Appeal to the Value of Autonomy in the Workplace


Appeal to the Value of Autonomy in the Workplace

It is sometimes suggested that there is an inherent value of autonomy in the workplace and that certain forms of surveillance ought not to be used because they are bound up with control systems that have the effect of diminishing workers autonomy. [ 14] To be autonomous is to be able to determine the course of one s own life, free of the interference of others. [ 15] Given that the aim of this chapter is to frame discussion of the ethics of electronic monitoring in the workplace through the lens of the doctrine of informed consent, this line of reasoning seems particularly important to consider. It is widely accepted that the main purpose of the doctrine of informed consent is to uphold the value of autonomy in decision-making. [ 16] When we consider the relationship between employment and the value of autonomy, we need to bear in mind that people typically work for a wage and would not generally agree to perform the various workplace activities that they do without receiving that wage. So work typically involves a diminution of autonomy. However, this is only a short- term diminution of autonomy. By receiving a wage, employees enhance their autonomy. Employees typically agree to forgo a degree of autonomy in the workplace so that they can experience more overall autonomy as a result of the enhanced freedom of choice that results from having a wage. If we are concerned to uphold the value of the autonomy of employees, then it seems that we should be very wary of restricting the ability of workers to trade their time for an income and thereby increase their overall autonomy. To disallow workers to undertake work that involves some forms of surveillance is to restrict their opportunities to make such trades.

I suspect that part of the intuitive attractiveness of appeals to the value of autonomy in the workplace is pragmatic. It seems plausible to think that in many cases, all things considered , it is not in the interest of employers to overuse electronic monitoring if this results in the diminution of the autonomy of particular workers. There is a variety of reasons for this. First, workers resent having their autonomy (and their privacy) diminished in the workplace and may express this resentment by providing inferior work. Second, employees who are unhappy at the level of surveillance in the workplace may seek a different employer who allows them more workplace autonomy. High levels of surveillance can lead to high levels of staff turnover . Third, many workplace roles involve responsibility for important decisions, and it seems plausible to think that a workplace that does not allow workers to work without constant surveillance will not be one that encourages responsible decision-making. A further consideration is that surveillance has costs associated with it, and by reducing surveillance, an employer reduces costs.

[ 14] See Brey (1999) for more on this topic.

[ 15] For more on autonomy, see Young (1986).

[ 16] Faden and Beauchamp (1986) ground their understanding of the doctrine of informed consent in the value of autonomy.




Electronic Monitoring in the Workplace. Controversies and Solutions
Electronic Monitoring in the Workplace: Controversies and Solutions
ISBN: 1591404568
EAN: 2147483647
Year: 2005
Pages: 161

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