Case Study 2

Management Information Systems

Course Lecturer Asst.Prof.Dr. Müesser NAT Kamal A. Mutug Tawer  Student ID: 20132397 Department of Information S!tem! "ngineering#

Case study 2

MONITORING IN THE WORKPLCE 1- Do you consider consider the approa approach ch taken by Blackbu Blackburn rn Rovers Rovers to be too strict on employees, too lenient? Or just right? •

When considering approaches to managing an organization, empl em ploy oyee ees s ar are e co cons nsid ider ered ed as th they ey ca can n pr prov ovid ide e a co comp mpet etiti itive ve adva ad vant ntag age e to th the e fr frm m bu butt al also so th the e ap appr proa oach ch sh shou ould ld be ab able le to support an organization's goals.

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Monitoring in the workplace has always been there though using usi ng di dier erent ent tec techno hnolog logies ies and str strate ategie gies, s, or e eamp ample. le. !! !!"# "# cameras, checking employee's telephone logs, checking websites visited.

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$rom

employer

perspective

it

will

%elps

to

increase

prod pr oduc ucti tivi vity ty,, bu butt r rom om em empl ploy oyee ees s pe pers rspe pect ctiv ive e it is considered &nringement their privacy. •

 "he approach by lackburn was (ust right, not so strict, not so lenient.

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)ata *rotection +aw, the employer has a right to ensure that the mo monit nitor oring ing is (us (ustif tifed ed and tak takes es int into o acc accou ount nt any neg negati ative ve eects the monitoring may have on sta, but whatever the legal

situation, it is clear where potential problems can occur in the workplace regarding inormation technology use or eample, emails used as evidence in court case. &t benefted the employees by easily identiying areas that

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needed improvement. &t can also help in sta training and troubleshooting as it can

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log eactly what an employee is doing. •

&t makes the process o rewards much more airer.

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Makes perormance appraisal possible as there is easy identifcation o employees strengths and weaknesses.

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&t restored order as shown by the increase in productivity.

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&t helps employees not to take their (obs or granted and ocus on their daily re-uirements.

2- onsider the !ive moral dimensions described in the te"to #hich are involved in the case o! opeland $s% the &nited 'ingdom?

1 .

Information Rights and obligations: Priac! and freedom in

the information age •

 What inormation rights do individuals and social institutions such as organizations have *eople have the right to privacy.

/ocial &nstitutes have the right to

monitor employees uses o the companies resources however, should inorm the employees that they are being monitored. "hereore

Ms.

!opeland had the right to access inormation that inormed her that systems had been put in place to have her monitored to avoid privacy violations by the organization. /ince +aws have been put in place such as the 01 protection law that state that the employer must ensure that the monitoring is (ustifed as well as take into account any negative eects the monitoring may have on sta ,secret monitoring without employees knowledge is not allowed. "echnology and inormation systems threaten the privacy o individuals to make cheap, e2cient and eective invasion.

 "hereore, the monitoring o Ms. !opelands telephone bills, Web sites views and email communication should have been (ustifed.

 " . Accountabilit!# Liabilit! and Control Who can and will end up being accountable and liable or the harm

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done to individual and collective inormation and property rights

!armarthenshire !ollege should be held accountable or their actions. )ue to the institution having no usage policy in place, it was immoral or them to take the social practices 3monitoring telephone bills, Web sites and email communication4 into action.

$. %!stems &ualit!: Data 'ualit! and %!stem error  What standard o data should be demanded to protect individual

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rights and saety in society 5mployees

and

employers

3Mrs

!opeland

and

the

principal

o 

!armarthenshire !ollege4 should have an agreed6upon policy as part o  the contract o employment that clarifes what is and is not acceptable computer usage in the workplace.

&ualit! of life: ('uit! Access and )oundaries

4 . •

What values should be preserved in an inormation 7 and knowledge 6 based society 8lthough &normation systems can be used as advantages such as increasing productivity in an organization,

ethical values should be

preserved such as, violating a persons privacy or computer abuse which uses the computer to perorm unethical acts. /ocial, political and individual actors should still be considered in the use o inormation systems.

(- onsider the !ollo#ing scenario% )our 1*-year-old son attends a soccer academy% +hile there, he do#nloads unsuitable images, #hich he later sells to his !riends% e #ould not have been able to do#nload the images at home, because you have installed parental control so!t#are% +ho is to Blame !or his indiscretion?

lame "he soccer academy computer system  "hey should have been install the *arental !ontrol /otware as well to protect the child rom the unsuitable websites and supervise computer use at school. lame the parents who did not educate the child properly.  "hey should let the child know that the websites are inappropriate or him and guide him to the right websites.

*+ +hy is the digital divide problem an ethical dilemma? T$e digital di%ide i! &on!idered of t$e ne&e!!ar t$ing! in modern life# we 'now t$at t$ere i! no &ontrol or monitoring on t$e digital di%ide# for t$at rea!on !ometime! it (e unet$i&al dilemma# !o depending on t$e u!er! if t$e u!e it a negati%e u!e it will (e an unet$i&al dilemma if t$e u!e it po!iti%e u!e i t will not (e an unet$i&al dilemma .