Effects of Surveillance on Employee Morale and Behavior (Essay Sample)

Effects of Surveillance on Employee Morale and Behavior

Impact Surveillance has had on Employee Relations or an Organization’s Relationship with its Employees
Workplace surveillance and monitoring has changed with the development of technologies, posing a growing number of opportunities, hazards, and ethical dilemmas. Employers are drawn to this because it promises better compliance, performance, and security. This trend is becoming more prevalent each and every year. The pursuit of these advantages has resulted in tracking being more integrated, pervasive, and fed to management dashboards and optimization algorithms. Emerging technologies now make it possible for subdermal microchipping, emotion detection cameras, and mind-monitoring wearables to provide data for data-driven management. Modern monitoring offers great power that could be utilized for good or evil purposes.
Digital monitoring has been extensively embraced, or at the very least tolerated, under the pretext of preparing for the future. It might be challenging to determine the balance between advantages and disadvantages at the organizational level.
Effects of Surveillance on Employee Morale and Behavior
If a corporation is said to have strict surveillance, potential employees may be less likely to accept a job offer and think the business is less moral (Holt et al. 107-124). Increased electronic monitoring may also result in a rise in employee turnover, albeit there may be an indirect correlation between job satisfaction, self-efficacy, or other congruent attitudes and employee turnover.
When monitoring and surveillance are in place, unproductive workplace habits might occasionally increase, though possibly only when they are poorly handled. Increases in Counterproductive work behaviors could be explained by deliberate laziness or monitoring avoidance to offset the sense of lost freedom brought on by the monitoring, which may be more prominent for more autonomous job functions.  The advantages of self-management such as increased trust are likely to be delayed when employees are given more autonomy while being watched over.
Significantly negative correlations have been found between close performance monitoring and work attitudes like job satisfaction and affective commitment (Ravid et al. 100-126). When employed as a form of punishment, electronic performance monitoring has a tendency to be more destructive to job satisfaction. When monitoring is ongoing, unpredictable, or evaluated on a collective level, monitoring also has greater adverse associations.