Work, Privacy, and Autonomy - Essay Example

ABSTRACT

Richard Lippke indicates that privacy is critical since it is important for those who conduct human anatomy. He turns down the analyses of privacy in the workplace that majored of the question of whether information is job relevant because it will depend on the work contract. Lippke goes ahead to present a challenge on the information about workplace privacy in the bigger context of the difference in power that appears I the relationships between the employers and his workers. He sets this question in a manner that directly shows he rejects the analyses presented before.

Lippke indicates that the power variation evidet between people of different ranks I an organization limits te ability of the employees to make decision in the workplace. He indicates that when the officials in the work place maintain high levels of authority towards workers, their decisions will affect the working life of an employee. The dangerous part is that it reduces their ability to output and also quality of work. Lippke also warns that techniques that are aimed at collecting relevant data from employees are slowly killing th roles of autonomy in the working lives of employees.

In the world we are living today, employees are victims of assaults and other forms of abuse related to their privacy at work. Most of the tests that aim at seeking information in the workplace assault the privacy of the workers. The most common form of assault in the current world is the urine test. There is a controversial perception towards the impact of this test in violating the privacy of people. Research has it that a large number of companies in America will demand for urine test from the process of application for employment, it acts as an essential provision in a capacity equal to that of a curriculum vitae.

There is need to safeguard the health safety of co workers and consumer health, they also require to maintain high standards of productivity as is the main obligation of the wrkers fraternity. Research identifies that the forced urination samples was unfair because employees must do that under supervision of official inspectors. Those who are against this act identify it as a form od self-incrimination. Sources also indicate that most of the employees are forced to do t, they do it to safeguard their job. The importance of this process is sometimes to identify the nmbr of employees on drug use.

The public discussion that surround this issue requires a lot of patience and careful nalysis when handling this matter. Lippke intends to maintain the fact that the philosophical defenses of employees and their privacay that exists today have issues of being incomplete or the information appears misguided. Te available literature speaks too little about the value of priacy in the workplace. Privacy is a critical ingredient to a positive relationship between an employer and th employees. Privacy is one of the competitive values tat aa workplace setting must uphold.

Lippke initially stresses that the relation that exists between privacy and autonomy makes it more valuable in the workplace. Autonomy refers to the ability of an individual to make rational decisions when facing circumstances that require them to choose between competing needs in their workplace. All areas of interest in the welfare of a person will fall under the category. Lippke indicates that appreciating the values of the relationship between privay and autonomy is the most important step towards achieving welfare for employees at the workplace. He indicates that it will help us identify the need for employeer to have limited access to the information of their employees and also the means they may use to harness this information.

He argues that workers in the united states are often victims f assaults in their decision making abilities and freedom. Lippke stresses that ignoring the current cases of limited privacy for employees weakens the ability of employees to be productive. Productivity of an employee goes hand in hand with how much cormfotable they are at their workplace. Ignoring the reality of the working environment limits the amount of control trhat workers have at their workplace and they may develop a negative attitude to ther work which later translates to negativity.

The value of privacy

Privacy appears in two different ways. It appears in for of authority about personal I nformation and also restrictions on who is the rightful person to access some levels of facts about people. The most significant role that privacy plays is enabling emoloyees have control of their lives in and out of the workplace, with this impact it uincreases their cormfot at the places of work. It enables workers to exercise a significant level of control on the degree of interaction between them and colleagues or seniors at work.

Kupfer indicates that privacy relates to autonomy, even if it might to appear so necessary. He indicates that for employees to be autonomous, they must be in a position to describe their privacy and control it. Cotrol over ones life is a very important aspect of autonomy in a human being. The individuals must be in a position to dictate who accesse information about them, and what information can the identidfied persons access, and to what extent. Privacy is also important in such a way that it enables individyuals to identify themselves with autonomy. Kupfer indicates that a person must first understand that they have the ability to control their lives before they can actually control.

The contractual model and job relevance

Under this topic, the general statement is that employers only have to access information about employees if it is relevant according to the job they do. According to Desjardins, the contractual model is anew and improved version of the old agent model. In the initial one, the rights of an employee greatly depended om the decisions of their employers. The new model calls for transparent and more legit agreements that the particiapants will have full freedom.

Brenkert specifies that information falls under the category of job relevance if it directly relates to the individual job description of the workplace. The above claims appear to exempt the personal life of an employee that involves the activities occurring out of the workplace. However, Lippke rejects these claims. He alarms about the contractual model of the relationship between workers and their bosses. He indicates that the dangers associated with the use of the method is that it makes people to forget the significant imbalance of power that is evident in all market places. Employees will not have a lot of power to present their allegations due to the fact that the employment opportunities are often fewer than the number of people seeking jobs. The main threat that employers beat their employees is that, u feel the chance does not suit yoyu, there is someone else readily available to take the opportunity. He also claims that employees will be more desperate in their search for jobs than the companies are in their search for unemployment. He therefore quantifies the contractual model to be very misleadin g uin the quest to detail the condition of workplaces in America. It creayes an imaginary equaliy that is not present on the ground. I agree with Lippke that there is a significant imbalance in the power between workers and employers in the workplace.

A different perspective

There is need to seek an argument that links job relevanc with the moral valuers at the workplace relationship. If employers will have access tp information that dioes nit fall under the category of being job oriented, tey will directly ifluence the shape that their personal lives will take. Privacy is an important concept of self, and if intruded, it limits the abilities of trying out new things or innovations. Numerous writers indicate that selection of employees by consideting data from their private life is misleading and could be an inaccurate means of exercising duties.

Organization of work

Research has it that employees whooperate in a working environment that supports the concept of autonomy will face mionor threats. They are more likely to enjoy privacy rights. It is therefore important to address the way the organization of work in the US affect employee autonomy in the quest to find the solution. Many critics indicate that a large percemtage of the employees in US fall victim of a hierachichal, authoritarian structure of management in their workplace, such an organization limits their ability to maker decisions which in turn has direct impoact on their working lives. These structures do jnot allow employees to get involved in making decisions on how they will commit to achieve their goals in the workplace. The management has full control over te decision making procedss. Most of the organizational structures of the US jobs erode the value of autonomy of the employee, the will have a direct impact on the worklives, especially where employees do not have the chance to make economic decisions. They will also have negative impact to their overall productivity.

Lippke initially stresses that the relation that exists between privacy and autonomy makes it more valuable in the workplace. Autonomy refers to the ability of an individual to make rational decisions when facing circumstances that require them to choose between competing needs in their workplace. All areas of interest in the welfare of a person will fall under the category. Lippke indicates that appreciating the values of the relationship between privay and autonomy is the most important step towards achieving welfare for employees at the workplace. He indicates that it will help us identify the need for employeer to have limited access to the information of their employees and also the means they may use to harness this information.

He argues that workers in the united states are often victims f assaults in their decision making abilities and freedom. Lippke stresses that ignoring the current cases of limited privacy for employees weakens the ability of employees to be productive. Productivity of an employee goes hand in hand with how much cormfotable they are at their workplace. Ignoring the reality of the working environment limits the amount of control trhat workers have at their workplace and they may develop a negative attitude to ther work which later translates to negativity.

The value of privacy

Privacy appears in two different ways. It appears in for of authority about personal I nformation and also restrictions on who is the rightful person to access some levels of facts about people. The most significant role that privacy plays is enabling emoloyees have control of their lives in and out of the workplace, with this impact it uincreases their cormfot at the places of work. It enables workers to exercise a significant level of control on the degree of interaction between them and colleagues or seniors at work.

Kupfer indicates that privacy relates to autonomy, even if it might to appear so necessary. He indicates that for employees to be autonomous, they must be in a position to describe their privacy and control it. Cotrol over ones life is a very important aspect of autonomy in a human being. The individuals must be in a position to dictate who accesse information about them, and what information can the identidfied persons access, and to what extent. Privacy is also important in such a way that it enables individyuals to identify themselves with autonomy. Kupfer indicates that a person must first understand that they have the ability to control their lives before they can actually control.

The contractual model and job relevance

Under this topic, the general statement is that employers only have to access information about employees if it is relevant according to the job they do. According to Desjardins, the contractual model is anew and improved version of the old agent model. In the initial one, the rights of an employee greatly depended om the decisions of their employers. The new model calls for transparent and more legit agreements that the particiapants will have full freedom.

Brenkert specifies that information falls under the category of job relevance if it directly relates to the individual job description of the workplace. The above claims appear to exempt the personal life of an employee that involves the activities occurring out of the workplace. However, Lippke rejects these claims. He alarms about the contractual model of the relationship between workers and their bosses. He indicates that the dangers associated with the use of the method is that it makes people to forget the significant imbalance of power that is evident in all market places. Employees will not have a lot of power to present their allegations due to the fact that the employment opportunities are often fewer than the number of people seeking jobs. Read More