Security and Privacy in Workplace

1. 0 Introduction Whalen and Gates (2010), define supervise differently in their article. They define it as a method and procedure of examining the proles in an system and flying field their constant events intended to guarantee that to pop outher the fosterion of employees and requirements of the employer be met. Nearly only companies instantly subscribe videos of their employees, they read their emails and monitor their meshing surfboard. This cornerst sensation be d cardinal surreptitiously and slightly physical compositions ar clean ab pop out it Chan et al. (2005). covert is ace of the roughly important things that ar vastly fitting to be nearlything of the prehistoric.In general companies ar permitted to mark employee activities by the courts. mysterious companies require been setting rules in situations when employees be taken into service for example contracts that affirm that they pull up stakes be keep an eye on employees physical exertion o f the earnings or any club tools (Chieh and Kleiner, 2003). Efforts take up been made in arrangement for laws that protect business and the employees, regrettably almost current court cases provoke been deceiving demonstration in the eyes of the magistpaces thus confidentiality or screen laws have been unrealised for employees.It has been recommended that government, big firms and industries and heartyness c atomic number 18 systems should have the capability to tape and prove run shorters activities as it is a benefit to research and development for some(prenominal) years. much or less legislation is the identical opinion that laws should be set in space even though the br each(prenominal) of human rights forbid them from approaching the give up to a law level (Welebir and Kleiner, 2005). Sadly, comprehensible defenses of concealment opposed to warrantor whitethorn never be evident from the view point of the law.Employers main apprehension is the shine in p roductiveness, virus attacks/ damaged equipment (i. e. computers), pro prime charges and dismission of classifies selective information. Employees major b some another(prenominal) is incursion of their l wholenessliness, mistreatment of see and precision in their work. A survey conducted in the year 2000, is that sixty two portion of the employees riding habit cyberspace resources once a day for their snobby reasons and twenty percent of them intent it for at least ten times.This is why employer is at inquietude be motion a large number of workers argon hire follow bespeak for their take use and non for the business purposes. According to Watson (2002) sopports the idea that productiveness is what most companies ar concerned some such(prenominal) that if employees use them for their own private uses it exit negatively motivate productivity. It is compulsory for them to put regulations and policies that depart help them monitor employees and their activities during operative hours.Some of the main things that companies use atomic number 18 earpiece supervise itemly when private c solelys ar made, electronic direction, do doses examination and verification of emails sent extern exclusivelyy for private reasons. Reasons why companies make use of policies is for the reason of a decrease in productivity , sensitive stuff and nonsense which arise from unpleasant email usage, piece of work accidents ca utilize by prohibited drug use, employees bitterness over supervise of computers and sexual harassment complaints prompted by date among workmates. 2. 0 question Objectives R01.To identify if warrantor and screen actions affect things similar productivity in the employment/organization R02. To state some of the warrantor and privacy actions that some companies are implementing in the workplace R03. To analyze whether organizations directly are focusing more on prioritizing their credential initiatives thus lowmining their employees and their psycheisedized lives R04. To evaluate if companies are using the right tools, technologies and methods to maintain good fictional character aegis department and privacy within their organization 3. 0 query QuestionsRQ1. What do organizations try for to achieve by implementing guarantor in their companies? RQ2. What progeny does handicraft protection and privacy actions have on productivity in the organization? RQ3. Do organizations of nowadays focus more on prioritizing their security initiatives accordinglyce undermining their employees and their personalized lives? RQ4. Do companies use the right methods, engineering science and tools when they choose security and privacy as a priority? 4. 0 Hypothesis H1. security measures and privacy actions improver things like productivity in the workplace. H2.Tele border and email monitor, monitored computer nett use and direction cameras are some of the security actions that some organizations are impl ementing to their workers. H3. Organizations nowadays are more foc utilise on prioritizing their security initiatives thus undermining their employees personal lives. H4. For a conjunction to maintain good quality security and privacy within their organization they have to own the right tools, technologies and methods. theoretical Framework employment transaction protection and secretiveness in the workplace Priorities of the company such as productivity and protectionThe individual variable is security and privacy implementation in companies and workplace exploit is the dependent variable. Priorities of companies such as productivity and protection are the controlling variables to the results. 5. 0 Achievements gained From Implementing protective cover and retirement in the body of work Organizations hope to achieve a fill in apart executing from their employees when they implement security in the workplace. Most companies immediately in most parts of the world do ob serve their workers be clear they have just reasons for doing so.Since employers are responsible for their employees they have to provide them with a safe and a secure workplace. By supervise or surveilling employees, employers hope to achieve several things such as employee or customer satisfaction, protection of the companys confidential info and prevent profession secrets from leaking out, non-offensive material from emails and the internet, lofty performance from the electronic network and the systems and to boost employee productivity (Vorvoreanu and Botan, 2001). 5. Non-offensive material from emails and the meshwork According to lee side and Kleiner (2003), employees are responsible for all their workers during employment hours such that even any of the workers happens to send offensive reading/materials and they happen to offend the receiver, the employers are the ones who lead be liable to this course of action. If the material that would have been sent is plan t offensive for accredited then the company chiffonier be sued which abide affect the companies reputation to a greater extent.To prevent such cases most companies have seen it fit to take the initiative of monitoring each and any email and web use by the employees. 5. 2 Prevention of trade secrets from leaking out According to Paciniet al. (2008), there are several physical actions that employees need when doing an internal control to shelter trade secrets of the company. Such actions include a restriction on accessing original premises (use of key cards), locks for all read cabinets, surveillance equipment to see all movements and passwords for accessing computers.Monitoring employees specially when it comes to trade secrets boosts productivity because employees who have intentions to harm the organization are quickly detected and those who are fast(a) to the company will work to their maximum potential because they realise that they are safe. 5. 3 High Performance from Network and the systems of the Company Companies do non only monitor their employees just to check if they are doing work properly. They in like manner monitor them in order to know if the network and system performance is not existence taken advantage of by existence employ for personal use hence a decrease in productivity.If a computer network is efficient it is of a great advantage because it increases productivity in the workplace. If a computer system is poor it heap be a great loss to the firm because productivity goat decrease which results in loss of customers and profits. Most employers really consider the network bandwidth handicraft this is cerebrate to employees using the network for personal use . These activities include downloads which decreases network and systems performance, similarly sharing and use of large audio and video files, surfing the internet and personal emails which are of high volume.All these actions by employees stinkpot cause the network/ system be attacked by viruses which may cause it to be disabled (Trim, 2005). Secondly, if the bandwidth is employ for purposes that are not work-related somehow it would be an expenditure that could have been avoided and to make matters worse the expenses that are incurred do not tot to the wellness of the firm (Strategic Direction, 2009). For example nowadays most organizations are seek to adopt the Web 2. 0 technologies for the sake of privacy and security of their companies.This fictional character of technology according to Almeida (2012), it enables the employers to prevent entropy loss which would have been caused by inappropriate use of social media applications such as YouTube, Skype during working hours will definitely increase productivity in the workplace. According to Doshi (2009), employer does believe in monitoring their employees because it is a fast and easy method of shrinkting the personal line of credit done. Productivity and profits increase because the employees will work efficiently and at ease hence a lot of work is done in a short period of time.When workers work efficiently the employees themselves is satisfied hence customers are satisfied as well (Chan et al. 2005). According to The Gazette (2008), net income laugh at is a rising problem that is costing Canadian businesses beyond sixteen billion dollars yearly in lost productivity and the core is predicted to be eighty billion dollars in the united States. 6. 0 Security Actions That Most Organizations Are Implementing 6. 1 Drug Testing Most organizations do drug testing for security reasons.For companies that are doing drug test, they test chiefly for alcohol and drugs separately and otherwises test for both. Employees who come to do their job under the influence of drugs/alcohol may be a threat to other work-mates. Secondly, drug testing has increased because of a rise in health cost and an increase in the danger imposed by lawsuits which come from worker disease. Ma ny companies are involved with drug testing their employees because it is one of the best ways for solving medical and economic problems (Jardine-Tweedie and Wright, 1998) .According to Lu and Kleiner (2004), if the drug testing by the employer is legal and correctly does things according to the law of that particular state then the company will have to look send to higher(prenominal) profits. High profits are obtained because the employee will be more productive, higher level of morale, a low rate of absenteeism, low health care and fewer injuries are encountered during working periods. 6. 2 electronic inspection computing devices are changing rapidly nowadays especially in the workplaces such that monitoring employees by electric equipment is more common. inspection cameras/ CCTV is another means used by employers to monitor their employees, they are eer aware of all the activities that take place in the organization and surrounding areas. According to Chen and position (2005 ), monitoring employees regularly would reduce cases of spies in the organization getting remote with their actions. Such cases are few because these spies are aware that they are being watched thereby lose interest to do any illegal actions that will jeopardize their identity (Lu and Kleiner, 2004).Next, viements main objective is to increase productivity and gain more profit hence they believe monitoring employees will improve their productivity levels for the better and an assurance of service of high quality. Chieh and Kleiner (2003) states that employers fecal matter use teaching they get from the cameras to find out things that are going wrong in the workplace or find out reasons why productivity is decreasing. For example, an employer can discipline workers who may have been extravagance their working hours on their own interest based from the information obtained from monitoring.From this employees are bound to focus more on their assigned duties rather than waste time during working hours. Surveilling employees to a fault motivates them to work even harder than they have been doing (Lee and Kleiner, 2003). Managers can somehow conduct a performance evaluation of their employees whereby they will be able to give a feedback to the employees and explain which parts needs correction. From monitoring they are able to dictate the type of employees who are hard-working and those who need help.Employers are also able to detect mistakes the employees are making and from this it will be easy to assist them and correct them. 6. 3 Emails, Voicemails/Tele auditory sensation calls, Files and Web/ network use monitoring Many companies monitor employees emails, files, voicemails and internet use for sundry(a) reasons. The number of companies who practice this type of monitoring has increased over the past years (Cox et al, 2005). Employers proclaim that by monitoring employees email, voicemails/telephone calls that way they can be certain that they do not cont ain any materials that can offend the receiver.Email monitoring is when employers monitor all emails that are going in and out for security purposes to make sure that employees are not disclosing employment or business confidential information. They may monitor as well to check if employees are not harassing other coworkers. Telephone monitoring is a system of managing calls and observing service by the employees. This type of surveillance is used to monitor employees when they make or receive calls and they can gather information on how the employees are performing. network use monitoring is when managers take the initiative to observe all the steps of their employees online tracks. Sixty percent of the firms in the United States of America gain from the complex technology and they opt to monitor the workers activities on the Internet (Ciocchetti, 2010). In cases that they are in such situations whereby a worker sends offensive material employees are able to deal with the accused t herefore based on the proof of recorded conversations/videos.For example, drive away Company dismissed forty employees who were caught viewing Pornography sites on the internet during working hours (The Register, 2000). Employers have been monitoring all its employees all over the world (ninety-two thousand in total) by taking records of every web site opened. The main reasons why they were fired is because they spent most of their working hours on issues that were not related to their company and also viewing pornographic sites may have been anger material to coworkers.Companies have installed different types of technologies just to monitor their employees activities. Examples include software that filters specific content of information to prevent it from leaving the firm which may lead to the disposal of company secrets. Other types of software used by companies are those that can monitor log-on and off times so that employers can see if workers are wasting time on issues that are not company related.Monitoring of emails, voicemails, files and Web use is believed to be another way that makes it certain that employees will work efficiently and possess productive work habits. robust work habits boosts efficiency which increases productivity thus perfecting customer service. According to Welebir and Kleiner (2005), the worry for organizations is to keep up with the aspect of having power over production and boost utilization of the Internet as a priceless resource.A survey conducted by In disseveriQuest learning group revealed that there was an increase in private use of the Internet at work. The results signified that the use of had grown from 6. 9 hours to 9. 8 hours for every week prior to the last year and well-nigh fifty dollar bill seven million workers access Internet from their workplace for private use. set ahead information provided by the study was that the number of workers seemingly receiving classified information from competitors has inc reased from 9. 2 percent to 24. percent within a year. notwithstanding workers are getting emails with attachments, roughly one fifth of the workers have inform receiving insulting email from an inner source and only a terzetto to confess spending more time on the Internet for personal use. States do not have the same policies for monitoring and governing websites viewed by the residents. States like China, Vietnam and Singapore does not only block sites for pornography they also ban access to linguistic and political issues (Hechanova and Alampay, 2010). 7. Prioritizing Security and Privacy Ignores Employees in-person Lives Opponents of implementing security and privacy in the organization state that organization nowadays are too concerned with their own company interests and its prosperity thus forgetting that their employees do have personal lives. Installing electronic cameras that will be watching their activities all day when they are at work, monitoring emails and phone c alls is making companies seem as if they are forgetting that their employees have a spiritedness to live (Dubbeld, 2004).This side of the coin feels that lag is at liberty to confidentiality when they are using the Internet. Employees repugn that as they are allowed to breaks, lunch hours or other selectedperiods where they are not liable to any duties but notwithstanding in the building they should have the remedydom to do things like checking their e-mail, do their banking or shopping and maybe just browse the Internet on free time. Everyone is entitled to some privacy no matter where they are so they argue that they should be able to do this during their free time without anyone monitoring all their movements.Secondly, employees do not consider it as monitoring productivity when companies even observe staff in the toilet or relaxing areas of the office. Some employees consider it as an intrusion and they have lawful hope that they can maintain their personal lives private. Undermining workers privileges to confidentiality by surveillance and monitoring is not the only problem that employees face. It also generates high levels of stress and nervousness which to higher chances may lead to poor health of workers and a reduction in performance.Examples of physical wellbeing problems which may be caused by monitoring are repetitive Strain Injury and Carpal Tunnel Syndrome from performance monitoring by the company for instance keyboard strikes. To add on, employees believe thatthey are individuals who can make their own decisions hence it is their right to be treated as proficient andindependentpeople. Guaranteeing their individual development and performance that can be treasured is what they believe they can achieve if they are treated as independent people thus they consider surveillance as violating their privacy (Ahmed, 2007).Workers argue that as long as individual e-mail does not interrupt or conflict with business life, it should be permitted. Em ployees also argue that phone calls take more time than writing an e-mail and also that they should be given time to do individual matters because it can reduce the rate of absenteeism. Most employees have suggested that as long as there is a realistic limit on this practice of monitoring emails, there is no reason for fear but in situations where someone does something unusual then they will have to be dealt with (Kierkegaard, 2005).Even if employees are informed that they are being monitored and in agreement that they are using company property they still feel that their employers are not respecting the fact that besides working for tem they also have personal lives which still go on whether they are working or not. 8. 0 Better results can be achieved by using the right tools, technologies and methods For a company to maintain good quality security and privacy within their organization they have to own the right tools, technologies and methods.A company cannot just instill a rule/ wake up one morning with intentions of monitoring all the activities of their employees and expect high productivity. Companies have to follows certain regulations to install such things as software that monitors an employees Internet use and all phone calls, drug testing and electronic surveillance. A cautiously worded polity that informs employees concerning the necessity of surveillance in the company will be the most probable way that it can gain acceptance or nominate for workplace monitoring from them (Watson, 2002).According to Mei-ShaChieh and Kleiner (2003), as regards to other forms of monitoring, it is vital that all forms of surveillance should not be unreasonably intrusive. The methods that employers use when they consider monitoring employees should be practical because if they are not deemed like that then the company can encounter problems such as rebellious employees which may cause a decrease in performance. Arnesen and Weis (2007) critically supports the idea th at Employers must know that it would not be irrationally intrusive to observe what an employee does in reality however it might be intrusive to observe the employees demeanour hen they are in private places such as the toilet. For example, it may be practical to take pictures of employees when they are at work to observe productivity. However, it may unreasonable to put transparent panels in the ceiling of an employee lavatory. Moreover, if convert conditions state the use of cameras in locker rooms or other private areas, they are say to have signs warning employees they are there. Next, Kierkegaard (2005) states the some of the international regulations and codes that organizations should take note of when they decide to prioritize security and some form of privacy in their workplace.The global Labor Office (ILO) has issued a Code of Practice on the Protection of workers personal data and it is anticipated to give assistance on the safeguard of workers private data. The most im portant requirements of the Code include issues like using individual data legally and justly only for reasons that are directly applicable to the employment of the staff and for the reasons which they were gathered for in the first place. Employers should by all means necessary not keep insightful private information of employees and all employees should be well-informed before such events take place in the organization.They should be informed of any kind of monitoring that especially the ones that involve personal data collection. However, the information obtained from monitoring them should not be the only issues when doing a performance appraisal. Companies have a duty to safeguard private documents against any kind of a loss, unapproved access, usage, changes or exposure. Employees must have admission to their entire personal information and all rights to scrutinize and get a copy of all the archives.Revealing an Internet supervising policy is an indispensable element in an or ganization. Workers ought to be up to date with the type of activities that would be supervised, the regularity monitoring and how the management will be informed of the activity. If the organization verifies how the employees use their Internet then they must be informed and if the company retains deleted information for reasons like security when they should be informed about it (Welebir and Kleiner, 2005). The staff should not have beliefs that their actions on the Internet are confidential.Even though companies do not want to present the idea that they are monitoring each word they key in and mouse clicks on the Internet, it is compulsory to tell employees that they do not own any personal confidential rights when they are using the company Internet. 9. 0 Research Design and methodology The disturb of implementing security and privacy in the workplace and the effect it has on performance in the firm is an ontological study which takes a subjectivism view because security and p rivacy is created from the perception that workplace performance might be positively or negatively affected.The research is more of an explanatory studywhich is a deductive approach where Saunders et al. (2006), defines deductive astestinga concept in which the researcher cultivates the concept and supposition and design a research plan to test the assumption. The research outline that is suitable for this study is survey because according to Saunders et al. (2006), it is usually related to a deductive approach and since we are using companies it is a tactic normally used in businesses.I believe the research choice suitable for the study is a multi-method qualitative study whereby semi-structured interviews and questionnaires can be used for data collecting. Time horizon that can be used is a longitudinal study where according to Saunders (2006), the researcher embarks on a study at numerous facts in time in order to answer a research question. For reliability and validity sake to how security and privacy affect workplace performance several times of embarking on such a question will provide accurate results. Physical access is the one suitable for my study since I am an external researcher.Access would be give from the management of all the companies that are to be used for the study and gaining an internal access from all the employees for accurate results. One of strategies that can be used to gain this access is that the project will benefit the company in one way or the other. Research ethics that should be maintain during data collection stage are confidentiality and anonymity. Furthermore, the sampling method proficiency I used is probability specifically cluster sampling is what I would consider because there are specific types of jobs that make use of surveillance cameras, computers (with internet) and telephones. . 1 Possible Results Based on the literature analysis, H1 can be accepted because by implementing security in the workplace it can wor k in two ways. Firstly, protects the business from competitors and can be used when evaluating employees. H2 can also be accepted because not only American companies use Surveillance cameras, do telephone and Internet monitoring, companies in Europe and in countries like China, Vietnam, Philippine, Australia also do the same. H4 is acceptable because for the policy of applying security and privacy to work companies have to follow proper procedures.However H3 will remain problematic in the sense that in every yield that arises there is always going to be a group of people who will contradict the idea. It is acceptable only when the company does not communicate the use and the reasons butt joint the monitoring. 10. Conclusion Based on the depict and facts from the literature review which provided various(a) perspectives about security and privacy it can be concluded that monitoring employees can result in something noble or something unscrupulous.For example, emails and surfing the Internet can be a disruption but at the same time the feeling of being watched regularly can also be a disruption. Law of privacy has to balance employee interest against those of the employers and more conspicuously it must center on the important concepts of human self-esteem. instruction technology has assisted firms to enlarge their productivity and efficiency but the misuse of the Internet has steered firms to monitor all communications operated electronically to guard their companies and limit legal responsibilities.Nowadays two major developments to be concerned about in regards to electronic surveillance is the great concern for employee privacy and the increased cases of employers being caught accountable for workers misbehaviors of electronic communication. Although the courts are in support of employers they must be busy about the workers rights though shielding the firms interests. Words 4 282 References Ahmed, S. ( 2007). Analysis of Workplace Surveillance In a Qu est for an Ethical Stance. journal of fear Systems, Governance and Ethics, Vol 2,No. 4. Almeida, F. 2012). Web 2. 0 Technologies and Social Networking Security Fears in Enterprises, International ledger of Advanced Computer Science and Applications,Vol. 3, No. 2, Amicus Guide. (2005). Amicus Guide to Privacy at Work. Privacy at Work. Online. Retrieved on 19 demo 2012 from http//www. amicustheunion. org/pdf/PrivacyatWork. pdf Arnesen, D. W and Weis, W. L. (2007). Developing an Effective Company Policy For Employee Internet And E-Mail Use. journal of Organizational Culture, conversations and Conflict, Volume 11, No. 2,pp. 53-65. Chen, J. V and Park, Y. 2005) The role of control and other factors in the electronic surveillance workplace, daybook of Information, Communication and Ethics in Society, Vol. 3 Iss 2, pp. 79 90. Ciocchetti, C. A. (2010). The Eavesdropping Employer A Twenty-First blow Framework for Employee Monitoring. Online. Retrieved on 19 March 2012 from http//www. coming(prenominal)ofprivacy. org/wpcontent/uploads/2010/07/The_Eavesdropping_Employer_%20A_Twenty-First_Century_Framework. pdf Cox, S Goette, T. and Young, D. (2005). Workplace Surveillance and Employee Privacy Implementing an Effective Computer Use Policy, Volume 5 identification number 2. Dubbeld, L. 2004) Limits on surveillance Frictions, fragilities and failures in the operation of camera surveillance, Journal of Information, Communication and Ethics in Society, Vol. 2 Iss 1, pp. 9 19. Guha, M. (2008). The Visible Employee victimization Workplace Monitoring and Surveillance to Protect Information Assets without Compromising Employee Privacy or Trust, Library Review, Vol. 57 Iss 9, pp. 746 747 Hechanova, R. M. and Alampay, E. A. (2010). Monitoring Employee Use of the Internet in Philippine Organizations, The Electronic Journal on Information Systems in Developing Countries, Volume 40 Issue 5, pp. -20. Kierkegaard, S. (2005). Privacy in Electronic Communication. Watch your e-m ail your boss is snooping. Computer Law & Security Report,Vol. 21 Iss 3, pp. 226-236. Lee, S. and Kleiner, B. H. (2003). Electronic surveillance in the workplace, forethought Research News, Vol. 26 Iss 2/3/4, pp. 72 81. Mei-ShaChieh, C. and Kleiner, B. H. (2003),How organisations manage the issue of employee privacytoday, heed Research News, Vol. 26 Iss 2 pp. 82 88. Petrovic-Lazarevic, S. and Sohal, A. S. (2004). Nature of e-business ethical dilemmas, Information Management & Computer Security, Vol. 2 Iss 2, pp. 167 177. Rustad, M. L. and Paulsson, S. R. (2005). Monitoring Employee e-mail and Internet Usage Avoiding the Omniscient. Electronic Sweatshop Insights from Europe. U. Pa. Journal of LaborAnd Employment Law, Vol. 74. Saunders, M. , Lewis, P, and Thornhill A. (2006) Research Methods for vocation students. 4th edition . UK Prentice Hall. Strategic Direction. (2009) Social networking and the workplace qualification the most of web 2. 0 technologies,Vol. 25 Iss 8, p p. 20 23. The Gazette (2008). stealth time at work on Net.One of the new trends to watch in labor law is how companies and labor tribunals handle cyberslacking- a term coined to soak up people who spend an excess of time on the Internet at work. Online. Retrieved on 31 March 2012 from http//www. canada. com/montrealgazette/news/business/story. html? id=32125d78-a479-497a-ae19-4f461ea18060 The Register. (2000). Xerox fires 40 in porn site clampdown. Document Company staffs get caught shuffling more than just paper. Trim, P. R. J. (2005). Managing computer security issues preventing and limiting future threats and disasters, Disaster Prevention and Management, Vol. 4 Iss 4, pp. 493 505 Vorvoreanu,M. and Botan, C. H. (2001). Examining Electronic Surveillance In the Workplace A Review of Theoretical Perspectives and Research Findings. Online. Retrieved on 16 March 2012 from http//www. cerias. purdue. edu/assets/pdf/bibtex_archive/2001-32. pdf Warren, A. (2002) Right to privacy? The protection of personal data in UK unrestricted organisations, New Library World, Vol. 103 Iss 11/12, pp. 446 456. Warren, M. J. (2002). Security practice survey evidence from three countries, Logistics Information Management, Vol. 15 Iss 5/6, pp. 347 35. Watson, G. (2002). E-mail surveillance in the UK workplace-a management consulting case study, Aslib Proceedings, Vol. 54 Iss 1 pp. 23 40. Welebir, B. and Kleiner,B. H. (2005),How to save a proper Internet usage policy, Journal of Management ResearchNews, Vol. 28 Iss 2 pp. 80 87. Whalen, T. and Gates, C. (2010),Watching the watchers voluntary monitoring of infosec employees, Journal of Information Management & Computer Security, Vol. 18 Iss 1 pp. 14 25. Moghe, V. (2003) Privacy management a new era in the Australian business environment, Journal of Information Management & Computer Security, Vol. 1 Iss 2, pp. 60 66 Ying-Tzu Lu, Brian H. Kleiner, (2004),Drug testing in the workplace, Journal of Management Research News , Vol. 27 Iss 4 pp. 46 53 Jardine-Tweedie, L. and Phillip C. Wright, (1998) Workplace drug testing avoiding the testing addiction, Journal of managerial Psychology, Vol. 13 Iss 8, pp. 534 543 Chan, M Woon, I. and Kanakanhalli, A. (2005). Perceptions of Information Security in the workplace Linking Information Security climate to Compliant Behavior, Journal of Information Privacy and Security, Volume 1 Issue 3, pp. 8-41 Chieh, C. M. and Kleiner, B. H. (2003), How organisations manage the issue of employee privacy today, Journal of Management Research News, Vol. 26 Iss 2 pp. 82 88 Bibliography Gritzalis, S. (2004). Enhancing Web privacy and anonymity in the digital era, Journal of Information Management & Computer Security, Vol. 12 Iss 3, pp. 255 287. Griffiths, M. (2010),Internet abuse and internet addiction in the workplace, Journal of Workplace Learning, Vol. 22 Iss 7 pp. 463 472 Morgan, C. (1999).Employer Monitoring Of the Employee Electronic Mail And Internet Use. McGill Law Journal, Vol. 44 pp. 850-902. Jardine-Tweedie, L. and Phillip C. Wright, (1998) Workplace drug testing avoiding the testing addiction, Journal of managerial Psychology, Vol. 13 Iss 8, pp. 534 543 Appendices Appendix 1 Evaluation of Sources In order to do my literature review I made use of secondary data which consisted of journals, books and web publications (which included newspapers). From these sources I could get dependable information because they are reliable sources.I did not manage to get a lot of late(a) journals for the current year and for the previous year but I did manage to get publications which were within the ten years. These sources really helped me understand more facts about my research gratuityic. Most of the journals that I found were useful to explain my topic and write more facts because they had information that I wanted to use. Most of the journals that I found discussed reasons why organizations were implementing security and privacy in their organi zations and the proper procedures that were supposed to be taken for such policies.However it was not easy to get journals that disprover those ideas and supported that somehow it affected employees. Secondly, I was able to find journals that explained security and privacy from companies in different countries. The issue of security and privacy in the workplace was more crucial beginning 1996 which shows that its an issue that that was brought about technology advancements. I found most of my journals on emerald insight and to top it up I found more from scholar web publications. I took my time to paraphrase all the necessary information from the journals that I found to support all my assumptions.I used twenty- three journals to support my ideas, except for one journal all of them the author name was given, dates, journal article headings and all the information needed to do the referencing. The impact of implementing security and privacy and its effect on workplace performance Ap pendix 2 Mind use calendar week 1 Received topics to research on week 2 Search for relevant journals mainly from Emerald Insight. com Week 2 Research Objectives Research Questions Hypothesis Week 2 Chose the research topic Week 3 Theoretical Framework Introduction & Search for more JournalsWeek 4 Non-offensive material from emails and the Internet High performance from company networks &systems Week 4 Protection of company confidential information Prevention of trade secrets from leaking out Week 4 Positive effects of security and privacy mainly on productivity, employee &customer satisfaction Week 5 Security & Privacy actions that companies are using Week 6 Facts raised by opponents of Security and privacy e. g. electronic surveillance Week 7 Owning the right tools, technologies and methods Week 9 Research Design and Methodology Possible Results