empowering computers

8/4/2019 Empowering Computers

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EMPOWERING COMPUTERS

IN THE WORKPLACE

The Impact of Computing Technologies to the Job Sectors


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COMPUTERS & EMPLOYMENT

People predicted that the latest technologieswill result to a declining employment rate inthe manufacturing and commerce industry.

According to Forrester and Morrison (1994),this impact was not as great as predicted dueto three main reasons.


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THREE MAIN REASONS:

The introduction of computers into theworkplace was slower than expecteddue to financial, technical, human and

organizational problems


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THREE MAIN REASONS:

The alarming rate of unemployment thatexisted at the time was not seen toincrease dramatically


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THREE MAIN REASONS:

In the US and Europe, the baby boomgenerations entry into the workforcewas largely complete by the end of the80s and the arrival of the baby burst

generation in the 1990s saw someshortages of labor developing. Baby Boom Generation= Post World War II, 60s 70s

Baby Burst Generation= Generation X, late 70s early 80s


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Results of the computerization of factoriesand offices:

Employment opportunities

for less skilled manual and clerical workers

Job losses

in traditional manufacturing industries

Emergence of the IT Industry incorporates hardware, software, development, web

design, technical and administrative support, andcomputer services


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Employment fields where computers havereplaced people:

Bank Tellers

Telephone Switchboard Operators

Electric Meter readers

Customer Service Employees

Railway dispatch operation employees

Floor Couriers (Messengers)

Travel Agency Personnel

Other Manual Labor Factory Workers

accdg. to Sara Baase, 2003


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Employment fields where computers havecreated new jobs: Internet-Related Jobs

Cellular Communications Industry Chip makers

Computer Scientists and Engineers

Information Technology

System Analysts and Computer Programmers Support Staff, e.g. receptionists, janitors and clerks

Design, Marketing, Manufacture, Sales, CustomerService, Repair and Maintenance

accdg. to Sara Baase, 2003


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COMPUTERS & WORK QUALITY

Different views on the effects of computers inthe quality of work on a workplace:

Computers provide an opportunity to

increase worker skills.

Workers engage with the technology, pleased to

develop IT skills and see potential for promotion as aresult of increased technical abilities.


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Computer technology reduces jobs for

skilled workers and increases employment

for less-skilled machine-minders.

Manual labor is lessened, while the less skilled butmore familiar workers on the machines retain theirjobs.


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New technologies give the company a need

to compete in the marketplace and move

with the times.

Constant upgrades and trainings are needed to keepup with the fast-paced computing industry.


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On Psychological Effects: Automating a

mess only creates automated mess.

Constant required training may not sit well and may

cause stress, loss of job satisfaction, low morale andpoor management labour relations.


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On Psychological Effects: Stress,

Depersonalization, Fatigue and Boredom

An automated workplace can increase the

temptations to commit misdeeds, diminish humaninitiative, and cause the abdication of decisionmaking..


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Health and Safety Hazards:

Harmful radiation issues, miscarriages, eyestrain,neck and shoulder problems and arm, hand and finger

injury


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COMPUTERIZED MONITORING IN

THE WORKPLACE Employee Internet Management (EIM)

Software a new class of software able to: detect the presence of particular file types on a network changes in hardware or software

particular content or text strings stored on a network (forpornographic material or abusive emails)

excessive use of certain applications

browsing on unauthorized websites

monitoring bandwidth consumption


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THE WORKPLACE Monitoring features that can be used in the

workplace:

Web-blocking denying an access to anemployee trying to reach a site which has beenfound in a specific database

End-point device control enables an alert to be

sent if unauthorized changes are detected byrecording all changes to hardware and softwarefor database update every specified number ofminutes


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workplace:

Porn detection identifies and removesinappropriate materials and ensures theenterprise remains protected

Removable Devices monitors, detects, actions

and reports upon all activities on both the localand the extended network. Records the use ofremovable drives in addition to detailing whichfiles were accessed or copied


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workplace:

Malware Detection detects malicious software e.g. spyware, password crackers and utilities, browser

hijackers and plugins, network management tools andsniffers, hacking utilities and tools, keystroke loggers and virusgenerators

IPR Copyright Theft reports on presence ofmovie and music files download activity, internetactivity, streaming activity and others


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workplace:

Reports of Instant Messaging and Peer-to-PeerActivity Application Monitoring used for detailing

productivity across the enterprise, analyzing workpatterns and practices, highlighting areas of risk

and potential liability, detecting unlicensed ornon-approved software, enforcement of companypolicies and determining which applications areused and which are not


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POSITIVE CONSEQUENCES OF

EMPLOYEE MONITORING Secure network and workplace

Protection from illegal activities

Avoidance of Employee Sabotage and/orEspionage

Effective rewards and incentives Objective and factual measurement


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POSITIVE CONSEQUENCES OF

EMPLOYEE MONITORING Eliminates rampant waste

Easy assistance in troubleshooting andfine-tuning of a system

Streamlines job design

Fair proportion of workloads Effective evaluation


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NEGATIVE CONSEQUENCES OF

EMPLOYEE MONITORING Undermines trust

Increases competition

Increases stress

Reduces autonomy

Focuses on quantity of work


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NEGATIVE CONSEQUENCES OF

EMPLOYEE MONITORING Quality of work may deteriorate

Morale declines


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Code of Ethics to Control the

Use of Computerized Monitoring

1.) Apply to monitoring the same protection

that applies to pre-enrollment backgroundchecks, that is, permit only information to becollected which is directly relevant to the job

Forester and Morrison 1994


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2.) Requiring employers to provide employees

with advance notice of the introduction ofmonitoring as well as appropriatemechanisms for appeal



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3.) Requiring people to verify machine-

produced information before using it toevaluate employees



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4.) Providing workers with access to the

information themselves and providingmechanisms for monetary redress foremployees whose rights are violated or whoare victims of erroneous information

generated by monitoring systems



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5.) Applying a statute of limitations on data

from monitoring. The older the data, the lesspotential relevance and the greater thedifficulty employees have in challenging it.



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TELECOMMUTING

also called teleworking

the use of telecommunications and Internet

technologies to work outside the traditionaloffice or workplace, usually at home on in amobile situation

also dubbed working from anywhere

enabled people in organizations to workacross large distances and across differenttime zones


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TELECOMMUTING

virtual organizations

organizations whose members work almostentirely through telecommunications, withoccasional face-to-face meetings


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TELECOMMUTING

Factors Affecting the Future ofTelecommuting: availability of bandwidth and infrastructure in a

given country social methodologies for balancing work and work

freedom

perceived values and economies in

telecommuting opportunities and need for working

collaboratively across large distances, includingglobally


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TELECOMMUTING

Benefits of Telecommuting:

Reduction of office space required for employees

Increased productivity

Reduction in absenteeism

Improved morale

Improved recruitment

Benefits to the environment

Lower costs for the worker

Quinn, 2004


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TELECOMMUTING

Benefits of Telecommuting:

Health Benefits:

Reduced spread of communicable diseases

Reduction in stress-related illnesses

Reduced production of pollutants that lead toincreased health problems

Improved access to individual health needs

Quinn, 2004


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TELECOMMUTING

Drawbacks of Telecommuting:

Less camaraderie and social interaction withcolleagues

Intrusion of the workplace home setting, thus adifficulty in defining concrete working hours

Threat to management control of worker

autonomy Lack of face-to-face interaction with customers at

the workplace

Security Issues

Quinn, 2004


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TELECOMMUTING

Drawbacks of Telecommuting: Difficulty of scheduling team meetings

Lack of visibility with management

Lack of support for the office worker from theremote worker

Teleworker feeling a need to be always availableto prove that they are working

Isolation socially, no stimulation of ideas, peersupport or technical support

Tendency to work longer hours

Quinn, 2004


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End of Presentation

empowering computers

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