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The Internet is regarded as an invaluable resource in an organization. This is due to the fact that the Internet is the world’s biggest reference library and social media center. The Internet made it possible for people to have an easy access to information, which make research faster and more efficient (Staff Monitoring, 2009). In relation to this, the Internet also allows people to communicate regardless of where they are in the globe. These highlight some of the features of the Internet that also substantially contributed toward more effective operations of business transactions.

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The Internet is a part of the resources of the company. In this sense, the abuse of Internet use should be given due attention and should be properly addressed. However, the Internet also poses a huge risk factor especially for employees who are using it. The adverse effects of the Internet are most commonly seen when it is not used properly. One of the most notable negative impacts of the Internet when it comes to employees is that it impedes their productivity.

The Internet has many programs that could be used by employees for personal entertainment or satisfaction, which could affect their work ethics. This could be exemplified by some employees who engaged in chatting through numerous messaging sites in the Internet and also in terms of visiting networking sites like Friendster, Facebook, and many others (Griffiths, 2003). Furthermore, the Internet could also be a source of employee’s liability especially when they used it against the welfare of the company.

As a result, the company should establish and implement policies that would prevent the abuse of Internet use. In connection to this, the policies would also served as a basis in order to identify whether an employee abused the use of the company’s access to the Internet or not (Taillon, 2009). The following policies are some possible guide that would be beneficial for the company to prevent and address the problem of the abuse of Internet use. • Prohibiting the downloading of music, software, and other programs that are not work related.

• Prohibiting the use of ICQ, Skype, Yahoo Messenger, Google talk, and other messaging system for personal use. • Prohibiting the use of Internet for gaming and visiting networking sites like Facebook and Friendster. • Unauthorized use of chat accounts and downloading programs without prior notice or consent of the company. • Unauthorized use of the Internet to disclose private information about the company. • Using the Internet access of the company for personal use that could cause harm to clients, employees, and representative of the company.

In cases wherein an employee is suspected to commit any of these offenses, a proper disciplinary procedure should be implemented. The management of the company or the committee responsible for addressing such cases should follow 9 steps. First, the management should conduct an initial investigation of the case wherein they would collect the necessary evidences to prove or disprove the allegations against an employee who might abuse the Internet access of the company.

Second, the management should review the documentation of the case in order for them to have the necessary knowledge to make the next move. Third, the management should draft a cause memo and requests for the response of the employee involved in the case. Fourth, the management should evaluate the response of the employee and analyze whether it is valid or not. Fifth, the management should decide whether the employee should be given a preventive suspension or let him or her continue with his or her every day responsibilities in the company.

Sixth, an administrative hearing should be conducted in order to give the employee the opportunity to verbally give his or her side regarding the issue in front of the management and the panel. Seventh, a panel that should be composed of unbiased participants should deliberate about the case and make the necessary recommendations on whether the employee should be given disciplinary action or not. Eight, a corrective action memo should be drafted by the management that contains the corresponding action that they would implement regarding the case.

Lastly, the management should collate all the documentations about the case. They should also include the case on the record of the employee if they were able to prove that he or she is indeed guilty of the abuse of Internet use. Nevertheless, as the saying goes “prevention is better than cure. ” Before any case regarding the abuse of Internet use emerge, it is better that the company implement the necessary preventive measures. One of the way by which the management could control the improper use of the Internet is by properly orienting their employees regarding the policies of the company about it.

They should properly inform their employees of the policies as well as the corresponding sanctions once they violated it. In connection to this, the management should make sure that they would properly implement these policies wherein these should apply to all people within the company regardless of their positions. Lastly, conducting Internet workshops is also a good way to educate and inform the employees of the company about the etiquette of Internet usage in the company (Staff Monitoring, 2009). References

Griffiths, M. (2003). Internet Abuse in the Workplace: Issues and Concerns for Employers And Employment Counselors. Retrieved April 25, 2009, from http://www. allbusiness. com/technology/internet-technology/585920-1. html. Taillon, G. (2009). Controlling Internet Use in the Workplace. Retrieved April 24, 2009, from http://www. nysscpa. org/cpajournal/2004/704/perspectives/p16. htm. Staff Monitoring. (2009). Internet Abuse in the Workplace. Retrieved April 24, 2009, from http://www. staffmonitoring. com/P32/abuse. htm.

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