The Dynamics of Privacy Regulation - Assignment Example

In most of the organizational and business setups, the lower level employees and especially the new entrants are scrutinized more severely on punctuality than those of the senior level managers. Despite not being ideal, the approach has some rationale that cannot be negated altogether. Senior-level employees and managers have several business commitments beyond the routine work hours and more often than not they are bound to their tasks and targets instead of time. This, however, should not leverage the habitual delays of seniors and they should set a better example for their juniors.

2. No, I think that employers should not have the right to regulate after-hours social activities unless they have an impact on workplace productivity. The activities that might have a direct effect on workplace productivity provide a potential leverage to the employer to devise regulations to avoid them but these must have a direct impact. A major issue that may evolve from meeting at the workplace is the social stress and anxiety that may ultimately have an effect on the workplace environment and the projected output. Often these workplace social interaction causes uncalled-for rifts among employees which creates room for regulations to avert such circumstances.

3. In most cases office relationships should fall under the domain of working relationships which are neither classified as friendship nor enmity but they are simply pleasant. The management does not have to ban out-of-office relationships to control these legal issues rather it has to devise a mechanism of promotions, demotions, and discipline strictly based on office policy guidelines. The office management has to ensure that sexual harassment, undue favors, and use of discipline at personal discretion are blocked and they are purely based on performance and personal attitude. The legislation to control these legal aspects ought to be across the board with a special emphasis on the supervisory level.

4., if relationships can have an impact on the office environment it is true, and vice versa. However, its intensity is relatively mild in this case and can be managed rather easily. A perfectly happy couple for example can manage the stress of the office environment through their cordial relationship and can devise a mechanism to keep its devastating effects away from their marital life. In most cases, it is easily manageable because of intimacy and the absence of a personal grudge. More often than not, a truly intimate relationship even if not of a couple can sustain the pressure of a souring office environment. It is usually more intricate to avoid the negative impact of a souring relationship over the office environment than to avert the negative impact of a souring office environment over a good and intimate relationship. Read More