comments or text,
membership of certain groups and networks, communication skills, education, work history,
professional affiliations, interests and lifestyle choices (Kluemper, 2013; Whitehall, 2012).
Access to such information from employees’ online personas considerably extends traditional
forms of evidence derived from reference checks and criminal background searches. This is
because social exchange in an online environment which, although similar to traditional offline
communication in that social interactions take place and information is exchanged, involves
conversations which are preserved and subsequently accessible by others, including employers
(Clark and Roberts, 2010).
Profiling has significant legal, ethical and professional implications for HRM practitioners
(Davison et al., 2012), yet there has been relatively little discussion in the HRM literature its.
Paper #1Reasonable Expectation of PrivacyIn this discussion,.docxsmile790243
Paper #1
Reasonable Expectation of Privacy
In this discussion, we are asked about the reasonable expectation of privacy on government-owned equipment that has been issued to us. In my opinion, the government is actually in the right to search without a warrant the computer records and history of government employees. The Fourth Amendment prohibits unreasonable searches and seizures from both civil and criminal authorities (Lynch, 2006). I would argue that since the government owns the issued equipment then the government has every right to search that equipment. The Fourth Amendment protects an American citizen’s property from seizure and the privacy of that American citizen, but this equipment is not privately owned. Also, when an American citizen becomes a federal employee then the citizen should be held to the standards of the government. The government employee could also have access to sensitive material, in which that material if leaked, could cause serious and detrimental harm to the interests of the United States. In cases that involve an employee having access to sensitive material, then the federal government has every right to access the computer records of this person. Also, a phone issued out by the federal government should only be used for the government, and not for private use. I have a government computer issued to me. That computer is used for government business and was paid for by the government. In my opinion, the federal employee should not have a reasonable expectation of privacy on equipment that is issued by the federal government. The United States Supreme Court is still in the process of evaluating how the protections garnered from the Fourth Amendment fits into this digital age (Ferguson, 2020). In saying this, future court cases that take place in the digital age can eventually change the Supreme Court’s stance on privacy protections.
References
Ferguson, A. G. (2020). Structural Sensor Surveillance.
Iowa Law Review
,
106
(1), 47+.
https://link.gale.com/apps/doc/A648382109/AONE?u=tel_a_bethelc&sid=AONE&xid=084bdf7f
Lynch, M. (2006). Mere platitudes: the "Domino Effect" of school-search cases on the Fourth Amendment rights of every American.
Iowa Law Review
,
91
(2), 781+.
https://link.gale.com/apps/doc/A145338747/AONE?u=tel_a_bethelc&sid=AONE&xid=4dcacfe1
Paper #2
Rights of Employers to Monitor Employee Devices
Morrison and Bailey (2011) state that smartphones can now perform tasks formerly reserved for computers. These phones have tremendous processing hardware and significant memory capacity to run both productivity-enhancing and productivity-impeding software. These phones can take pictures, record videos, and support video conferencing. In short, these modern smartphones are capable of delivering and receiving vast amounts of information.
Given these phones' abilities, employers have a concern about the use of these phones in the workplace. Weisberg (2019) says that after the terrorist attack.
Toward Automated Reduction of Human Errors based on Cognitive AnalysisSherif Zahran
Following the immense development of cyber society where various activities including e-commerce take place,
the demands for security is rapidly growing. Among major
causes of security flaws is human error, which is unintentionally
caused by humans. To cope with that, we intend to build
a human error database that automatically develops further.
We conducted a survey on human factors and concluded that
the root causes of human errors are related to the internal
mental processes, and the cognitive-psychological methodology
is a feasible for the estimation of them. Based on that this
paper proposes a framework that consists of data collection
methods and data structure. It also explores the usability of
the data by presenting use cases of human error prevention
and incident handling.
DOES DIGITAL NATIVE STATUS IMPACT END-USER ANTIVIRUS USAGE?IJCNCJournal
Due to the increasingly online nature of business (e-commerce), it is essential to understand how end-users can be protected from malicious online activities such as malware. Several factors have been examined in the research on this topic. Digital native status was identified as a factor that has not been investigated thoroughly. This study examined how the security decision-making process is impacted by digital native status by looking at Protection Motivation Theory. Digital Native Status was investigated as a mediating factor in the PMT model. Intent to use antivirus was utilized as the protective measure. The findings indicate that digital native status does not mediate Fear. However, other factors, such as Fear, selfefficacy, and response efficacy, play a part in the intent to use antivirus. Conversely, the other constructs in the model, response-costs and maladaptive rewards, did not have a relationship with antivirus usage. Practically speaking, employers and eCommerce businesses could use these findings to identify factors that play into their end-user behaviors. These findings can be utilized to help guide training programs and professionals researching end-user behavior. These findings also suggest that future research should focus on factors other than age.
Integration of Bayesian Theory and Association Rule Mining in Predicting User...Editor IJCATR
Bayesian theory and association rule mining methods are artificial intelligence techniques that have been used in various computing fields, especially in machine learning. Internet has been considered as an easy ground for vices like radicalization because of its diverse nature and ease of information access. These vices could be managed using recommender systems methods which are used to deliver users’ preference data based on their previous interests and in relation with the community around the user. The recommender systems are divided into two broad categories, i.e. collaborative systems which considers users which share the same preferences as the user in question and content-based recommender systems tends to recommend websites similar to those already liked by the user. Recent research and information from security organs indicate that, online radicalization has been growing at an alarming rate. The paper reviews in depth what has been carried out in recommender systems and looks at how these methods could be combined to from a strong system to monitor and manage online menace as a result of radicalization. The relationship between different websites and the trend from continuous access of these websites forms the basis for probabilistic reasoning in understanding the users’ behavior. Association rule mining method has been widely used in recommender systems in profiling and generating users’ preferences. To add probabilistic reasoning considering internet magnitude and more so in social media, Bayesian theory is incorporated. Combination of this two techniques provides better analysis of the results thereby adding reliability and knowledge to the results.
Integration of Bayesian Theory and Association Rule Mining in Predicting User...Editor IJCATR
Bayesian theory and association rule mining methods are artificial intelligence techniques that have been used in various
computing fields, especially in machine learning. Internet has been considered as an easy ground for vices like radicalization because
of its diverse nature and ease of information access. These vices could be managed using recommender systems methods which are
used to deliver users’ preference data based on their previous interests and in relation with the community around the user. The
recommender systems are divided into two broad categories, i.e. collaborative systems which considers users which share the same
preferences as the user in question and content-based recommender systems tends to recommend websites similar to those already
liked by the user. Recent research and information from security organs indicate that, online radicalization has been growing at an
alarming rate. The paper reviews in depth what has been carried out in recommender systems and looks at how these methods could be
combined to from a strong system to monitor and manage online menace as a result of radicalization. The relationship between
different websites and the trend from continuous access of these websites forms the basis for probabilistic reasoning in understanding
the users’ behavior. Association rule mining method has been widely used in recommender systems in profiling and generating users’
preferences. To add probabilistic reasoning considering internet magnitude and more so in social media, Bayesian theory is
incorporated. Combination of this two techniques provides better analysis of the results thereby adding reliability and knowledge to the
results.
HUMAN RIGHTS IN THE AGE OF ARTIFICIAL INTELLIGENCE. This report is a product of Access Now. We thank lead author Lindsey Andersen for her
significant contributions. If you have questions about this report or you would like more information, you can contact info@accessnow.org.
Week 8 Quantitative Research DesignPrevious Next Instructio.docxphilipnelson29183
Week 8: Quantitative Research Design
Previous Next
Instructions
For this assignment, you will build on your assignment last week to further explore how you might examine your research problem using a quantitative methodology. Respond to the following questions:
· Please restate the research problem, purpose, and research questions you developed previously and incorporate any faculty feedback as appropriate. This week, be sure to also include hypotheses for each of your research questions.
· How might surveys be used to answer your research questions? What are the advantages and disadvantages of using surveys to collect data?
· How might you use an experiment or quasi-experiment to answer your research questions? What are the advantages and disadvantages of using (quasi)experiments to collect your data?
· It is also important to consider how you might analyze the potential data you collect and factors that could affect those analyses. Specifically, what are Type I and Type II errors? How might these impact your study? What is statistical power? How might this impact your study? What steps can you take ahead of time to help avoid issues related to Type I & II errors as well as power?
Be sure to use scholarly sources to support all assertions and research decisions.
Length: 5 to 7 pages, not including title and reference pages
Grading Rubric
Criteria
Content (4 points)
Points
1
State research problem, purpose, research questions and hypotheses
2
2
Discussed in detail the advantages and disadvantages of using surveys to collect data
1
3
Explained how you could use experiments or quasi-experiments to collect data for your study and the advantages and disadvantages of these designs
1
Organization (1 point)
4
Organized and presented in a clear manner. Included a minimum of five scholarly references, with appropriate APA formatting applied to citations and paraphrasing.
1
Total
5
Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards. Be sure to adhere to Northcentral University’s Academic Integrity Policy.
Upload your document and click the Submit to Dropbox button.
Running head: Numerical Data
Numerical Data 2
Assignment: Numerical Data
Shameka Jester
February 18, 2018
Northcentral University
Violations of individual rights have been a major issue in today’s society. Numerous stakeholders are fighting for social justice of persons, as well as protection of their individual rights. A key and fundamental right that has increasingly been violated is right to privacy, especially in the wake of the rapid advancement in technology (Grumbling, 2016). Although legislation has been established to address t.
Similar to Ethics Research Paper-Employee Surveillance (20)
Week 8 Quantitative Research DesignPrevious Next Instructio.docx
Ethics Research Paper-Employee Surveillance
1. Running head: ETHICS RESEARCH PAPER 1
Employee Surveillance – how elastic can rights be?
Irena Tsikaris
Baker College
2. ETHICS RESEARCH PAPER 2
Employee Surveillance – how elastic can rights be?
Introduction
According to an Academic article, retrieved from the ProQuest database, the statistics
about how employees manage their time while working “on the clock” is not very much in their
favor. “A recent survey of over 4,600 human resource managers and over 4,000 employees
indicates that approximately 65% of employees spend at least some work time on non-work
related Internet activity” (Sanders, Ross, & Patison, 2014, p. 1). The article further gives more
information about the kind of activity they perform: “Of those employees using social networks
sites, some 56% check their profiles during their typical workdays and 15% of this group spends
at least one hour a day browsing (Sanders et al., 2014, p. 1). With respect to the previous facts,
this paper further researches the issue, engaging relevant sources to elaborate on both opposed
approaches; on the side of the employers – they have all the rights to preserve company’s profits
and to protect it from any attempts to discredit and on the side of the employees – it’s a violation
of their privacy and the fact that they are on the pay roll does not give the company rights to put
them under surveillance. How elastic can really employees’ rights be and would they allow for
the employers to “squeeze in” regulation for random acts of surveillance?
Business interests vs worker privacy
With respect to the problem introduced above, most of the employers take two basic
steps: they monitor the email accounts of their employees and they block certain web- sites from
accessing. According to the following information published online: “Looking just at e-mail, a
1996 survey by the Society for Human Resource Management found that 36 percent of
responding companies searched employee messages regularly and 70 percent said employers
should reserve the right to do so” (Schulman, 2014 , para. 5). There is statistics available for the
3. ETHICS RESEARCH PAPER 3
other step as well: “In 2007 employers seemed to be highly concerned with inappropriate web
surfing and cyberloafing; 65% of the companies monitoring employees used software to block
inappropriate websites, up 27% from 2001. Inappropriate sites that are blocked by companies
include those sites with adult content (96%), games (61%), social networking (50%),
entertainment (40%), shopping (27%) and sports (21%)” (Sanders et al., 2014, p. 2). In addition
to this a company might decide to opt for a more radical option, called “behavioral monitoring”
thus monitoring all kinds of activity connected to the workplace. This will not necessarily be
implemented only for the lower level of employees, but also for the technical and managing staff.
In the era when there is video surveillance everywhere, it is not that hard to implement it; and
again there are two approaches to this, it can be done openly or secretively.
It is debatable exactly what portion of his/her privacy, if any, an individual should give up
upon entering a certain workplace. Some would argue that the right to privacy is a part of the
“respectful” treatment they are entitled to, given the fact that one of every company’s greatest
assets is – the human capital.
Monitoring software, privacy & law
The use of the Internet for private research or engaging in social media poses a huge
problem to most businesses. One concept would be that the company is allowed to acquire some
monitoring programs: “the number of ways these programs can monitor an employee is
astonishing and now that the monitoring software product market is maturing, it is possible for
any company to cheaply and easily use software to monitor their employees” (Bassick,
McNamara & Sullivan, n.d., Monitoring Employee Internet Use: The Rights Approach Section).
The concept of privacy is also strictly related to the topic and the notion is that Internet
means – “end of privacy”. As stated in the following citation: “There are two differences
4. ETHICS RESEARCH PAPER 4
between the Internet and the “real world.” First, unlike its physical counterpart, the Internet
records everything. Second, it allows for far easier, remote, access to what is going on and the
record thereof — either by the person-of-interest’s design, with her permission, or (unfortunately
frequently) otherwise (Morrison & Bailey, 2011, p. 91). Another concept is the legal one, and
this is where “employees have little recourse; the most relevant federal law, the 1986 Electronic
Communications Privacy Act, prohibits unauthorized interception of various electronic
communications, including e-mail” (Schulman, 2014 , para. 6). The legal concept is very well
covered in the following citation:
Because of constitutional considerations public employers have a greater burden to
protect employee privacy. The Fourth Amendment’s protection against unreasonable
search and seizure may include employee privacy of messages sent electronically on the
employer’s equipment. The Fourth Amendment, as applied to the states and
municipalities through the Fourteenth Amendment, protects the “right of the people to be
secure in their persons, houses, papers, and effects, against unreasonable searches and
seizures . . . .” Employees have Fourth Amendment rights only when they have “an
expectation of privacy that society is prepared to consider reasonable. (Sanders et al.,
2014, p. 3)
Solutions
One of the possible solutions that would take both standpoints into consideration is an
approach in which there will be some kind of surveillance in place, but the extent to which it will
cover the workplace activities will be “loosely” defined, allowing for consideration for the needs
of the employees. This kind of approach has already been implemented in Saratoga Systems in
California, where “Employees know they are being monitored, but they also know the company
5. ETHICS RESEARCH PAPER 5
respects their occasional need to take care of personal business from the workplace” (Bassick,
McNamara & Sullivan, n.d., Monitoring Employee Internet Use: The Rights Approach Section).
Another proposed solution would be, the company can implement any kind of
monitoring, as long as the employees are well-informed about this; thus being able to exercise
their “right to be told the truth”. This also means that every employee will be given some kind of
list of the websites that are allowed to visit during working on company time and those that are
not, unless self-explanatory. Many employers have found ways to protect themselves from
possible lawsuits for invasion of privacy by making signing a policy that entitles them this rights
part of the employment package. There are lately many cases in the “case law” in favor of the
employers, provided there is a signed policy in place. Such is the case ruled out by the Supreme
Court in favor of the employer Ontario, California police department. The employer had a policy,
“Computer Usage, Internet and E-Mail Policy” and the plaintiff, their lieutenant had signed it.
Sources
Bassick, M.., McNamara, T., & Sullivan, D. (n.d.). Employee Surveillance: An Ethical
Consideration. Retrieved from http://www.ethicapublishing.com/ethical/3CH6.pdf
This is a research paper published on the website of Ethica Publishing, which is owned by Leeds
School of Business at the University of Colorado, Boulder. The research is based on a number of
scholarly articles and publicatons, including journals and other sources from established
authorities in the field of Ethics.
Ghoshray, S. (2013). EMPLOYER SURVEILLANCE VERSUS EMPLOYEE PRIVACY: THE
NEW REALITY OF SOCIAL MEDIA AND WORKPLACE PRIVACY. Northern
Kentucky Law Review, 40(3), 593-626.
6. ETHICS RESEARCH PAPER 6
This is an article by Ghoshray Saby, published in 2013, in the Northern Kentucky Law Review
Academic Journal, focusing on the surveillance as opposed to employee’s privacy, which is
exactly what this paper will be dealing with. It examines the “privacy” zone of the employees
and discusses the applicability of the First Amendment.
Morrison, C. D., & Bailey, R. L. (2011). Employee Privacy Rights: Employer Monitoring and
Investigating Employees' Electronic Activities and Communications. Energy & Mineral
Law Institute, (32), 66-173.
The article by David C. Morrison and Robert L. Bailey was published in 2011 in Energy &
Mineral Law Institute Academic Journal and focuses on the electronic activities and
communications in the place of employment. It brings about the restrictions imposed on the
employers by regulation in the field of intellectual property.
Sanders, D. E., Ross, J. K., & Pattison, P. (2013). ELECTRONIC SNOOPS, SPIES, AND
SUPERVISORY SURVEILLANCE IN THE WORKPLACE. Southern Law Journal,
23(1), 1-27.
Another article published in Southern Law Journal, in 2013; its authors are Donald E. Sanders,
John K. Ross and Patricia Pattison. The article examines federal and state legislation regulating
electronic monitoring of employees in the U.S with respect to U.S. Constitution Fourth
Amendment rights. It also offers guidance for the employers for successful implementation of a
surveillance system.
Schulman, M. (2014). LittleBrother is watching you. Retrieved from
http://www.scu.edu/ethics/publications/iie/v9n2/brother.html
Meriam Schulman is an associate director of the Ethics Center at Santa Clara University. She
manages the communication, operations, and administrative activities of the Center and serves
7. ETHICS RESEARCH PAPER 7
on the Center's Management Committee. She also facilitates the Emerging Issues Group, which
brings Ethics Center staff and scholars together to discuss the ethical issues behind the news.
Discussing the arguments
Employers’ arguments in favor of the surveillance go anywhere from - they have to make
sure they get maximum productivity and high level of quality of their services, provided through
an undivided attention of their employees, to - an employee will use the social media to discredit
the company or a coworker and all that on company’s expense. It is a valid argument; moreover,
“such violations of compliance related to social media communication may not be easily
apparent to a supervisor, as it may only be identified either through tracking or through third-
party reporting” (Ghoshray, 2013, p. 602). Another very important argument on the side of the
employers is, they have to protect their stakeholders or the interest of protecting a third party.
Under stakeholders we would consider the customers, shareholders, suppliers, creditors,
neighbors to the workplace and others. Corporations are generally liable for their employee’s
behavior which kind of gives them the rights to monitor the workplace behavior. Any kind of
indiscretion on the part of the employees might directly affect some, if not all of the entities
stated above. These arguments are valid in favor of some surveillance being necessary to regulate
business activities.
Employees’ argument about invasion of privacy in the workplace is equally valid;
“Monitoring employee’s Internet use invades both physical and personal privacy. Regardless of
location or ownership of equipment, employees still possess these rights and by being placed
under such extreme scrutiny, they are being treated in an unethical manner” (Bassick, McNamara
& Sullivan, n.d., Monitoring Employee Internet Use: The Rights Approach Section). Some
employees argue that the whole idea is counter- productive because they spend time and energy
8. ETHICS RESEARCH PAPER 8
on finding a way to get around the surveillance procedures and take care of their personal
business, which is more time-consuming than if the resources were readily available to them. It
would be far more productive for the company to implement some kind of coaching approach
and train the employees on how to make ethical decision in the light on unrestricted personal
freedom on the workplace, instead of making them respond to rules and regulations. Some kind
of appreciation or reward system for their performance and an increased productivity might also
be more effective than simply applying restrictions.
Ethical theories applied
An application of Utilitarianism in search for the best solution would mean that we
should sacrifice the benefit of few for the benefit of many. In this case, the “invasion” of privacy
imposed on the employees will mean that they will be more productive in the workplace and they
will use more effectively their working hours. This is an input in the company’s overall success
that will benefit the whole society, as better products/services will be brought out to the market.
The enhancement of the company’s financial record will bring additional benefit not only to the
owners, but ultimately to the employees themselves. This will give a Paternalistic “touch” to the
applied Utilitarian theory, as the workers will be protected from themselves and their apparently
wrongful actions.
Kantian theory consists of two important points, as stated in our textbook. The first one
would be the “Golden rule”: “Kant says that we should follow those maxims (or ethical rules)
and only those maxims that we would want all persons to follow. This sounds a bit like the
“Golden Rule,” but it is intended as a test for universalizing, that is, for applying universally”
(Van Camp, 2013, p. 25). The second point “says that we should always treat all other persons
with dignity and respect in themselves and not as a mere thing to use for our own advantage”
9. ETHICS RESEARCH PAPER 9
(Van Camp, 2013, p. 25). If we make a discussion about his first point, the employers probably
should ask themselves how would they like the surveillance applied on themselves and someone
monitoring closely their activities in the workplace, and the second principle applied, will bring
about questions such as: “Are employees just a means for a company’s success or deserve to be
treated as ends themselves? This makes no surveillance justified under this approach, unless
some kind of individual rationale is in question or the employer really has a reason to suspect
that some of the employees is behaving unethically in the workplace, to the point that it really
interferes with the overall performance of the company.
Virtue ethics theory can also be applied, since privacy seems of little significance in the
eye of employers:
A company implementing this framework would rely on employees to conduct
themselves in an ethical manner. Based on character development, virtue ethics gives
employees the freedom to make their own decisions with the faith that their choices will
represent those made by a “good” person. Giving employees the ability to make their
own decisions may seem risky from management’s point of view, but evidence suggests
that this increased responsibility has increased morale and improved employer-employee
relationships. In fact, employees subject to surveillance have exhibited feelings of
decreased employer trust, increased stress, and subsequently decreased productivity.
(Bassick, McNamara & Sullivan, n.d., Monitoring Employee Internet Use: Philosophical
Models Section)
Elements of virtue ethics can be recognized in the modern trends some very famous
employers implement in their working environment, such as freedom for the employees to
organize their own time and activities, meaning they can even engage in a “leisure”, company
10. ETHICS RESEARCH PAPER 10
sponsored activities, while on the clock. This is with an intention of “unleashing” creativity, so
that not only the employee, but ultimately the company will benefit from that. Some of the
employers along this line are proven successful companies: Google, Facebook, SAA and others.
So, we not only speak of absence of classical surveillance, but total discretion for the employee
and their workplace activities. This would be in accordance with the Kantian reasoning, but is
not in conflict with the Utilitarian one as well, as we all know that many people, on many levels,
obviously benefit from successful companies like the ones stated above.
Recommended policy
A solution which would be a compromise is: a surveillance in place, but well thought out,
so that the workers can give up the exact portion of their privacy to account for the benefits of
being an employee of that certain company. Another aspect is fairness and honesty on the side of
the company, which will inspire same kind of response on the part of the workers. Any over-
excessive or too personal surveillance will directly violate workers’ rights as per the Kantian
theory and it is subject to debate whether it can still be justified under the Utilitarian approach.
The most popular and efficient approach would be the one under “virtue ethics” and more and
more companies decide to follow that line. It is an unconventional approach and is strongly
related to motivation (motivation is introduced as a prerequisite to releasing creativity).
Motivation itself is induced through self-determination and autonomy and this is one of the basic
rules in psychology. Given the fact that motivation further leads to creativity, makes it clear why
lack of motivation is one of the biggest problems, especially for companies producing
“sophisticated” and intangible goods. Surveillance and monitoring could never mitigate this nor
can a financial satisfaction always work. This moreover makes the approach under “virtue
ethics” justified not only in terms of privacy rights and good ethical standards, but all these and
11. ETHICS RESEARCH PAPER 11
then - an increased productivity. Of course this might not make sense in all kinds of
environments and job positions, but is certainly worth considering; we tend to behave much
better when we apply our own moral judgements then when we are simply asked for or even
forced to follow the rules.
12. ETHICS RESEARCH PAPER 12
References
Bassick, M.., McNamara, T., & Sullivan, D. (n.d.). Employee Surveillance: An Ethical
Consideration. Retrieved from http://www.ethicapublishing.com/ethical/3CH6.pdf
Ghoshray, S. (2013). EMPLOYER SURVEILLANCE VERSUS EMPLOYEE PRIVACY: THE
NEW REALITY OF SOCIAL MEDIA AND WORKPLACE PRIVACY. Northern
Kentucky Law Review, 40(3), 593-626.
Morrison, C. D., & Bailey, R. L. (2011). Employee Privacy Rights: Employer Monitoring and
Investigating Employees' Electronic Activities and Communications. Energy & Mineral
Law Institute, (32), 66-173.
Sanders, D. E., Ross, J. K., & Pattison, P. (2013). ELECTRONIC SNOOPS, SPIES, AND
SUPERVISORY SURVEILLANCE IN THE WORKPLACE. Southern Law Journal,
23(1), 1-27.
Schulman, M. (2014). LittleBrother is watching you. Retrieved from
http://www.scu.edu/ethics/publications/iie/v9n2/brother.html
Van Camp, J.C. (2013). Ethics (1st ed). Boston, MA: Cengage Learning.