Lecture 05 Workplace Perspectives I PDF

Lecture 05 Workplace Perspectives I CPT6114 PROFESSIONAL DEVELOPMENT (T2420) 1 Lecture Outline 01 Impacts of Technology on Employment 02 Employee Communication and Monitoring 03 Employer-Employee Resp...

Lecture 05 Workplace Perspectives I CPT6114 PROFESSIONAL DEVELOPMENT (T2420) 1 Lecture Outline 01 Impacts of Technology on Employment 02 Employee Communication and Monitoring 03 Employer-Employee Responsibility 2 01 Impacts of Technology on Employment 3  Impacts of Technology on Employment Technology advancement changes how people accomplish tasks Introduction of computers in workplace generate fears ○ Mass unemployment due to increased efficiency. ○ Need for increased skill and training widens the earning gap. ○ Offshoring of jobs will lead to mass unemployment. ○ Employers’ use of technology to monitor their employees. Will technology put a huge number of people out of work? 4 Job Destruction and Creation https://medium.com/mymonday-co/10-jobs- that-didnt-exist-15-years-ago-4fff84f05689 5  Job Destruction and Creation At the same time, advancement in technology has made some jobs obsolete. https://www.careeraddict.com/disappearing-jobs 6  Changing Skills and Skill Levels Concerns high-paying jobs for the most High-skilled workers Rapid improvement in highly skilled and highly trained capability and cost elite Fewer jobs for high-skilled Job divergence workers? Human Rapid improvement in computing intelligence and judgment and communication technology Will jobs diverge into two in the workplace less causes more job disruption as distinct groups? needed? people continually face job elimination and the need to fewer low-paying jobs for people without computer skills and retrain. advanced education 7  Skills for the 21st century Critical thinking and ICT literacy problem solving Information Creativity and media and literacy innovation Valuable Skills Cross disciplinary Communication thinking and collaboration Visual, scientific, and numerical 8 literacy Telecommuting Computers, internet and wireless communication bring a shift in work location. Mobile office using a laptop, working out of your car or at customer locations Full-time and part-time telecommuting The ability to telecommute at the start of the COVID-19 pandemic has saved many workers' jobs - organizations are able to continue functioning Telecommuting → working at home using computing equipment instead of commuting to an employer’s office Other terms: mobile work, remote work, telework, … 9  Telecommuting Benefits Problems Reduces overhead and the need Weakened corporate loyalty for large offices Lacking immediate supervision - less Employees are more productive, productive, work too hard or too long satisfied, and loyal Missing possible opportunities and mentoring Make it easier to work with clients, Cost of office space and overhead shift to customers, and employees in other employee countries Distraction at home can be counterproductive Allows work to continue after Stress due to blizzards, hurricanes, etc. or ○ Reducing boundary between home and during pandemic work Reduces traffic congestion, ○ odd working hours to match client time pollution, gasoline use, and stress zone Reduces expenses for commuting 10 and money spent on work clothes  The Sharing Economy, On-Demand Services, and Gig Work Sharing economy - matching people offering goods or services with others who want them. ○ Example: people selling unused items on eBay, renting out rooms in AirBnB. On-demand services include very quick delivery of products and services - might mean a few minutes or one day. Gig - types of work where mobile apps connect an available worker with a specific assignment. They are paid by the job e.g. Uber and Grab. ○ Gig work expands a trend of self-employed people providing skills or services to many other people or companies, rather than working full time for one employer. Overlap between the sharing economy, on-demand services, and gig work. ○ Ride sharing has all three features: Apps match customers with both a vehicle and a driver, on demand (in a few minutes) at the customer’s location. 11 02 Employee Communication and Monitoring 12 Employee Monitoring Employee monitoring is not new ○ Employers have always monitored their employees ○ Degree of detail and frequency of monitoring has varied depending upon the kind of work, economic factors, and available technology ○ Early monitoring was not constant with supervisor’s presence physically. ○ Electronic monitoring can be constant, more detailed and unseen by workers 13 Learning About Job Applicants The Web and social media provide new means of information collection on job applicants. Employers: ○ hire third-party company ○ use a variety of screening methods to efficiently reduce a large pool of applicants to a reasonable number Some job-seekers attempt to clean up their online persona. 14  Risks and Rules for Work and Personal Communications Separating – or merging – work and personal systems ○ Employers often prohibit employees from using their work email, computers, and other devices for personal use. ○ What about employees using personal email accounts, social media, laptops, smartphones, and other devices for work? ○ Issues - personal content can caused embarrassment or legal problem, risk of personal device lost, security, problem to monitor communication 15 Monitoring employer systems Companies sometimes monitor the email or voice mail of their employees on company systems. Most companies monitor infrequently, some routinely intercept all email. Many major companies use software tools that provide reports on employee Web use. Employees spend time on non-work activities on the Web 16  Monitoring employer systems Law and cases for employer systems ○ Electronic Communications Privacy Act (ECPA) in U.S. prohibits interception of email and reading stored email without a court order, but makes an exception for business systems ○ Courts put heavy weight on the fact that computers, email, and phone systems are owned by the employer who provides them for business purposes ○ In Malaysia, under the Employment Act, if emails are typed on the company’s computers and sent during office hours, they become the company’s property ○ Courts have ruled against monitoring done to snoop on personal and union activities or to track down whistle blowers ○ Court decisions sometimes depend on whether an employee had a reasonable “expectation of privacy” ○ Company should have a clear policy statement about permission regarding personal use17 of company system and accessing employee messages and files.  Monitoring location, wearables and equipment Benefits ○ The truck systems enable more precise planning of pickups and deliveries, increases in efficiency, reductions in energy use, and reductions in expenses. Location devices have helped owners recover hundreds of stolen trucks. ○ A supervisor can see where each nurse is and locate one quickly in an emergency. ○ Ride-sharing services can use data about driving habits of drivers to increase safety, settle disputes with customers or in case of an accident. ○ If data from a wearable monitor indicates that an employee did not get a good night’s sleep, would an employer refrain from assigning that person to a critical task? 18 03 Employer - Employee Responsibility 19 Employer-Employee Responsibility IT workers agree on many aspects of work relationship before workers accept job offer ○ Other aspects of work relationship defined in company’s policy and procedure manual or code of conduct ○ Some aspects develop over time 20 Employer-Employee Responsibility As steward of organisation’s IT resources, IT workers must set an example and enforce policies regarding the ethical use of IT in: ○ Software piracy ○ Trade secrets ○ Whistle-blowing Employee attracts attention to a negligent, illegal, unethical, abusive, or dangerous act in the company that threatens the public interest 21 Employment Contracts In short, different companies have different policies, procedure manual or code of conduct, usually included in the employment contract. You should always abide by your employment contract If not specifically found in there, follow the professional code of ethics 22 Employment Contracts An employment contract is a legal contract entered between the employee and the employer The contract spells out the following details: ○ Terms and conditions of employment including the weekly or monthly amount of working hours, probation and termination period, salary, exact job title 23 Employer-Employee Relationship In Malaysia In Malaysia, it is governed by the Employment Act (1955) and to some extent the Industrial Relations Act (1967) Employer and employee is contractual in nature The Employment Act describes the contract as a “Contract of Service”, while the Industrial Relations Act describes it as “Contract of Employment” 24 Employer-Employee Relationship In Malaysia Contract of service “any agreement, whether oral or in writing and whether express of implied, where one person agrees to employ another as an employee and that the other agrees to serve his employer as an employee, and includes an apprenticeship contract” 25 Employer-Employee Relationship In Malaysia Contract of employment “any agreement, whether oral or in writing and whether express or implied, where one person agrees to employ another as workman and the other agrees to serve his employer as a workman” 26  Employer-Employee Relationship In Malaysia Disputes between Employee and Employer may be heard at the ○ Industrial Court Example: Dismissal, breach of rights and privileges under the Industrial Relation Act ○ Labour Court Recovery of wages https://asklegal.my/p/unfairly-fired-sue-boss-company-industrial-court 27 https://says.com/my/lifestyle/malaysian-guy-shares-harsh-reality-of-the-corporate-world-in-viral-post 28 END OF LECTURE Any questions? 29