Part Three Managing Group Level Factors and Social Processes 336 legal/ethical c
ID: 353651 • Letter: P
Question
Part Three Managing Group Level Factors and Social Processes 336 legal/ethical challenge Employers Tread a Minefield therefore does not seem e for expressing a nega More than drunken college stodents suffer the conse coworks ar quences of Facebook gaffes these days. As social media fair to ros invades the workplace, employers are tripping over legal tive op tion e sby at work, potholes when dealing with social media. For instance, in whethor it is verifishie fact or not. 2011 a National Labor Relations Board judge considered to face or online via social media is the whether a medical-transportation company illegally fired speech. Moreover, the social media site that a worker after she criticized her boss on Facebook. This comments has no fault either. is the first complaint linked to social media heard by the 2. Repuiations of people and companies can be dam- board. In another case, workers sued a restaurant companyaged by comments posted in social media. The targets or their employer, Sharing it face when they were dismissed after managers accessed a pri- vate MySpace page that employees set up to chat about work. Even laid-off workers are not immune. A laid-offto a friend in a private conversation, but it is different banker in the United Kingdom was denied her severance if comments are posted where others can see thenm of comments often have little recourse, whether the comments are true or false. It's one thing to complain The issue is whether employers have the right to take and the consequences are potentially greater. It thas action (c.g., discipline or termination) against employeesfor posting negative statements. Social media com based on information they post on social networking sites. Job seekers and employers have long been warned that ris-have millions of subseribers and policing the costent package after posting comments about the package.3 is appropriate to punish or even terminate employees Job seekers and employers have long been warned that ris panies, however, should not be prosecuted, as qué revelations on Facebook can jeopardize career pros-and pects. But now companies are facing their own challengesaccuracy of all postings is unreasonable if not for alleged blunders in dealing with social media. 3. Both the individuals making malicious or negative state- ments and the site posting them should be punished. One "committed the crime" and the other helped. What Is Your Opinion about Criticizing Your Manager or Employer in Social Media? I. The US Constitution allows free speech, and people 4. Individuals can say whatever they want about emplay ees and employers as long as it is true. If what they say is untrue, then their employers should be allowed should be allowed to say whatever they want. Very little to punish or even terminate them. However, the social of what people say is verifiable fact; most is simply opinion. Besides, it is normal for people to have dif- ferent opinions about others, including their managers, . Invent other options. media company has no fault because it cannot possibly verify the truth of posted comments. If you're looking for additional study materials, be sure to check out the Online Learning Center at www.mhhe.com/kinickiob5e for more information and interactivities that correspond to this chapterExplanation / Answer
What is your opinion about criticizing your manager or employer in Social Media?
Reputations of people and companies can be damaged by comments posted in social media. The targets of comments often have little recourse, whether the comments are true or false. It is one thing to complain to a friend in a private conversation, but it is different if comments are posted where others can see them and the consequences are potentially greater. It thus is appropriate to punish or even terminate employees for posting negative statements. Social media companies, however, should not be prosecuted, as many have millions of subscribers and policing the content and accuracy of all postings is unreasonable if not impossible.
Doing anything negative in a public setting can be detrimental to a person whether in their professional or private life. Unfortunately social media is followed by millions of people worldwide, so establishing a policy in the workplace letting them know about the lack of privacy when using any of the workplace communication devices like phones, computers, virtual private networks, faxes, etc., is necessary and something employees should expect by now. There should also be a social media in the workplace policy so that employers can avoid risks of disclosure of confidential or proprietary information. Communication and consistent enforcement of the policy avoids claims that employees were unaware of the policy in the first place, but there should be a balance between monitoring employee activity in the social media and respecting their privacy rights.
Employees should be aware that they should not discuss professional matters where they can be viewed by customers, partners, or suppliers, outside the company. Also, personal matters should not be accessible to peers of your professional life. Like managers friending coworkers in Facebook or vice versa.
The internet is a powerful tool and more companies now-a-days are using social media to reach a new target audience, promote their brand and increase their reputation. Facebook is now an important communication and marketing tool for many organizations worldwide. Any negative postings in social media can adversely affect a company’s reputation for the worse and it is very difficult to fix those types of mistakes. That’s why it is important for companies to have a set of guidelines when dealing with social media postings. Nobody can prohibit an employee from posting things on social media sites but companies can have a set of standards and expectations for employees and this way encourage employees to use social media in positive ways.
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