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Employee Monitoring and Ethics abreast of employee productivity and activities. Today, with the emergence of the Internet and other digital technologies, employers now have numerous options with which to monitor their employees ­ not just what they do, but when and where they do it. Computer software used by companies is being utilized to record computer key strokes, monitor websites visited, and even "spy" on employees in real-time (Turri, Maniam, & Hynes, 2008). According to the American Man- agement Association (2007), 45% of employers track Internet content, keystrokes, and time spent on the keyboard, 43% store and review computer files, 12% monitor the blogosphere, and 10% monitor social networking sites. Electronic monitoring has brought with it a barrage of controversies as employers insist that it is necessary and employees claim that it is an invasion of their privacy. According to Wakefield (2004), employers use monitoring and surveillance desire for some privacy and attempt to avoid un- necessary intrusions that lead to a proliferation of monitoring and surveillance (Nord, McCubbins, & Nord, 2006). EMPLOYEE CONCERNS People have an expectation of privacy, and they value that privacy in their personal lives. However, how much privacy should a person expect to have within the employment context? How invasive should an organization be in monitoring its em- ployees? It appears that technology has outpaced the once traditional expectations of privacy. In the past, employees saw the manager watching them, or they were well aware of video and phone surveillance. Today, employees are "watched" through their use of their work computers via email and Internet usage. Companies can moni-