Discussion Question: Do managers have the right to monitor the e-mail messages of employees?

1. Answers to discussion questions should be no less than 200 or more than 300 words.

   

2. In addition to material from the textbook, 

student

s

 should seek additional scholarly sources of information to enhance their discussion question response. A minimum of two (2) outside sources of information must be used. The textbook may not be considered an outside source of information. Please see Section VII of the Syllabus, Obtaining Information, for directions on use of outside sources.

   

3. All quotations and paraphrases used must be properly cited, including information from the textbook. Thestudent should also include a list of references for the citations used.

   

4. The format for citations and references must conform to the format specified in the Publication Manual of the American Psychological Association, Six Edition (commonly referred to as the APA).

   

5. In addition to posting their answer to the discussion question, students are required to reply to at least two (2) other student’s responses. Responses to other student’s posts are expected to be well-thought-out adding their own insights to the topic under discussion. Post responses must be least 50 words in length. Students are not required to cite outside sources in their replies to other student’s posts.

   

6. Students will be graded based on their response to the question and their two responses to other student’s discussion questions.

   

7. Format for responding to Discussion Questions:

   

When responding to a discussion question, always begin by listing the discussion question number and whether you are posting a response or replying to a post. For example: 

   

“Question 1 – Post: The key components of the communication process are…..”

   OR   

“Question 1 – Reply: I agree with Jane’s post listing the key components of the communications process. However, I would like to also point out…..”

  

Post from torres:

Technology is constantly advancing and changing in the way we conduct business and communicate with one another. This new technology improves our way of life not just at home, but work as well. However, when this tool is abused during work, it could get some employees in trouble and at time even fired. Not all individuals think that e-mailing personal e-mile is wrong. According to Cathy Cooper, David Smith, Assistant Data Protection Commissioner, stated that, “Just because you have got consent does not necessarily make it fair”(pages 16-17). Employees still have rights in the work place if there are problems at work relating to company policy. Employers need to address to all their staff with what is unacceptable and acceptable before invading the privacy of employees. In my opinion e-mailing from work is wrong and unethical. According to AOL (2005), a survey they conducted found that e-mail users spend an average of one hour a day e-mailing nonrelated work e-mails and 77% have more than one e-mail. Therefore, I see nothing wrong with management monitoring employees’ usage of e-mail. After all, employers do pay us to conduct business for them and not to handle our personal life on their time.

Response needed:

Post from Deb :

Depending on the business and category it falls into; if a Company is large or

small but, is in the market and industry of advertisement, social media, working

internationally, a global outfit, or affiliated with government, than, it would be

appropriate for management to be concern with what individual employees are

writing and corresponding about. When it is a requirement for employees to

communicate by emails then a disclosure of some concern of what to avoid in

writing and sending out emails, should be conveyed to employees stating that at

the managements discretion they can review employees emails and reprimand

if necessary and if management finds in appropriate emails being typed

 

up and

or sent out that is not business related and offensive in any way to other

employees or businesses, the company needs signatures of both management

and employee(s) that they fully are aware of this and understand what this

document reads and addresses and 
Human Resources

 

should be a witness to

this and copies are given to employee and kept in employees file.  Another

precaution technique should be training either in a conference setting or on-line

training so that the message is a bit clearer to management and employees of

what is expected on emails transactions inside the company and outside. 

These steps should avoid any legal issues for the business and the employee.

Response needed: