Hashisho’s article “Employee Monitoring Ethical Issues” discusses employee monitoring and constant tracking of their activities using different technologies and techniques. The report draws a fine line between what is legal and ethical. Companies can cross the line and go too far, creating ethical issues for monitoring the employees. The basic facts of the title indicate that technology has made it easier for employers to monitor employees, which aims to optimize work performance. The employer may go too far when they collect personal data, lack transparency on the monitoring, and monitor employees after working hours (Hashisho, 2022). In this case, shareholders are persons in the business operations, including customers, executives, board members, suppliers, competitors, and even community members.
The writer faces the situation in the article by providing ethical monitoring practices. If monitoring starts from the top, the higher-ups realize the legal consequences of malpractice. Employers should be transparent with employees about the procedure and let them know they are evaluated regularly. Proper planning should be done to download software with minor ethical issues. I agree with how the situation was handled in the article.
Alternatives to handling the situation include that the employer needs to utilize software that enables workers to voluntarily turn on the tracker while working to ensure transparency of both the workers and the managers. The employer should help employees understand the need for monitoring and let them know the risks involved. To guarantee they always operate ethically, managers must also abide by national and state regulations on employee privacy. If employers and the monitoring system align with monitoring laws, there will not be any ethical issues in the workplace.
Reference
Hashisho, M. (2022). Employee monitoring ethical issues. Inside Telecom. Web.