The Effects Of Social Media On The Workplace

An online profile can convey a lot about one. A lot of times, one’s digital body can say a lot more than their physical can (Source F). This can be either a good thing or a bad thing. The good side of it may show talents that could contribute to the applicant. The bad may show traits of racism or the using of illegal substances. It is one’s responsibility to be aware of what they post on social media.

In today’s society, it is crucial for employees to understand the significance in the use of social media outlets such as Twitter and Facebook. This subject will discuss the primary reasons companies allow the usage of social networking sites in the workplace. It will also explain the positive impact social media usage has in the workplace, such as allowing communication to a broader audience. In addition to the positive usage, this topic will also explore the negative implications usage can cause. Because social media is still relatively new, there are not many laws establishing the proper guidelines for these sites in the workplace. Scholarly articles such as the ‘Workplace impact of social networking” examine the effects of not establishing said policies, an error which results in an unhealthy work environment. Ultimately, employees can positively influence the workplace by using social media if they have the proper guidelines to follow.

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

So I ask, is it right or wrong ethical for employer to access employee’s social media page? One con of this is that an employee may not be able to express themselves without the fear of being dismissed. From the selection “Fired up or just fired,” Rhonda has an explanation and research results on cons of the connectivity of having employers as “friend”, “recent study of companies with 1,000 employees found that 8% of their employees have actually been dismissed for their

With employers having access to a wide range of networking sites, it is more efficient for them to look up additional information about the candidate while saving cost and time. One research showed that a candidate was able to secure a job because their social media profile showed them as creative, well-rounded, and a good fit for the company (Budden, Elkersh, Vicknair, & Yancey, 2010). Companies use this data in order to inspect whether a candidate maybe outgoing. For example, someone who does not have any social networking profile is thought to be likely hiding something or is introverted or is not well-versed with technology (which is a requirement for most professional jobs). Companies can weed out candidates using this information and possibly find applicants that are likely to fit in with their corporate culture.

Prof Warren from Deakin University indicates researchers have found that a lot of business organisations have no policy regarding social media, with very few offering any social media training at all.

Social media can also make or break an employee. If an employee writes a bad comment on social media about the company they work for, the employer can terminate an employee for poor conduct and bad mouthing the company, even if the employee is off the property and not at work posting these comments. When someone gets in trouble for saying something unprofessional they go directly to defending themselves with using freedom of expression as an excuse. Social media allows anyone to say whatever is on their mind but at the same time, some things that go through a persons mind shouldn’t always get out onto social media for everyone to see. Social media has allowed users to become as ugly and have a negative attitude that can just spill all out. Companies will continue to look more in depth through social media even after they have hired a new employee and if something an employee says is seen by the wrong eyes it can be in serious trouble. The trouble could even be as serious as termination. Whenever a person posts on social media, there is a chance it will offend someone. Even if one person gets offended by a single

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information

Social media is becoming an increasingly common feature of
the world of work and this trend looks set to continue. This application of communication technology or computer mediated tools have developed rapidly in our lives. Survey such as that conducted by CIPD (2013) have shown that while only a quarter of UK employees use it in their professional lives, this increases to 42% among employees aged 18–24. The innovative operation mode of social media has not only successfully drawn the attention of industry and academia, but has also boosted user growth, especially in the younger generation.

The sharing of photos picturing wild, late-night college parties, alcohol consumption, and new tattoos or piercings is becoming commonplace in social media. Though they may vary in degree, none are the particularly “good” traits that one would expect to find in a good employee. Practices such as these should stand out as “red flags” that are not typically desired by employers. Other, more subtle, red flags include: obvious mood swings, overly emotional postings, and overly personal content. All of these, potentially detrimental, characteristics can be detected, and avoided, easily with a quick review of a candidate’s social media profile(s).

Social media has increasingly been on the rise for over the past 10 years, so has the concern on the effect of it being in the workplace. People are spending more and more time on social media and other communication technology (Walder). Because of this, researchers have begun to wonder what the effect will be in the workplace. The argument of social media in the workplace is on the rise, and will continue to grow as the Internet continues to transform the way people are spending their time (Carlson).

My second reason for why I believe job employers should have the right to look at social media accounts of potential employees is because it allows the employer to find out if the candidate presents a positive professional image and good communicative skills. If an employers chooses to look at someone who bullies others on social media it could show that that applicant has a poor character. If they look at someone who is illiterate or inappropriate with images or words that could show a potential problem with maturity. If an employer looks at someone who has positive feedback from peers and shows an active involvement in the community, it could show the employer that the candidate has the ability to help the company grow.

Social media is quickly evolving to become a part of an individual’s everyday life. From Instagram to Facebook, social media can tell a person’s entire life story from just a few scrolls. Through pictures that are posted, statuses that are written, and videos that are liked, it is easy to find out how a person acts in the real world. In an article written by Joyce LeMay, LeMay claims that social media screening by employers is unethical and should not be allowed to continue. Social media screening is essential to finding out more about a person and to make sure that the person is who they say they are. Joyce LeMay’s position on social media screening is flawed because social media always reflects the individual, social media is not the cause of discrimination, and stalking somebody at their home is different than looking at their social media.