INTRODUCTION TO MONITORING AND SURVEILLANCE IN THE WORKPLACE As indicated by our class in IT Applications, Dr. Larry Stapleton, we have been given a document entitled Monitoring in the workplace. It was based on Blackburn Rovers Football Club deciding to install a software called Spector 360. The product provides company-wide daily employee monitoring focused on their high level of internet-based activity during the working period. The main purpose of this software is to improve productivity during working hours and reduce the risk of exposure for the company. We also take into account our opinion on the issue at hand and also ask ourselves whether this method of surveillance is fair to employees and also morally correct using the Blackburn Rovers case study as an example. KEY FEATURES OF THE CASE ACCEPTABLE USE POLICY STUY (AUP) The workplace is a workplace, as the name suggests and if initial monitoring showed signs of some employees abusing the relaxed atmosphere of the workplace for their own gain, it is safe to say that Blackburn Rovers could justify carrying out initial testing further and fully implementing it within the organization thus improves employee productivity and reduces the risk of infections, malware or viral contamination which in turn can pose a huge headache for the company. The employee must be informed of the ongoing monitoring as this could easily be mistaken for an invasion of individual privacy. MONITORING METHODS The software implemented would use various workplace monitoring methods, including key logging, CCTV and recording of telephone conversations. These methods can have various positive effects on a company but also some negative effects… middle of paper… Professionals are trained and expected to conform to industry standards. In our personal opinion, the companies that are willing to invest so much in workplace monitoring should also be held responsible for their own actions and, consequently, also for the emotional or financial suffering resulting from negligence in the system implemented within the company. 'organization. While it is certain in our eyes that Ms. Copeland is not wrong in this scenario, it is unclear who is actually in the college. If he were to take legal action, he's not sure who he should actually pursue to receive compensation for the unauthorized monitoring of her at work. There should be stricter rules so that the person to blame can be identified much more easily by the victim and by the courts to which the case will be submitted..