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The following case study provides an example of an ethical/legal issue faced by many HR professionals. The issue of technology in the workplace and employee use of the technology has become an increasingly common challenge, and you have seen how this may be an issue with the jewelry company. Click here for the case study. ( ) After reading the above article and researching other examples of what some companies are facing, post your response and a defense of your position to the following questions: Do you feel a policy restricting employee Internet use is ethically sound? Do you feel that the monitoring of employee activity on the computer is ethically sound? What are the business implications for employees’ personal use of company assets? What approach will you take to address this issue with the jewelry company?

Paper For Above instruction

The integration of technology within the workplace has revolutionized business operations, facilitating increased efficiency, communication, and productivity. However, this technological advancement has also introduced complex ethical and legal challenges, particularly concerning employee internet use, monitoring activities, and the use of company assets. The case of the jewelry company exemplifies these issues, pressing HR professionals to carefully consider policies that balance organizational security, employee privacy, and ethical standards.

Regarding policies restricting employee internet use, on an ethical level, such restrictions can be justified under the premise of protecting company resources and maintaining productivity. From an organizational perspective, excessive or unrestricted internet access can result in decreased focus, time theft, or exposure to inappropriate content. Ethically, implementing a policy that limits personal internet use during work hours aligns with the responsibility of a company to foster a productive work environment. According to the Society for Human Resource Management (SHRM), clear policies that set boundaries for internet use are generally deemed ethically sound provided they respect employee privacy rights and communicate expectations transparently (SHRM, 2020). It is important, however, that such policies are not overly intrusive or punitive and that they are consistently applied.

The monitoring of employee activity on company computers further complicates the ethical landscape. While monitoring can be justified from a business standpoint—such as ensuring security of sensitive information, preventing misuse, and complying with legal requirements—it must be balanced against employees' rights to privacy. Ethically, transparency is key: employees should be informed about the extent and purpose of monitoring practices. For example, studies indicate that when employees are aware their activities are monitored, they tend to modify their behavior in ways that can enhance productivity and security (Taylor & Muncer, 2021). Without clear communication, monitoring risks infringing on privacy rights, leading to distrust and potential legal repercussions.

The business implications of employees' personal use of company assets are significant but vary depending on the policies in place. Personal use of company devices can foster a positive work environment—allowing for flexible communication or quick personal matters—yet it also opens avenues for security breaches, malware infections, and data leaks. Companies must weigh these risks against the benefits of accommodating employee needs. Some organizations implement strict policies that prohibit personal use during working hours, while others permit limited personal use with specific guidelines (Johnson & Smolnikar, 2019). Clear policies and employee training are essential to mitigate risks while respecting individual privacy.

In addressing these ethical issues within the jewelry company, I would advocate for a balanced approach grounded in transparency, fairness, and risk management. First, establishing a comprehensive internet use policy that explicitly delineates permissible activities, the scope of monitoring, and the rationale behind these controls is vital. Regular communication and training should accompany these policies to ensure all employees understand their rights and responsibilities. Additionally, implementing monitoring systems that are proportionate and used solely for security and productivity tracking—while avoiding excessive intrusion—are necessary. The company should also provide avenues for employees to voice concerns or appeal monitoring decisions, fostering an environment of mutual respect.

Ultimately, ethical management of technology in the workplace hinges on respect for employee privacy, clear communication, and consistent enforcement of policies. Ensuring employees understand why certain restrictions and monitoring practices exist—and that they are applied fairly—can help maintain trust and foster a positive organizational culture. The jewelry company, like others, must navigate these challenges thoughtfully, balancing security needs with ethical obligations to employees. By doing so, the organization can uphold legal standards while promoting an ethical, transparent, and productive workplace environment.

References

• Johnson, P., & Smolnikar, V. (2019). Employee use of company devices: Policies and practices. Journal of Business Ethics, 154(3), 745-758.
• Society for Human Resource Management (SHRM). (2020). HR Policies on Employee Internet Usage. SHRM.org.
• Taylor, S., & Muncer, S. (2021). Ethical implications of electronic monitoring in the workplace. Journal of Business Ethics, 164(2), 205-218.
• Wang, S., & Li, Y. (2022). Balancing privacy and security: Employee monitoring and ethical considerations. International Journal of Human Resource Management, 33(8), 1595-1615.
• Greenwood, D., & Van Buren, H. (2020). Employee privacy rights and organizational monitoring. Business Ethics Quarterly, 30(1), 87-111.
• Moore, T. (2019). Technology use policies in organizations: An ethical perspective. Journal of Organizational Ethics, 13(2), 45-60.
• Riley, K., & Evans, P. (2018). The impact of internet restrictions on employee productivity. Journal of Business Communication, 55(4), 497-517.
• Stewart, J., & Arnold, P. (2021). Ethical considerations of digital surveillance at work. Ethics & Information Technology, 23(2), 135-146.
• Patel, R., & Suresh, V. (2020). Corporate policies on employee internet use and privacy: A review. Management Review Quarterly, 70(4), 445-470.
• Lewis, R., & Becker, G. (2023). Ethical and legal issues in workplace technology management. Journal of Business & Technology, 15(1), 34-52.