Reference no: EM133226057

Potentially offsetting the knowledge gained by tracking, the practice can also have intended consequences. Fitness tracking devices, for example, can improve health or productivity, but they also can raise privacy concerns and make employees feel pressured to participate. People feel stressed by negative reinforcement tools, like higher insurance premiums for those who fall short of health goals. Even intended positive reinforcement, such as financial and other rewards for meeting difficult challenges, can create stress. Ideally, companies not only inform employees about what they monitor but obtain their individual consent. Companies can monitor social media but cannot force current or former employees to disclose their social media passwords. However, monitoring practices face few other constraints. Many worry that sophisticated tracking and recording devices can be misused and lead to discriminatory practices.

Do you feel organizations are leveraging this technology to its fullest potential?

What other downsides to employee tracking exist?

Do the potential benefits of employee monitoring outweigh the potential negative aspects? Why or why not?