Analyzing and Evaluating Privacy

High School ・Business ・APA ・1 Sources

The concept of privacy relates to legal rights. Regardless, many fields of inquiry in social sciences and humanities such as psychology and sociology have higher interests on the idea. This section reviews the literature on the perspectives of the fourth amendment (privacy) implications on human resource management (HRM) and occupation sexual discrimination (OSD).
Psychologists have given several discrete concepts of privacy. The perspectives are usually of those describing privacy as a unique state of a person, quality of space, ability to control information, territoriality, the level of close personal intimacy, behavior, secrecy, and anonymity (Fradella, Morrow, Fischer, & Ireland, 2011). In this view, the fourth amendment of the U.S constitution protects people from unreasonable seizure without a probable cause in the workplace. As such, human resources managers ought to uphold the rights of workers. In the age of technological advancement, most scholars view surveillance in the workplace as an infringement of the right to privacy of employees.
Sociologists emphasize the role of the fourth amendment in upholding the importance of privacy. Notably, humans need social interaction and confidentiality to promote personal identity, growth, security, and trust (Fradella et al., 2011). In this regard, privacy deprivations have adverse effects on adults, especially in the workplace, homes, libraries, and other private space contexts. Social scientists argue that the fourth amendment protects people from the intrusive actions of the police, which can trigger antisocial and psychological behaviors and aggression of individuals. Moreover, Fradella et al. hold that the fourth amendment safeguards citizens against disclosure of information including certain diagnoses, habits, and sexual activities, which cause stigmatization (2011). The human resource managers should advocate search and seizure procedures that do not promote stereotyping, prejudice, and discrimination. Also, scholars argue that behavioral and legal traditions concerning privacy vary across cultures (Fradella et al., 2011). The conceptualization of the fourth amendment among human resource managers is grounded on such cultural underpinnings.


Fradella, H. F., Morrow, W. J., Fischer, R. G., & Ireland, C. (2011). Quantifying Katz: Empirically Measuring "Reasonable Expectations of Privacy" in the Fourth Amendment Context. American Journal of Criminal Law, 38(3), 289-373.

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