Social influencing factors Essay Example | Topics and Well Written Essays - 2500 words

Social influencing factors - Essay Example The element of social grouping is known to encompass small groups, economic status and social roles. A few of such kinds of groups are deemed to pose a direct form of manipulation or control over a particular individual. For instance, reference groups are considered to act as direct as well as indirect kinds of assessment or orientation in developing an individual’s beliefs or approaches which in turn deliberately influences the purchase decisions considered by those people (Te’eni-Harari, 2010; Armstrong & et. al., 2005). Reference Groups From a theoretical perspective, groups are found to exert influence on various individuals and are generally regarded as reference groups. Individuals are known to make use of pertinent groups for the purpose of a specification either as an indication or an orientation in opposition to which the individual is evaluated. The degree of manipulation with regard to the reference groups posed on the behaviour of the individuals is known to be frequently made apparent in relation to the kinds of products as well as brands bought by individuals. Consumer behaviour is considered to be the reflection of the sum of consumer’s decisions concerning purchase, utilisation and disposition of products or services over time. The pattern of purchasing behaviour denotes more than just the method of how an individual decides upon consuming tangible products. It also includes other aspects such as obtaining ideas or opinions from friends concerning the use of services (Arnould & et. al., 2004). It is in this regard that referents who are known to possess higher extent of authority, for instance those with assumed proficiency, are expected to often act as influences on the basis of information sources for hesitant or ignorant consumers (Eszter, 2008). Conversely, the utilitarian form of influence is supposed to get replicated in the requirement for psychological associations in terms of the specified reference group. It has be en further mentioned in this regard that the utilitarian related influence tend to stand for the idea with regard to normative influences. For instance, teachers, peers and parents are considered to be the normative referents offering prospective consumers approaches, customs and values with the help of a direct form of interaction (Childers & Rao, 1992). The behavioural pattern of the consumers is known to relate to the process of understanding the purchase related decision-making by the consumers (Kotler, 2003). With regard to the above mentioned context it can be understood that the aspect of the buying related pattern of the consumers is also explained to be the familiarity of the groups, individuals or organisations along with the procedures that are implemented for the purpose of choosing, protecting, utilising and disposing of the selected services, ideas, products and experiences in order to satisfy the requirements as well as the influences of the mentioned procedures posed to the society overall as well as the consumers. Thus, it can be conclusively identified from the stated explanation that a particular behaviour is triggered for a specific individual or with respect to a definite group owing to which it can be discerned that social aspect is amongst the factors that tend to greatly affect the purchase

Police officers Essay Example for Free

Police officers Essay Have you ever been in a situation where you find yourself stuck between facing consequences for things you haven’t done and giving in to someone who seems to be on a power trip and is taking advantage of their superiority over you? Whether it be a manager taking advantage of his power in the work place or a police man or woman doing unnecessary and over the top things to you. Abuse of power seems to be a common thing in some police officers every day life and this is not okay. It is very apparent what a police officers job is and that is to protect and serve the community and make sure that real criminals are being served justice, however; some may come across police officers that use the fact that they have badges and weapons to their advantage in order to basically become a bully instead of a hero. Of course not all police officers are corrupt, most are actually doing their job and are concerned with the safety of all people and not just their own but those few that are corrupt need to be stopped and be punished for their police brutality and/or abuse of power. So the question is, are police men and women being evaluated thoroughly enough so as not to hire corrupt officers? Are police officers being punished and or brought to justice because of their wrong doings? In this paper I will bring some cases of police brutality and or abuse of police powers to your attention as well as if and how police are being punished because of their illegal or down right cruel behavior. Becoming a police officer is far from an easy task as it should be, but why is it that after so much questioning and tests of integrity and moral values citizens are becoming more and more victimized by police officers? In my opinion police officers are not being as extensively tested for a corrupt mind set as we are led to believe they are. Possible police officers are asked questions on a polygraph test that mostly tie in with the questions asked in the application process so as to get details and obviously the truth out of anything remotely suspicious on the application. These questions mostly having to do with drug use or theft and anything that may prove an officer to be dishonest about questions already asked prior to the polygraph. These questions however rarely have to do with how officers view a citizens race, religion, gender, levels of class, etc. For example, a police officer is not asked in a polygraph test if he does not like Muslim people or if he is disgusted by gay individuals.

A Look at Intellectual Property Piracy In Taiwan :: Intellectual Property Piracy Taiwan Essays

A Look at Intellectual Property Piracy In Taiwan Intro: Current Piracy Situation In Asia, Intellectual property piracy is rampant. Much attention has been directed at this issue and progress has been made in almost all Asian countries. Among them, Taiwan has been singled out as one of the worst offenders in the Intellectual Property Rights (IPR) violation.[1] The following statistics shows that the piracy rate in Taiwan is not very high compared to Korea and China. (More recent data is unavailable when I checked BSA.) Table 1. Piracy rates --------------------------------------------------------- Country 1994 1995 1996 1997 1998 Korea 75% 76% 70% 67% 64% U.S. 31% 26% 27% 27% 25% Japan 66% 55% 41% 32% 31% Taiwan 72% 70% 66% 63% 50% China 97% 96% 96% 96% 95% Total World 49% 46% 43% 40% 38% --------------------------------------------------------- Source: Business Software Alliance (BSA) --------------------------------------------------------- Why is Piracy so Rampant Why, then, is Taiwan considered a major offender for the last three years and counting? First, Taiwan has a monopoly on CD manufacturing and is renowned for its hardware manufacturing. Spend some time researching about blank CDs and you will find that most of them are manufactured in Taiwan.

Of Mice and Men Characters Essay

At the beginning both George & Lennie met at the rench near the river,close to the hill sides. The relationship between George & Lennie is that they are close friends.Acctualy George had promised Lennie’s Aunt Clara that he will take care of Lennie, as she laid on the bed of death. â€Å"Some body’d shoot you for a coyote if you was by yourself. No you stay with me, your Aunt Clara wouldn’t like it if you were Running off by your self, even if she’s dead.† Although Lennei is mch stronger,taller & muscular than Goerge, he still seems to depend on George. He forgets everything, he can’t cook, he’s got immature adult hood behaviour, he can’t deal with day-to-day life. Where as George happens to be the leader. He cooks for him, takes care of him, & there relationship between them seems to be like father & son. H e does at times get angry & frustrated with him due to his behaviour or the attitude toward him having to forget everything. George & Lennie both carry a dream along themselves, which the want to fulfil, of having a place of there own, â€Å"With us it ain’t like that new got a future. We got somebody to talk to that gives a damn about us. We don’t have to sit in no bar-room, blowin’in our jack jack jus because we got no place else to go. If them other guys get in jail then can rot for all anyone gives a damn. But not us.† However Lennie always seem to have a frustrated attitude, â€Å"But not us ! An’ why because †¦because I got you to look after me, & you got me to look after you, & that’s why.† â€Å"Some day where gonna get the jack together & where gonna have a little house & a couple of cows & some pigs.† In this case Lennie had kept control of the money, as he told every thing to Lennie to do, & that this money would help them in buying a place of there own. As the third person helps them so that he could also move out without the others knowing about it. As they had prepared there dream to come true, but as always Lennie had spoilt everything due to his immature attitude. At this stage of agreement with old man, Curley’s wife walks in asking for trouble as usual, well that’s what George thought. After there conversation over there secrete, Lennie fell a sleep on the bunk dreaming, mean while Curley walks in asking George & the bold man if they had seen his wife. During this they end up in a slight argument. As Curley gets furious at the telling of the people, telling him to keep his damn wife a home. On the other hand as Lennie is dreaming, he was smiling & delighted at the memory of ranch. At this stage Curley glaed at him, as he slipped his eyes off the past & lighted on Lennie, as he had become the centre of attraction. At this stage he stepeed towards lennie, as he was half asleep, & replied unknowingly & confusingly â€Å"Huh†?Due to him being so deniable Curley exploded with range. † Come on you big bastard-get up on your feet. No big son-of-a-bitch, is gonna laugh at me. I’ll show ya who’s yella?† Curley’s anger made Lennie look helplessly at George, & at this stage Lennie gets up & tries to retreat Curley, but Curley was balanced & poised . Right now he slashed a thump at Lennie withhis left, & then hit him under his nose. During the pain Lennie felt he cried for George’s help. But unfotanly the beating was at limited for Lennie & was in anger,despite having George stood on his feet yelling above all, to Lennie, telling him to get him (revenge). â€Å"Get him Lennie† Although Lennie was much stronger & muscular than Curley, â€Å"Don’t let him do it† Pain was getting to Lennie & the others in the room. At this stage Lennie covered his face with his huge pones (hand) & felt the beat ness of terror within himself, as then beating, as he again cried for George’s help & the others to make him stop. Then again Curley had attacked him in the stomach & blow of his wind. The scene now was painful & thew feeling of careless struk every one, especially Slim as he stud to his feet to betray Curley. â€Å"The dirty little rat; he cried, I’ll get’ un my self† But George atn this stage grabbed Slim by holding out his hand,asking him to wait, as knew Lennie would get Curley back. He new it was at limited for Lennie & the support of them in the room defiantly want revenge from Curley. † Wait a minute† (George said to him) † Get him Lnnie† The single voice of George Struck Lennie, as he took his hand away ftrom his face & looked around for George. At this point Curley took the advantage of him having to take his hand off his face & slashed him again in his eyes. Lennie’s face was covered with blood & George was again yelling/persuading Lennie to hit him. Again Curley’s fist was snagging when Lennie reached for it fist & seconds layer Curley was flopping all over the place like a fish would. Curley’s closed fist was now lost in Lennie’s big hand, revealing his anger in agony, as this time George ran down the room yelling at him to let go of him, but Lennie did not let go, & slapped him across the face repeatingly, but still he didn’t let go. However Curley was slushing as he fell white in his face & started to shrink,as he became weak.Howeever at last he did let go, as he crouched against the wall. â€Å"you told me to, George† At this stage Slim regarded Lennie with terror, as he statedy then they better get Curley to the doctor, as soon as possible, as they thought that he could be worse than what it look, but he also mentioned to Curley & the other surrounded strictly that his hand got stuck in the machine, if any one hade to ask then Lennies name should nit be mentioned strickly or trouble would occur. ( George said)†Slim, we get canned now? We need the stake. Will Curley’s old man cane us now? (Slim said to Curley)†you got your senses in hand enough to listen? â€Å"I think you got your han’ caught in a machine.† â€Å"If you don’t tell nobody what happened, we aren’t going to. But you jus tell an’try to get this canned & we’ll tell ever’body,an the will you get the laugh.† After this obviously George & Lennie had to stay well clear from cur ley’s wife, especially Lennie in eve at the time,& was specially warned from George, that she’ll cause trouble & that Lennie was in the bad books ofCurley & was better to stay out of his way. The old man was talking to creok ojn his bunk as Lennie arrived, & both Lennie & the old man started telling there story of them 3, haqving there place of there own,with Lennie’s rabbits & other animals/habitats. Again Creok offered to put fowar some money, but as George walked in the room & having a suspicious shocking look on his face as he saw Lennie sitting there. The old man mentioned the thought offered by Creok, but the shock & discomfort of privacy shrook him as he apologised to them all but this place was supposed to be a secrete & a place of there own & no one was to know in case of trouble. During the conversation Curley’s wife had walked in the room & interruptedly every one was shocked to her there especially if she had geard everything then trouble was to come, also her distance close to us would let her know what accually had happened to Curley that night. However later on in the argument with her & the others in the room she accually found out that it was Lennie who hert his hand & not the silly excuse of the machine.As Curley’s wife tried to get on Lennie,George tried to hold Lennie away from her, & tried to get Curley’s wife out of the room as Curley & his old man walked in the room,& suddenly intruptted the argument.

Evaluation Of The Seaboard Foods Load Out Certification...

Load Out Training Welcome to the Process portion of the Seaboard Foods Load Out Certification Program. Today you will be learning the proper techniques for load out, staging, and the transport of market hogs. When the crew arrives at the finisher barn two things are important: staying aware of what is going on and clear communication. Before guiding the chute to the stoop, know all of the proper hand signals. Uniform communication reduces risk for injury or mistakes It is important that the edge of the chute lines up with the stoop to prevent a gap. When removing the chute from the hitch, it is important not to quickly let go of the chute and allow it to fall. Using your body weight allows it to slowly drop. Before unhitching the†¦show more content†¦Notify your supervisor immediately if there are any signs of unusually colored feed. NOTIFY SUPERVISOR IMMEDIATELY! It is beneficial to equalize the temperature between the outside and inside. By adjusting the curtains it prevents animals from balking due to the drastic change in temperature once they approach the threshold. Remember: it is the Crew Leader’s responsibility to make sure that the barn’s curtains are returned to the automatic setting before leaving the barn. Before moving any animals, make sure that all things on this check list have been completed. Before beginning to back the trailer to the load out chute, make sure that all crew members and people are clear of the path between trailer and chute. Proper hand signals and paying attention are key to backing the market trailer to the chute. Stop the market driver about four feet from the chute so you can raise and secure the trailer’s roll gate. Secure the roll gate’s rope to the tie off on the trailer, and continue the back up process. Allow a few inches between the trailer and chute so the chute sits down into the trailer’s opening once you have lowered the chute down. Secure the chute extensions on both sides to the market trailer. The doors of the chute must extend into the inside of the trailer. Spread bags of wood chips evenly on the chute and both decks of the market trailer. It blends the surfaces of the chute and trailer together so the hog doesn’t recognize the transition.

Privacy Is Dead - Get Over It - Free Essay Example

Sample details Pages: 13 Words: 3810 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Level High school Did you like this example? The essay will consider and evaluate the proposition â€Å"privacy is dead- get over it† by looking at organizational communication theory and practice. Introduction The essay will consider and evaluate the proposition â€Å"privacy is dead- get over it† by looking at organizational communication theory and practice. The essay will look at the role of the employee in the modern corporate environment, and compare and contrast this with the role and status enjoyed by the employee in more historical settings. The essay will look at the statutory framework for Data Protection in the UK, and privacy and will examine how this applies to the workplace, both in theory and in practice. Don’t waste time! Our writers will create an original "Privacy Is Dead Get Over It" essay for you Create order The role of legislation designed to protect the interests of employees will be considered and the writer will comment on the efficacy of the legislation as well as considering the specific rights that it creates for employees and the specific responsibilities that it creates for employers. The wider sociological context for issues connected to surveillance in the workplace and employment rights will be examined also, and the writer will consider how technological advancement and the Information Age has affected the status of the modern employee in terms of their privacy. The ultimate aim of creating this context will be to inform a holistic evaluation of the proposition â€Å"privacy is dead- get over it†. Privacy and surveillance in the workplace In the modern workplace there are various tensions that exist between the privacy of employees and the level of surveillance that employers may employ in order to ensure that the organization functions optimally (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). Social networking sites are becoming more and more popular, and the internet is being used more and more to facilitate communication within organizations: â€Å"According to the Office for National Statistics 2010 data, 30.1 million adults in the UK (60% of the population) access the internet every day or almost everyday. This is nearly double the 2006 estimate of 16.5 million. Social networking was a popular internet activity in 2010, with 43% of internet users posting messages to social networking sites or chat sites, blogs etc. While social networking activities prove to be most popular amongst 16–24 year olds, 31% of internet users aged 45–54 have used the internet to post messages on social net work sites, while 28% uploaded content. Many of the adults that use social networks do so not only for social networking purposes but also for business networking purposes. Of the individuals listed in LinkedIn this year, there are over 52,000 people, predominantly in the US, Canada, India, Italy, UK and the Netherlands (in that order) with privacy mentioned in their profile. Within LinkedIn there are also a considerable number of privacy related LinkedIn groups which have substantial memberships. Many of the readers of this article will no doubt be in those groups for social as well as business purposes†¦(Bond, R. (2010) pp. 1)†, and this intensifies the debate as to how far employees privacy can be lawfully infringed by employers. As organizational communication takes place more and more via email and other forms of electronic communication the problem of privacy is further heightened as more extensive records of personal communication are created and retained (Johns on, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). What to do with data like this poses a complex problem relating to the privacy of the employee and the right of the employer to infringe privacy in order to ensure the integrity of their organization. The statutory framework In the UK the privacy of an employees data, and an employers lawful access to such information is defined through a number of routes (Lunney, M. and Oliphant, K. (2003); Mc Kendrick, E. (2003)). Firstly, there is an important statutory framework that employers must respect. This is created by the Data Protection Act 1998, and also by the ECHR which requires that an individuals private and family life be respected (Article 8 of the ECHR). These rights are enforceable by an individual in a civil court in the UK, but also by public agencies in the UK like the Office of the Information Commissioner (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). The Data Protection Act 1998 has created a number of principles of data protection, which must be respected. These are that information (i) must be fairly and lawfully processed; (ii) information may only be obtained for specified lawful purposes, (ii) may not be processed in any manner incompatible with such purposes; (iii) dat a must be adequate, relevant and not excessive for the purposes for which it is collected; (iv) information must be accurate and where necessary kept up to date, (v) information must not be kept longer than necessary, (vi) information must be processed in accordance with the rights of data subjects, (vii) security measures must be taken against unauthorized and unlawful processing of information against accidental destruction, or unauthorized or unlawful destruction, and (viii) information must not be transferred outside the European Economic Area within the consent of the data subject. In cases where these principles are not adhered to by employers, an employee may institute civil actions for breach of privacy, and or complaints to the ICO who may pursue criminal prosecutions against any party who has breached the Data Protection Principles (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). As such the Data Protection Act 1998 creates a range of rights in terms of priv acy and security of personal information and these may be enforced directly by an individual or by a public body such as The Information Commissioner on behalf of an individual. Breach of the Data Protection Act 1998 is a criminal offence which is punishable with fines and or up to six months imprisonment. Recent changes to the powers of the Information Commissioner gives them powers to issue fines of up to  £500,000 for cases of serious breaches of the Data Protection Act 1998 (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). On the other hand there is also a statutory framework that addresses how far an employer may go in terms of monitoring their employees in the course of employment. The Regulation of Investigatory Powers Act 2000 and the Telecommunications (Lawful Business Practice) (Interception of Communication) Regulations 2000. These provide that monitoring of employee data can only be authorized for specific, defined purposes such as where the employer h as a legitimate overriding interest in the pursuit of monitoring activities (Schirato, T. and Yell, S. (2000) p. 42-45; Sime, S. (2007) p. 12; Smith, M. and Kollock, P. (1998) p. 32-35). Thus it may be argued that there is a balance to be struck between the information that employees disclose which may be lawfully evaluated by the employer (deemed for example in communication privacy management theory as â€Å"self-disclosed† information (see: Petronio, S. (2002) p. 3)) and information that is subject to inappropriate uses. Clauses in the employment contract may also define the rights and responsibilities of the employer and the employee in terms of privacy, but it is important to note that employers may not, through the operation of a private contract exclude any of the rights and or responsibilities that are defined in The Data Protection Act 1998, or the ECHR (Blanpain, R. (2007); Elliott, C. and Quinn, F. (1999)). The wider legislative framework may be further defined according to the theory of privacy rule development. Privacy rule development theory argues that cultural, and sociological factors impact the boundaries of privacy rights (Petronio, S. (2002) p. 40) and it is clear that there is a balanced approach to the rights of the employee and the responsibilities of the employer under this framework and this reflects wider liberal sociological and cultural values prevalent in the UK. Management Information Communication Systems and Monitoring Strategies Different strategies may be adopted by organizations in terms of monitoring their employees. Historically, opportunities for monitoring were limited for example in relation to workers on shop floors or in a physical office environment (Freedman, J. (1994); Fletcher, I. (2001)). In modern times employees may be monitored in terms of the keystrokes that are used by them or their computers or at their work stations. Additionally, the use of smart cards and CCTV monitoring of employees may give employers extra information with which to monitor the activities of employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). There is also a valuable market for the use of computer products that allow employers to monitor employees, for example Spector Pro which uses the slogan â€Å"when you absolutely need to know everything they are doing online†. The use of products and services such as this is referred to as the embedded approach to workplace surveillance, where the employer â€Å"tracks† the activities of the employee mainly through the use of computer based products. Companies are undertaking proactive strategies like this to assess what is the most appropriate way to monitor employees, while striking a balance between effective monitoring and preserving staff morale, a case in point being Servisair which undertook a holistic risk assessment of the organizational monitoring practices in their company and concluded that methods of monitoring of employees needed to be improved across their organization. It is clear that in the Information Age, managers have much more information at their disposal that allows them to make more informed choices as to the vetting of possible future employees, and also the performance of current employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). All of these changes raise attendant privacy issues. An organizational communication perspective – is privacy dead? The question of whether privacy is dead is a complex issue. A simple example might be that an employee viewing pornography at their work station in circumstances where they are unaware that the employer may be able to access their computer also and view their electronic â€Å"history†, might be disciplined or dismissed by that employer. The employer who instituted disciplinary action against such an employee may be seen to have acted in a justified manner. However, there are also cases where the dividing line between the rights of privacy and the responsibility of the employer to respect that is less clear. Several cases for example highlighted in the media recently have involved employees â€Å"off sick† who were disciplined or dismissed when it later transpired that they had been using social networking sites during their time off, casting doubt of the veracity of their claims to illness (Moult, J. (2009)). What to do regarding data recovered as a result of a third party data breach represents another difficult issue for employers: â€Å"there was considerable media attention drawn to the fact that a security consultant, Ron Bowles, had used a piece of code to scan Facebook profiles collecting data not hidden by the users privacy settings. The scanned list of profiles was then shared as a downloadable file across the internet, and allegedly caused privacy fears for the 100 million users of Facebook whose personal data were compromised. The reaction by the media and regulators to the exposure of personal data in the new social media platforms of Facebook, Google and the like, tends to be focused on the intrusion on individuals privacy. When personal data are compromised in the realm of social media, the media reaction is to blame the SNS provider for, firstly, not having enough security in place and, secondly, for not having done enough to draw the attention of users to the need for them to manage their own privacy in terms of privacy se ttings and privacy parameters†¦Ã¢â‚¬ ¦(Bond, R. (2010) pp. 3)†. Other cases have been highlighted where comments published by employees in reference to their employers on social networking sites have led to dismissals, and or disciplinary action where these have amounted to unauthorized disclosures of information, or unwelcome criticisms of the employer (Moult, J. (2009) and see also: Freedman, J. (1994); Fletcher, I. (2001)). In terms of the employee, it is also the case that records of email communication can be viewed by employers on a Master server computer, and so whereas an employee may be under the impression that their personal work email may be used for personal communication, they may not be aware that an employer could also have access to these records of communication (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). Kuschewsky, M. (2009) highlighted a case recently where an employer was prosecuted by the ICO for compiling a database of personal data on employees to include information about their personal lives, employment history, personal relationships, political affiliations and trade union membership. The database was seized by the ICO during the course of criminal proceedings relating to the Data Protection Act 1998, and it emerged that the database had been used by up to 40 construction companies for employment vetting without the knowledge of the employees. The consultant managing the database was prosecuted by the ICO for failing to inform the employees that their personal information was being used in this way, and the ICO considered taking legal action against the construction companies for using the information inappropriately (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). Surveying all of this information about how the status of the employee has been affected by technological developments, it is easy to see why some scholars might argue that privacy is dead. The fact is that privacy is somet hing that is a lot more difficult to preserve in a modern working environment. Social networking sites and activities on these provide a prime example of why. Whereas one hundred years ago an employees private communications between their friends about their work would be largely inaccessible to an employer (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18), this has changed considerably as real-time electronic communications create considerable amounts of data for employers to use to evaluate the employee and their performance at work (Freedman, J. (1994); Fletcher, I. (2001)). Commercial profiteering has also grown up around the vetting of employees, as the case of the ICO prosecution of a security vetting consultant discussed above highlights. Organizations for example have emerged that compile databases of individuals that may be searched to give employees extra information about the employee, and so it is becoming more and more di fficult for an employee to â€Å"hide† a gap in their work-history, a dispute with a previous employer, a dismissal or even a poor credit history due to the risk that an employer may be made aware of it as a result of their vetting process (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). In terms of the proposition it is however submitted that it must be rejected. Privacy in the workplace is not dead. If anything, the exact opposite is true in that employees have a range of rights that are specifically designed to protect their privacy in the workplace, the most notable being the prospect that the ICO would choose to pursue criminal prosecutions against an employer (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). In this respect it may be argued that the status of the employee subject to monitoring in their work is subject to growing protection by an ever-increasing range of rights that are being enacted by policy-makers. In this regard the influ ence of the EU is of particular significance, since the impetus for the enactment of the Data Protection Act 1998 in the UK lay in a 1995 EU Directive on data protection (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). An example that highlights this is the Data Protection Act 1998 and the growing powers that the ICO can apply to employers who abuse the personal information of employees. As Kuschewsky (2009, pp. 2) notes for example employees cannot be forced to submit to surveillance in the workplace in the absence of informed consent, and genuine choice as to their consent. Further employers are required to demonstrate that there is a specific need for the surveillance practice to be pursued. Thus, in a sense any surveillance practice employed by an employer is subject to another type of â€Å"surveillance†, and in cases where inappropriate practices are identified employers can incur significant financial penalties which can lead to significant civil liabili ty to employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). It may be argued that rather than privacy being dead, it is the case that more and more information is entering the public domain and this information may be used by employers to limit the rights of an employee. The distinction to be drawn is significant though. If privacy may be seen as something that employees enjoy less and less, this is not a function of privacy regulation, but rather a function of information and the amount of information that is available regarding employees in the workplace (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). The distinction between the relationship of privacy to privacy laws and regulation and the relationship of privacy to information and its availability is important, because it is the central tenet under which the proposition â€Å"privacy is dead† may be rejected. It must be remembered that just because information may be available, it is not the case that employers can simply do what they wish with it. As more and more information becomes available to employers, policy-makers are responding by imposing regulation as to what is an appropriate use of information, and setting out statutory powers that may be used to act against employers who have abused the trust of employees who have made their information available to them (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). Conclusion This essay has argued that the Information age has changed the status of the employee significantly. The increased use of email and other forms of electronic communications in the workplace has meant that a modern employer typically holds a great deal more information about the employee than would have been the case one hundred or even fifty years ago. Additionally, the divide between a persons personal life and a persons status as an employee is lessening with the use of social networking sites (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). There has also been a commercialisation of employee monitoring and this can lead to the adoption of information systems and products to appraise the performance of employees in terms of â€Å"tracking† their activities online, and creating statistical profiles of their internet use. The case of Servisair was discussed to highlight this, and many other corporate organizations are attempting to reduce the risks that they a re exposed to in employing employees by gathering information about their personal lives, financial interests and also their activities while they are at work (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). The result is that employers have much more opportunity to review the performance of employees. It is not the case however that these changes have taken place in a vacuum. In the UK at least a strict statutory regime has grown up around issues of privacy, the most important being the Data Protection Act 1998 and the ECHR. These have created privacy rights in both the private and the public sphere (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18), as employers face the prospect of fines and criminal prosecutions in cases where it is found that they have abused or inappropriately used information regarding an employee (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). It has been argued therefore that as more and more information has become available to employers, employers have been fixed with more and more responsibility to use this information appropriately. The development of the legislative framework in the UK highlights this, with the development of the Data Protection Act 1998 as well as the public law agencies such as the ICO who are empowered to enforce it. A case in point was the case highlighted by Kuschewsky, M. (2009) where a security consultant hired by 40 construction companies to provide vetting services regarding construction workers was prosecuting under the Data Protection Act 1998 for breaches of the data protection principles (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). It is clear therefore that whereas employers can reduce risk by carrying out dubious vetting practices, there are also many risks that corporations are exposed to in cases where they abuse personal information, or when they infringe the rights o f employees to enjoy a reasonable level of privacy. The default position that is encouraged is one where an appropriate balance is struck between the rights of the employee to privacy and the responsibility of the employer to respect privacy. On the whole the writer has rejected the proposition that privacy is dead, because there is clear evidence that privacy is something that employers need to respect if they are to avoid criminal prosecution and the risk of litigation by disgruntled employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). It has instead been argued that, rather than privacy being dead, privacy is just harder for employees to maintain in the Information Age. This, it has been suggested is a function of the availability of information, and not a function of the status of privacy. If anything privacy has become something that employers need to be more and more aware of, albeit in circumstances where much more information is available to them as to the performance of an employee. References Bond, R. (2010) Data Ownership in Social Networks A Very Personal Thing. Privacy and Data Protection. 11 1 8 (Nov) Blanpain, R. (2007) The Global Workplace: International and Comparative Employment Law. CUP. UK. Elliott, C. and Quinn, F. (1999) Contract Law. Longman, UK. Freedman, J. (1994) Small Businesses and the Corporate Form: Burden or Privilege? The Modern Law Review (Vol. 57) (4) pp. 555-584 Fletcher, I. (2001) A Small Business Perspective on Regulation in the UK. Economic Affairs. Vol. 21 (2) pp.17 Hansson, S. and Palm, E. (2005) The Ethics of Workplace Privacy. Lang. Brussels. Jensen, K. (2002) A Handbook of Media and Communication Research: Qualitative and Quantitative Methodologies. Routledge. UK. Johnson, D. and Turner, C. (2003) International Business- Themes and Issues in the Modern Global Economy. Routledge. UK. Jordan, T. (1999) Cyberpower: The Culture and Politics of Cyberspace and the Internet. Routledge. UK. Kitt, G. (1996) Advanced Organizational Struc tures. Elan. UK. Kuschewsky, M. (2009) Surveillance at the Workplace – How to Avoid the Pitfalls. Privacy and Data Protection. 9 6 (8) (June) Lunney, M. and Oliphant, K. (2003) Tort Law. OUP. UK. Mc Kendrick, E. (2003) Contract Law. Clarendon. UK. Moult, J. (2009) Woman Sacked on Facebook for Complaining About Her Boss after Forgetting She Had Added Him As A Friend. Available at: https://www.dailymail.co.uk/news/article-1206491/Woman-sacked-Facebook-boss-insult-forgetting-added-friend.html Petronio, S. (2002) Boundaries of Privacy: Dialectics of Disclosure. SUNY. USA. Schirato, T. and Yell, S. (2000) Communication and Culture: An Introduction. Sage. UK. Sime, S. (2007) A Practical Approach to Civil Procedure. OUP. UK. Smith, M. and Kollock, P. (1998) Communities in Cyberspace. Routledge. UK. Sprenger, P. (1999) Sun on Privacy – Get Over It. Available at: https://www.wired.com/politics/law/news/1999/01/17538 Treacy, B. (2009) ICO Tells Employers – Dont Be Scared to Screen Staff. Privacy and Data Protection. 10 2 1 2 (December) Wilkes, A. (2011) What Does Privacy in the Workplace Really Mean in Europe? – Part 11. Privacy and Data Protection. 11 4 14 (March)

Reflection On My Genius Hour Project - 1212 Words

Greetings and welcome to my Genius hour project! This is a project I have chosen because I am a very intuitive person, and with an abstract object such as the brain to study, I feel inspired to learn more and investigate the brain’s actions, jobs, abilities, and the overall science behind it. The human brain shapes the way we perceive and think about our everyday lives based on the experiences we gather and live through. My genius hour project is about where the best learning happens. For my genius hour infographic I decided it would be appropriate to learn about what also happens to the human brain when problems are formed inside. This lead me to the complex field of neurology. This field inspired me quite materially. So without further†¦show more content†¦There often appears to be a gap between the individual’s potential and actual achievement. This is why learning disabilities are referred to as â€Å"hidden disabilities.† neurologists learn how to effectively identify and treat many types of mental disorders, nerve problems, and viruses that threaten the brain’s security. Prong 2: Many neurologists go through an extensive education that helps them to identify and treat the diseases and disorders of the central nervous system. 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