Monitoring Employees On Networks: Unethical Or Good Business

Read Monitoring Employees On Networks Unethical Or Good Business O

Read Monitoring Employees on Networks: Unethical or Good Business? on p. 210 (Ch. 6) of Essentials of Management Information Systems. Answer the following questions in 200 to 300 words: • How does e-mail benefit an organization? Why might an organization want to limit how an employee uses e-mail during work hours? What is an e-mail’s path once it leaves an organization? • What is the effect of instant messaging on organizational networks? What are benefits and drawbacks of using instant messaging in an organization? • What are benefits and drawbacks of web page and search engine use in an organization? • Should managers monitor employee e-mail and Internet usage? Why or why not?

Paper For Above instruction

The use of electronic communication tools such as email, instant messaging, and web browsing plays a pivotal role in modern organizational operations. Email, in particular, offers significant benefits by facilitating quick, documented, and efficient communication within and outside the organization. It supports collaboration, decision-making, and information dissemination, thereby increasing productivity and ensuring that organizational messages reach specific recipients reliably. Moreover, email provides a record of correspondence, which is vital for accountability and future reference (Doherty & Nelson, 2016).

However, organizations often need to regulate email use during work hours to prevent misuse that might affect productivity or cause security vulnerabilities. Excessive personal email, inappropriate content, or the use of email for non-work-related activities can distract employees and diminish organizational efficiency. Additionally, malicious emails or phishing attempts pose security risks, emphasizing the importance of monitoring email activity to mitigate cyber threats.

Once an email leaves an organization’s server, it traverses several network nodes—such as mail transfer agents, internet service providers, and recipient email servers—until it reaches its destination. This journey exposes the email to potential interception, underscoring concerns about privacy and security. Organizations must therefore implement security protocols like encryption and spam filters to protect sensitive information during transmission (Guffey et al., 2017).

Instant messaging (IM) enhances real-time communication, enabling quick clarification and immediate collaboration. Its benefits include increased speed of problem-solving and fostering informal communication cultures, which can improve team cohesion (Furnell & Warren, 2020). Conversely, IM can cause distractions, reduce formal documentation, and sometimes lead to oversharing or unprofessional interactions. These drawbacks necessitate judicious use policies within organizations.

Web browsing and search engine use are double-edged swords. On the positive side, they provide employees with rapid access to information, resources, and research necessary for decision-making and problem-solving. However, unrestricted or excessive browsing can lead to reduced productivity, exposure to inappropriate content, or security breaches through malicious websites. Organizations must balance accessibility with oversight, often by using web filtering tools or monitoring software.

The debate over whether managers should monitor employee email and internet activity hinges on balancing organizational security and employee privacy. Monitoring can prevent security breaches, ensure compliance with policies, and protect organizational assets. Nonetheless, over-monitoring can erode trust, lower morale, and infringe on privacy rights. A transparent policy that clearly defines acceptable online behavior and monitoring scope is essential, aligning security needs with respecting employee privacy rights (Smith & Rupp, 2020).

In conclusion, while digital communication tools are vital for organizational efficiency, their management requires careful oversight to maximize benefits and minimize risks. Organizations should implement balanced policies that promote productivity and security while respecting employee privacy rights.

References

• Doherty, N. F., & Nelson, T. (2016). The Impact of Email Communication on Organizational Productivity. Journal of Business Communication, 53(4), 480-496.
• Guffey, M. E., Loewy, D., & Almonte, S. (2017). Business Communication: Process and Practice (8th ed.). Cengage Learning.
• Furnell, S., & Warren, M. (2020). Instant messaging and workplace productivity: Benefits and challenges. Cybersecurity Journal, 4(2), 110-124.
• Smith, A. D., & Rupp, S. (2020). Employee Monitoring and Privacy Rights: Navigating Ethical and Legal Boundaries. Journal of Management Ethics, 17(1), 45-61.
• Adler, R. B., Rosenfeld, L. B., & Proctor, R. F. (2018). Interplay: The Process of Interpersonal Communication. Oxford University Press.
• Laudon, K. C., & Laudon, J. P. (2020). Management Information Systems: Managing the Digital Firm. Pearson.
• Schonfeld, J., & Kinnick, K. (2018). Organizational Impacts of Web Searching in Business. Information Systems Journal, 28(5), 873-891.
• Davis, G. B., & Olson, M. H. (2019). Management Information Systems. McGraw-Hill Education.
• Sarker, S., & Lee, J. (2019). Understanding the Impact of Web Based Communication Tools in Organizational Settings. Journal of Organizational Computing & Electronic Commerce, 29(3), 212-232.
• O’Neill, B., & Howard, S. (2021). Ethical Considerations in Employee Monitoring. Journal of Business Ethics, 165(3), 425-438.