need help with this now ASAP! question one ONLY Case 7.3: Spying or Managing?Laura operates a small home-remodeling business based in Austin, Texas, that specializes in the installation of high-end custom countertops (granite, solid surfacing). She currently has five two-member crews (a foreman and anapprentice) that work at various (usually separate) job sites all through the city. Most of her time is spent managingthe operations and developing the business (meeting with architects, general contractors, and home owners andwriting up competitive bids). Although her workers are paid hourly, they are given lots of freedom to complete theirwork free of her direct supervision. In most cases, she stops by individual job sites at the beginning and the end ofthe installations unless there is a problem and she is summoned to the site by the job foreman or another party (thegeneral contractor, architect, or home owner).One day during the late morning while meeting with an architect and a home owner to bid on a new job, she looksout the window and notices one of her company's trucks drive by. She thinks it odd and after the meeting checks herlaptop to see if the worker (she didn't see who it was) was on the way to or back from a nearby jobsite. Much to herchagrin, the nearest current job site is over seven miles away. A few days later, she drives by a trendy part of townand sees one of her company trucks parked in a video game store parking lot.Suspecting that her employees are running personal errands on company time, she decides to see what they are upto and issues new cell phones to every employee. Unbeknownst to them, the phones are all GPS equipped and she canmonitor their whereabouts whenever the phones are turned on. In tracking their whereabouts, she notices legitimatework-related errands (to purchase additional tools or materials) but also sees that some of her workers are inlocations (on company time and/or in company vehicles) that have nothing to do with the workday.She soon calls a meeting and confronts those who committed offenses with the information she has on her hands.After picking their jaws up from the floor, most employees apologize. However, one long-term employee expressesdisbelief in her lack of trust in him and his dismay that his privacy has been violated. "You could have just asked uswhat we were doing," he says. "Sure, I ran a few errands, and I'm sorry I didn't ask for permission first, but I also putin a lot of overtime, so some places I need to go are closed when I get off work. Have you ever had an issue with thequality and timeliness of my work? There was just no need for the James Bond act!"Questions for Discussion1. Is Laura's use of GPS technology in this manner a wise application of the tools at her disposal? Why or why not?Are there more intermediate steps she could have taken that might have avoided a direct confrontation with theemployees? What might her "solution" do to trust and morale among her workers?2. Is the employee right about his privacy being violated? Does he have a right to such expectations in theworkplace? Why or why not?

Question

need help with this now ASAP! question one ONLY Case 7.3: Spying or Managing?Laura operates a small home-remodeling business based in Austin, Texas, that specializes in the installation of high-end custom countertops (granite, solid surfacing). She currently has five two-member crews (a foreman and anapprentice) that work at various (usually separate) job sites all through the city. Most of her time is spent managingthe operations and developing the business (meeting with architects, general contractors, and home owners andwriting up competitive bids). Although her workers are paid hourly, they are given lots of freedom to complete theirwork free of her direct supervision. In most cases, she stops by individual job sites at the beginning and the end ofthe installations unless there is a problem and she is summoned to the site by the job foreman or another party (thegeneral contractor, architect, or home owner).One day during the late morning while meeting with an architect and a home owner to bid on a new job, she looksout the window and notices one of her company's trucks drive by. She thinks it odd and after the meeting checks herlaptop to see if the worker (she didn't see who it was) was on the way to or back from a nearby jobsite. Much to herchagrin, the nearest current job site is over seven miles away. A few days later, she drives by a trendy part of townand sees one of her company trucks parked in a video game store parking lot.Suspecting that her employees are running personal errands on company time, she decides to see what they are upto and issues new cell phones to every employee. Unbeknownst to them, the phones are all GPS equipped and she canmonitor their whereabouts whenever the phones are turned on. In tracking their whereabouts, she notices legitimatework-related errands (to purchase additional tools or materials) but also sees that some of her workers are inlocations (on company time and/or in company vehicles) that have nothing to do with the workday.She soon calls a meeting and confronts those who committed offenses with the information she has on her hands.After picking their jaws up from the floor, most employees apologize. However, one long-term employee expressesdisbelief in her lack of trust in him and his dismay that his privacy has been violated. &#34;You could have just asked uswhat we were doing,&#34; he says. &#34;Sure, I ran a few errands, and I'm sorry I didn't ask for permission first, but I also putin a lot of overtime, so some places I need to go are closed when I get off work. Have you ever had an issue with thequality and timeliness of my work? There was just no need for the James Bond act!&#34;Questions for Discussion1. Is Laura's use of GPS technology in this manner a wise application of the tools at her disposal? Why or why not?Are there more intermediate steps she could have taken that might have avoided a direct confrontation with theemployees? What might her &#34;solution&#34; do to trust and morale among her workers?2. Is the employee right about his privacy being violated? Does he have a right to such expectations in theworkplace? Why or why not?

Accepted Answer

In a business organisation there are several ways in which employers keep a check on employees…