Please construct a rough draft (1 page) with the information below
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I. Administrators require certain skills and must undertake significant internal and external obligations to manage personnel properly.
II. The capacity of a manager to understand shared tasks, build equitable work environments, and train subordinates in the art of supervision is critical to an organization’s success and employee satisfaction (Rehan et al., 2021).
III. Regardless of the support for Big Brother Monitoring, employees should have room to exercise their right to privacy.
The Debate on Micromanaging Employees
I. Based on financial, legal, or ethical grounds, individuals might argue for or against employee monitoring.
II. The productivity question is addressed in such arguments based on employee monitoring and its effects on product quality and quantity.
III. Gamal et al. (2018) argue that many businesses monitortheir employees to reduce their leisure time.
IV. A major supportive argument given by Big Brother Monitoring factions is that every second not spent in production leads to reduced profits (Gamal et al., 2018).
The Productivity Puzzle
I. However, many people disagree with extensive employee monitoring.
II. For instance, Brown & Witzleb (2021) hold that such scrutiny can potentially diminish productivity.
III. Frequent monitoring has been related to mental and physical health concerns such as increased boredom, tension, worry, sadness, and rage (Brown & Witzleb et al., 2021).
Solving the Productivity Issue
I. To solve the productivity puzzle, many organizations have evolved to automation.
II. Various firms have chosen automated machines to do core human jobs to support employee privacy.
III. In this argument, both sides of the debate converge at a similar point. Contenders maintain that although automation has lowered the risk of violating human-implemented data privacy and security measures, it has adversely impacted the framework for establishing such policies and maintaining sustainable human employment(Brown & Witzleb, 2021; Gamal et al., 2018).
IV. On one side, humans stand to lose their jobs due to automation. But at the same time, automation enhances the support for employee privacy since robots and machines do not have similar rights.
I. The need for employee privacy and increased productivity is a contentious issue with support from different factions.
II. Aside from the discussed arguments, the rising relevance of ethics and CSR in business has also increased the focus on protecting employees’ personal information.
III. Various states have established industrial rights that ensure an employer does not leak or provide private employee data to third parties (Gamal et al., 2018).
IV. Corporations that violate such rules may face unending legal. Consequently, most businesses foster a culture in which employees’ personal information is secured and all legal confidentiality requirements are followed.
Brown, M., & Witzleb, N. (2021). Big Brother at Work–Workplace Surveillance and Employee Privacy in Australia. https://ssrn.com/abstract=4011527 Links to an external site.
Gamal, N. L., Taneo, S. Y. M., & Halim, L. (2018). Job Satisfaction Aa a Mediation Variable in the relationshipBetween Safety and Health (K3) and Work Environment to Employee Performance. Jurnal Aplikasi Manajemen, 16(3), 486–493. https://doi.org/10.21776/ub.jam.2018.016.03.13 Links to an external site.
Rehan, M. S., Rustam, F., Ullah, S., Hussain, S., Mehmood, A., & Choi, G. S. (2021). Employees reviews classification and evaluation (ERCE) model using supervised machine learning approaches. Journal of Ambient Intelligence and Humanized Computing. https://doi.org/10.1007/s12652-021-03149-1