The article “Organizational Surveillance of Computer-Mediated Workplace Communication: Employee Privacy Concerns and Responses” asserts that social media, email, and other forms of computer-mediated communication tools in the workplace play a critical role in boosting flexibility in terms of how workforces undertake their jobs. The tools also broaden networking opportunities, reduce costs, boost profitability, and foster collaboration among distinct groups worldwide. Nonetheless, despite the benefits they provide, these communication tools might also lead to financial loss, security breaches, lawsuits, and employee distraction. To hinder such damaging repercussions, numerous firms adopt approaches to allow them to monitor the computer-mediated communication of the employees. Nevertheless, employees meet this form of surveillance with resistance since it raises concerns over the privacy rights of the workforces, fairness, and due process. The study assesses these concerns by employees via an empirical analysis of the beliefs of adults working full-time regarding their computer-mediated communication privacy in the workplace together with their trust in senior executives, companywide justice, and organizational commitment. The article suggests that workforces who perceive their computer mediated communication privacy in the workplace less usually regard the policies their companies as less fair. Their trust towards upper management declines while their commitment to the operations of the institution declines (Chory, Vela, & Avtgis, 2016) . Additionally, procedural justice is crucial towards mediating the relationship that prevails between privacy and commitment to a company while at the same time moderating the relationship between privacy and trust in a company’s operations.
From the article, I have noted that the advancement of information technology, especially in the area of computer-mediated workplace communications (CMWCs), are growing increasingly prevalent in organizations and often times vital tools, which employees in the contemporary workplace are using. I support the idea of where these technologies facilitate efficient communication and broaden networking openings in line with offering cost-efficient data storage mechanisms (Chory, Vela, & Avtgis, 2016) . Nevertheless, I also agree that irrespective of the usefulness attributed to the communication tools, privacy issues emerge, especially when employers monitor their workforces to hinder lawsuits and security risks, which various forms, including Sony have experienced in the recent years. Companies also invade on privacy with the goal of ensuring that the employees improve their productivity as opposed to spending significant amounts on the communication tools engaging in non-work tasks (Khansa, Barkhi, Ray, & Davis, 2018) . However, I believe that employees should have rights for expres sing concerns over surveillance, which invades their privacy.
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With the rising adoption of Internet-based workplace operations and growth of digital communication, I agree that employee CMWC surveillance with continue increasing. The tension that surrounds employee privacy and organizational surveillance will keep rising as well. As such, concerns will continue increasing regarding the privacy perceptions employees have toward their employers’ evaluations (Chory, Vela, & Avtgis, 2016) . For instance, when employees feel their organizations have significant power over how they access CMWC’s messages, they would believe to lack access toward their privacy in organizational setting. As such, they would regard the policies by their companies as unfair leading to reduced levels of trust and declined commitment to the operations of their firms (Khansa, Barkhi, Ray, & Davis, 2018) . From my perspective, I feel that companies should ensure to consider the input of their workforces when designing and implementing CMWC to allow them boost the relationship that prevails between the employees and employers on matters related to privacy and productivity. Doing so would create a more respectful, just, and productive work environment. It would also assist to increase understanding of ways human need for privacy works in an organizational setting and ways it affects relations between employees and employers.
References
Chory, R. M., Vela, L. E., & Avtgis, T. A. (2016). Organizational surveillance of computer-mediated workplace communication: employee privacy concerns and responses. Employee Responsibilities and Rights Journal, 28 (1), 23-43.
Khansa, L., Barkhi, R., Ray, S., & Davis, Z. (2018). Cyberloafing in the workplace: Mitigation tactics and their impact on individuals’ behavior. Information Technology and Management, 19 (4), 197-215.
