Policies of the workplace

Creating an environment in which "Big Brother" is constantly on surveillance can incite discontent and paranoia in the place of work. It signals a level of distrust on the part of the management especially when it is done without employees’ consent. While the employer is using monitoring devices to keep track of employees' actions, some staffs feel that excessive monitoring is an invasion of privacy. I view tracking of employees through work-based or personal Network Sites as an access of personal information that may be subject to relevant privacy legislation in the jurisdiction. In my view, the monitoring is an overbroad reaction to the actions of a small proportion of employees. It has significantly contributed to an environment in which employees feel distrusted. In fact, it the monitoring is a signal of distrusts and is incongruent with an oriented culture that views employees as the main assets of the company.

Employers have a right to ascertain that the employees use company time and equipments effectively for purposes that may not damage a business’ reputation. In addition, monitoring employee Internet, telephone and e-mail use can be a vital tool for avoiding liability that may arise from the use of technology in the place of work. However, employees should be made aware subject to existing workplace policies and rules; they should be informed that their personal information can be collected, disclosed and used by the employer. The information could include postings and off-duty comments on social networks about place of work issues or other information that otherwise relate to the employer.

I am concerned about the current situation because it is affecting the employees’ performance and productivity. It has an effect on Workplace Morale of affected employees. When people feel that they are constantly being watched, they focus on potential actions that may lead to their dismissal rather than on the task at hand. Since some employees put in irregular hours or overtime in the place of work, it’s unavoidable that computers may be used for personal matters. There is a gray area that exists over whether possessions of a machine makes all that happens inside it property of the company. The practice will adversely impact on the company’s performance by the end of the financial period.

I recommend that we remediate the situation as soon as possible by implementing other alternatives to monitoring. For example, by developing a solid that provides staff with clear expectations on the employer's stand on personal time online at work. Such a policy can broadly forbid particular activities and site visitations without making workers feel like criminals. Moving forward, I recommend that the policy be communicated so that employees are made aware of the requirements. Use of progressive discipline with employees who violate the expectations is recommended. Managers and supervisors should be trained on how to establish and maintain the expectations and policies of the workplace. They should be trained to recognize when a staff might be abusing Internet time and sites at work. Rather than monitoring all employees, they should the selective monitor when they think a potential problem might exist.

We share a collective responsibility to ensure compliance with company’s policies and rules. For this reason, a culture of trust should be developed and maintained. Developing an environment in to enable employees to self-monitor is the most effective approach.

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