An office manager is concerned with declining productivity. Despite the fact that she regularly monitors her clerical staff four times each day-at 9:00 AM, 11:00 AM, 1:00 PM, and again at 3:00 PM-office productivity has declined 30 percent since she assumed the helm one year ago. Would you recommend that the office manager invest more time monitoring the productivity of her clerical staff? Explain.

Explanation: Employers have generally always found methods to monitor their employees. As software and tech advancements continue at break-neck speeds, employee monitoring is changing.

Software and tech platforms are being used to gather information on employees. Artificial Intelligence and Machine Learning (AI/ML) technologies used in these platforms are able to measure and analyze workforce performance. The use of data related to employees is referred to as Human Resource Analytics (HRA), or people analytics. There are many reasons to monitor employee behavior at work. For smaller businesses, the main reason for employee monitoring is to make sure that there is no unethical or illegal activity in the workplace while ensuring that technology provided is being used for the purpose it was intended. Practicing ethical employee monitoring reduces many unethical and illegal behaviors that cause small businesses to lose money. Monitoring encourages employees that would otherwise act immorally to act in an expected manner. Sometimes, there is more than enough stress at work. Employees may have to meet tight deadlines, deal with coworkers, and change work habit or style due to leadership changes. The constant monitoring of employee activities creates even more stress. If surveillance is felt to be a form of spying by employees, they will develop a feeling of mistrust from their employer. This feeling of being constantly watched will more than likely create an uncomfortable work environment and likely to decline performance.