Advancement In Workplace

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

Technology is affecting the workforce all around the world. Joe McKendrick, an independent researcher, informs us of some different changes taking place through his article “5 Ways Digital Technology Is Changing Your Job.” McKendrick lets us know that technology could either bring forth a good change or a bad change within the workforce. Some of the changes mentioned within his article are the need for new skills, more occasions for entrepreneurial and innovation thinking, new job descriptions, get to know adjacent roles, etc (McKendrick). Technology is a driven tool around the world and could potentially change the workforce negatively or positively, whichever way you would like to look at it.

New and developing technology is beginning to have a huge impact on society for the better and for the worse. Technology helps us do our jobs better by helping us become more efficient and improving accuracy, but it is also minimizing the job market because it is slowly, but surely replacing

Being hired to a big position job or any job for that matter, bosses tend to want the best workers to give them the highest profit in the company. When looking for employees for an important job, it can be a little tricky to pick the right candidate. Many times, people will post on social media things they do in their outside life or in other words their true self. Looking at employee’s social media is an easy way to find out more information besides what they put on their cover letter of a resume. When looking at social media accounts, not all the findings are negative some can relate to a great job offers. Companies should be able to have access to your social media account for reasons pertaining to information leaks, trust

Technology has contributed to many of the largest changes in recent history. One field impacted by the revolutionary power of technology is work. The workplace continues to incorporate technology at an exponential rate that has in no doubt contributed to an increase in both the quantity and quality of goods and services available. The benefits of technology are widely known; however, the negative implications of technology in the workforce are a little more unfamiliar. The progression of technology in the workplace is harmful to society because of its degenerative effects on the working class. The widespread use of technology foremost threatens the stability of work and the character of the common worker.

Social media policies are put in place for the sake of ensuring the measure of responsibility of employee’s usage of social media. Platforms such as Instagram, Facebook and Twitter are some of the platforms that are used my people across the nation (Russell, 2011). Information of every type and social opinions become available at the click of a button. The content that is placed in these messages is status updates can be crucial to the perception of both the employee and the company they are working for on a daily basis. These policies are enacted to ensure there is and understanding between the employee as well as the company concerning the risk that are associated with using these platforms in specific ways that may affect the company depending

In today's culture, social media is everything. People put their entire lives on social media. It is understandable why companies are antsy about the way their employees use the computer internally and externally. Some companies let their employees access their systems outside of work. In cases like this company secrets and information can be hacked and released to unknown sources. There is also, the issue of an employee sending inappropriate photos and/or emails to others while under the organization's system. The organization can be held accountable for harassment or any other inappropriate behavior. In William P. Smith and Filiz Tabak article, “Monitoring Employee E-mails: Is There Any Room for Privacy?,” they discuss that while an employee

Technology has many impacts on employees and their skills because it could depend on whether they retain their jobs by learning new skills or be substituted with machines and robots. As technology changes over time, employees need to gain new skills to make better and more efficient use of the updated technology and equipment.

The article that I chose to research was, “Social Media—A Virtual Pandora’s Box: Prevalence, Possible Legal Liabilities, and Policies.” This article discusses how employees that use social media can have a serious impact on the businesses they work for. More and more people are starting to use social media, which in turn makes more businesses use social media to connect to potential customers. In the article the authors give numerous examples of how the use of social media is increasing year after year. One example in the article examines the Fortune 500 companies and their employees and looks at their social media use. The article states, “of the Fortune 500 companies, 70% have Facebook accounts and 77% have Twitter accounts” (Jennings, Blount, and Weatherly 98). Because the use of social media is increasing so greatly more companies are creating Facebook and Twitter accounts to reap the benefits of being able to communicate and market to customers around the world. Since more businesses are connecting to social media it leaves them more vulnerable to public opinion. It also makes them become more aware of what their employees post on social media sites and how their posts can draw negative attention to the business. The increase use of social media sites posses the potential risk for businesses to face legal and ethical problems, if their employees use social media inappropriately.

Social media become part of today’s life of organizational workforce. There is an increasing interest from organizations to use social media information to manage their employees. But the use of social media for employment decisions may raise many legal problems and concerns. Numerous discussions have focused on whether employers’ interests in the use of social media might invade employees’ privacy and speech rights (Segal, 2014; Lam, 2016; Abril, Levin, & Riego, 2012; O’Connor & Schmidt, 2015). This paper will closely examine three areas for organizational use of social media: (a) using social media for selection, (b) using social media for surveillance, and (c) using social media for termination of employment. Also, this paper will describe a number of legislation laws and explain how they regulate organizational use of social media.

Social media is used for just about everything so it is no surprise it is seen in the workplace. Many businesses use social media to promote their work and bring in revenue. But social media in the workplace does not end there. Employees will push the envelope and see what they can get away with. I once worked in a factory, in an area by myself, and I knew I could have my cell phone out. With that came the temptation to socialize, via social networking. It was so bad at one point that I spent over an hour using social media without realizing. This type of behavior leads to questions as to why people are not getting their work done in a timely manner. Companies are losing money and valuable time because of the craze that is social media.

Using social media to determine and find prospect employees is not ideal. The requiring of passwords can lead to discrimination. Social media passwords allow employers to profile their prospective employees. Profiling employees can cause an employer to change decisions towards their prospects, instead of treating everyone equal. “Research shows that employers are discriminating based on what they find on social

For example, during interviews employers may not ask questions regarding race, religion, sexual preferences, or marital status” (p. 568). Age, disability, and other protected characteristics such as pregnancy or illness may also be available on social media (Radogna, 2011). All of the aforementioned information is easily accessible thanks to social media, but what should be used and what is off limits and how valuable is the information? Employers are not prohibited from learning protected class information, but they are prohibited from considering protected class information when making hiring and employment decision (Mooty, 2013). As an employer it is difficult to prove that learned information did not affect your decision, so it is best to prevent learning protected class information if possible. There have not been enough studies to concretely state the value of social media and its relevance in the hiring process. The information on social media is generally posted by the account owner or items that a “friend” tags an individual in or shares to the user’s page. To an extent the account owner can limit what is and is not available and has the responsibility to monitor and maintain that information, but does not provide tangible information on workplace performance.

Numerous local governments are not taking the advantage of Facebook, Twitter, and other social media