Electronic Performance Monitoring Essay -- Business Management

Companies (organizations) ar adopting the use of various forms of modern technologies to improve their effect. roughly of these technologies are enforceed to check on performance and management of these organizations. The technologies are computer establish and are mostly used to check employees performance (Ludwig & Goomas, 2010, p. 393). The technologies also help these organizations to evaluate employees based on their performance. One of such(prenominal) technologies is the electronic performance supervise, which is the latest advancement (Lliopis, Gonzalez, & Gasco, 2005, p. 215).The electronic performance monitor (EPM) advancement refers to application of technology to check what employees do while at become. In other words, this technology monitors workers productivity output, which includes how effectively the employees utilize their work time (Lliopis, Gonzalez, & Gasco, 2005, p. 218). The organizations, which have installed EPM in their premises, have an easy task of monitoring the interruptive activities their employees get involved in. Such activities include making and receiving phone calls and receiving and send personal mails among others (Ludwig & Goomas, 2010, p. 394).EPM has advantages as well as disadvantages. However, the advantages are more marked than the disadvantages. For instance, the electronic device helps to save time in an organization. The device has the cleverness to gather metric data annually and is able to use the homosexual resource formulas, as well as evaluate and grade employees based on their performance. EPM also ensures that appraisals are only viewed by the individuals who they are intend for (Lliopis, Gonzalez, & Gasco, 2005, p. 222). This has a positive effect on the company since it enh... ...al decision to implement electronic surveillance at work A research framework. global Journal of Organizational Analysis, 13(3), 244-268.Lliopis, J., Gonzalez, R. M., & Gasco, J. L. (2005). Transforming the firm for t he digital era An organizational driveway towards an E-culture. Human System Management, 23(4), 213-225. Ludwig, T. D., & Goomas, D. T. (2010). Real-time performance monitoring, goal-setting, and feedback for forklift drivers in a dispersal center. Journal of Occupational and Organizational Psychology, 82(2), 391-403. McNall, L. A., & Roch, S. G. (2009). A social exchange of employee reactions to electronic performance monitoring. Human Performance, 22(3), 204-224.Smith, W. P., & Tabak, F. (2009). Monitoring employees e-mails Is there any room for secretiveness? The Academy of management Perspectives Archives, 23(4), 33-48.