Companies (organizations) are adopting the use of various forms of modern technologies to improve their performance. Most of these technologies are implemented to check on performance and management of these organizations. The technologies are computer based 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 technologies is the electronic performance monitoring, which is the latest advancement (Lliopis, Gonzalez, & Gasco, 2005, p. 215).
The electronic performance monitoring (EPM) advancement refers to application of technology to check what employees do while at work. 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 sending personal mails among others (Ludwig & Goomas, 2010, p. 394).
EPM has advantages as well as disadvantages. However, the advantages are more pronounced than the disadvantages. For instance, the electronic device helps to save time in an organization. The device has the ability to gather metric data annually and is able to use the human 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 intended for (Lliopis, Gonzalez, & Gasco, 2005, p. 222). This has a positive effect on the company since it enhances the staff’s work quality. The device to some extent assists in improving company’s information security. Lastly, EPM device assists organizations to control production cost thereby increasing their profit margins (Ludwig, & Goomas, 2010, p. 398).
Employees’ Response to EPM
Even though, EPM has been praised for its advantages, employees still feel that the electronic gadget is not a perfect device to use in monitoring and evaluating employees’ performance. Most of the features of EPM device have impacted negatively on the employees’ attitudes. The EPM aspects which affect employees at work places include job satisfaction, job fairness, and organizational commitment (McNall & Roch, 2009, p. 211).
In its effort to increase the general performance of an organization, EPM has wiped out the interaction that used to be between the managers and their employees. The device only requires workers and managers to fill the online forms without any discussions (Smith & Tabak, 2009, p. 37). This implies that there is no chance to discuss some important aspects such as employees’ performance. For that reason, it becomes very difficult to address the problems that may cause employees’ dismal and it is also not easy to develop...