Privacy at Work | Privacy in Offices

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Privacy at Work | Privacy in Offices

When it comes to offices and office spaces, organizations are trying to find a balance between public and private workspace in order to encourage COLLABORATION.
But public spaces are often criticized as they assault our PRIVACY. Besides, public spaces are nowadays often not efficiently executed and as a result raise feelings of dissatisfaction and the need for privacy.
Congdon, Flynn and Redman (2014) researched the issue of privacy so as to come up with strategies to find a more efficient balance between public and private workspaces.
First of all, they split up privacy into 2 dimensions.

TWO DIMENSIONS OF PRIVACY

1. INFORMATION CONTROL: The desire of employees to control and protect personal information. This implies a constant question of revealing or hiding the information obtained. For example, social media have forged a large factor that forces people to conceal personal information.
2. STIMULATION CONTROL: The distractions that hamper our ability to concentrate. The need for controlling stimulation requires a range of different workspace types that are different in their degree of privacy so as to balance the social and the private.

CULTURE AND PRIVACY
Even if privacy is universally desired, the degree of privacy and the way that privacy is experienced differs across cultures. Not only does the way that privacy is perceived differs among national and local cultures, even within local cultures there are also differences in the ways that privacy is experienced, for example across organizational cultures.

FIVE WAYS IN WHICH EMPLOYEES ACHIEVE PRIVACY
The research revealed that there are 5 ways in which certain employees achieve information control and stimulation control they desire:

1. STRATEGIC ANONYMITY: Searching for privacy in the middle of a crowd. Those people like the hum of activities in cafes or other busy public spaces. The 'strategic’ part lies in the fact that employees choose the time to make themselves anonymous.
2. SELECTIVE EXPOSURE: Consciously deciding what personal information to reveal to which people; as a result the boundaries between private and public information are constantly changing.
3. ENTRUSTED CONFIDENCE: The privacy in which people are not alone, but rather have private conversations in which they can share their issues, which is kept private from the rest of the organization. Examples are performance reviews.
4. INTENTIONAL SHIELDING: The methods used by people to protect themselves from being watched. For example hiding individual thoughts.
5. PURPOSEFUL SOLITUDE: Intentional separation from a group or public space so as to express your feelings; concentrate or doing personal things.

Based on these five generic strategies to achieve information and stimulation control, organizations have to take the next step: comprehending the needs for privacy at work. Such understanding is needed to choose the right office and privacy strategy with respect to private and public spaces.

WHAT ARE EFFECTIVE PRIVACY STRATEGIES?

1. PROTOCOLS: Organizations can establish rules and protocols that define decent behaviors concerning privacy boundaries. It is important that those protocols – and reasons for those particular protocols – are communicated clearly, so that everyone comprehends what their rights and responsibilities are.
2. SIGNALING: Organizations can also use signaling, which is based on rules about privacy developed by the employees themselves. Those rules and devices, however, will only be accepted in organizational cultures that respect the individual desire for privacy. Thus, organizations need to clearly express their understanding for privacy needs.
3. STRATEGIC SPACE PLANNING: Design approaches to respond to employees’ privacy needs in workspaces. Organizations can choose from two different models:
   - The Distributed Model, in which individual and group spaces are blended so that employees easily change between modes of work.
   - The Zone Model, which clearly defines spaces as being private or public.
4. AN ECOSYSTEM OF SPACES: The most successful way – according to the article – is the provision of a wide set of spaces so that people are able to choose where and how they desire to work. In this way, people can choose according to their own individual privacy needs at any point in time.

Source: Congdon, C. "Balancing ‘We’ and ‘Me’", HBR Oct. 2014

		Comments by date▼ Comments by rating Rating
		5 Fountain Management Consultant, Australia
	Private Space versus Open Work Space This research and these results are good and have merit. First though consider the need for privacy versus open space: - Open space for collaboration is great and successful. - But there are always some things that cannot be conducted in open spaces e.g., private interviews. - If work objectives predominantly demand privacy, then private spaces i preferable. - If on the other hand - and most likely - the real work need (not personal want) is that a large amount of private work is not needed, then large open space is perhaps a better approach, assuming collaborative work would improve the quality, speed up processes, improve idea generation, facilitates innovation etc. That being the case, three office space approaches or steps are necessary: 1. Introduce the design of the space and the reasons for it to the people and get their ideas on the design. 2. Train the people on the use of the space and let them contribute their ideas on ground rules. Some will not adapt, some will with patience assist int the process. 3. Select new recruits to fit criteria that belong to the new job needs.

		2 Radha Raj India
	Cubicle Model and Personal Privacy at Work The report by Anneke Zwart is more about personal space and the privacy of the individual employee. If you look at the physical work environment and space planning, I personally prefer a cubicle model, where the individual worker can work in peace and is neither distracted nor a distraction for others. As for personal information, it is up to the individual employee, an adult, to decide where to draw the line. I do not see any scope for policy initiatives in this.

		2 Oshun, Grace Okaima Lecturer, Nigeria
	PROs and CONS of Private and Open Offices Work Spaces My assumption is that by private and public office spaces, the writer more or less means open and closed offices. In my opinion, the nature of the work should determine the type of space employees oc...

		0 Radha Raj India
	Transparency and Privacy at Work Transparency is fine when both giver and receiver of personal information function at a very high level of spiritual consciousness. But in day-to-day life where there is a lot of competition in job si...

		3 Gandhi Heryanto Management Consultant, Indonesia
	Three Types of Organizational Workspaces If we talk about workspace, one important thing is that the workspace has to be effective and people believe that the workspace works for them. Workspace in an organization usually reflects the hier...

		2 yanney John Parker Business Consultant, Ghana
	Organizational Privacy in Public Workplaces In my view workplace efficiency and privacy in public offices is very important to execute the work efficiently. One organizational disadvantage of public offices is that there is a high possibility t...

		1 ELIZABETH DELGADILLO UBALDO Professor, Mexico
	Common and Private Work Spaces Types Work is an activity that requires two types of spaces: - COMMON SPACE: these spaces can be used for interaction with staff at different hierarchical levels, to develop teamwork, as a classroom for tr...

		1 Jaap de Jonge Editor, Netherlands
	Issues with Open Offices and Collaboration A lot of organizations have moved towards open offices and use a range of digital technologies (phone, email, intranet, corporate social media, mobile messaging, video conferences) in an attempt to fa...