THE LACK OF MUTUAL COMMITMENT BETWEEN COMPANY AND EMPLOYEE OPENS THE DOOR WIDE TO TOXIC BEHAVIOR
The ruling of the Strasbourg Human Rights Court (ECHR) in favor of the five supermarket cashiers who were fired for stealing and which has condemned Spain for not protecting the privacy of these people, deserves some reflection and analysis of this situation.
When the company pays a spy to verify if a low professional is really “inactive” does it mean lack of protection of privacy?
When Google tells me that it has recorded the path that I have taken today, does my privacy become unprotected (see the ruling of the TSJ of Asturias that endorsed the dismissal of a commercial who charged per diems when in reality I was at his house)?
When the analytics of the companies’ Intranets collect all my accesses during the day to software or web pages, does it mean that my privacy is unprotected?
Reading a private WhatsApp as we read every day in the newspapers, is it not protecting privacy…?
AS PROFESSIONALS, THE LEGAL SPACES INCLUDED IN THESE ACTIONS ARE NOT CLEAR BY FAR.
Undoubtedly, technology and control go hand in hand, just like technology and flexibility, therefore, how can one live with so many degrees of freedom if there is mistrust? Only with mutual commitment.
Five cashiers, that’s a lot of cashiers! Are they all compulsive thieves? Is the company’s selection method so disastrous? Can an employee “justify” the theft as a reaction to his absolute lack of commitment, feeling of bad treatment, poor working conditions, etc., that he perceives that the company infringes on him? Undoubtedly, the “group” robbery of cashiers was a symptom that pointed to an organizational problem that was much more costly than the cost of product theft.
But, let’s go back to the concept that the ECtHR has ruled: That protective State that the thinker Alexis de Tocqueville spoke of in his magisterial work “Democracy in America” comes to mind, to which more and more power is granted and to which that solves all the problems of its citizens. Its long tentacles extend to the last redoubts of human life, allowing it to control its entire existence.
It is curious to see the great influence that American Culture has in our lives and how what we thought would never happen, does happen!
According to the latest report (2015) of the World Theft Barometer, thefts by workers represent up to 28% of inventory losses (Spain is the sixth country in the world and the third in Europe with the highest rate of unknown loss in retail stores) and barely two months ago, the Media Mark security manager, Carles Oliveras, assured that “half of the thefts in stores come from their own workers”.
THESE BEHAVIORS ARE MOTIVATED BY EMOTIONAL ISSUES.
We consider it important that those responsible for the Company are aware that workers can commit theft and even allocate a significant part of their working time to tasks that are not exclusive to work…… and this is a reality. Such behavior is usually motivated by emotional issues: financial pressures in your personal life or a general discontent with your Employer/Company. Being aware of the problem is part of the solution, but we need something more.
Technological solutions such as Hubstaff, Xora, MSsy or more traditional such as video surveillance offer an incomplete solution. Video surveillance, for example, allows us to detect a theft and serve as admissible evidence provided that the protocol and regulations of the Spanish Agency for Data Protection are complied with, which sincerely reduces video surveillance to a deterrent measure since at all times it must be communicated in a manner explicit that it is being recorded.
Due to these and other legal “gaps”, we recommend being protected from possible crimes generated by the leap in cybersecurity is one of the key strategies of the company, accompanied by the strategy of managing the commitment of workers in an active and professional manner.
THERE ARE SPECIFIC INSURANCES CAPABLE OF COVERING THESE CONTINGENCIES.
In the century in which we live, we cannot make the mistake of generalizing the infidelity of some employees in certain Companies, but what we can do is know and use the Specific Insurance that has currently emerged to cover these contingencies.
Securing company information is somewhat complex since the sources of information, data sensitivity and application are different (internal, external client, supplier, etc.); The main reason why the contracting of this type of insurance is growing exponentially due to the digital development of companies.
THE TECHNOLOGICAL REVOLUTION ARRIVES IN THE WORLD OF HR AND IS HERE TO STAY.
As experts in Organizational Transformation, we see that the technological revolution reaches the world of human resources and is here to stay, allowing us not only to manage the trajectory of people in the company in a much more agile and innovative way, but also to offer a contractual Worker-Company relationship. up to now unthinkable, but not all people or companies are prepared for it; This is only feasible thanks to Mutual Commitment and our experience tells us that it is the best way to manage people.
Commitment is a value that can be analysed, measured and improved with appropriate action plans for each organization and department based on their specific situation. High employee commitment has a direct impact on the company, significantly increasing innovation, customer satisfaction, productivity and absenteeism.
The Just-In-Time Era, When? 
How to get out of an owner-environment and not die trying 
On the shoulders of giants 
To their posts, prepared, ready … now! 
Storytelling 
Telemedicine – Health