Problem Analysis
Risks of misusing social media in the workplace
Part 1
1. There’s no doubt that social media has become the world’s new outlet for self-expression; sharing information, news, photos, links, and videos; the quickest and easiest form of communication; and an outlet for boredom. However, social media has passed the threshold of being a personal outlet and is now a medium for professionals, companies, and organizations to perform their professional or business-related public relations and marketing to users of the Internet. In recent years, however, employees of some companies have taken a professional issue or problem into a personal one and targeted that frustration into a “post update” on their Facebook or Twitter page. Doing so places the companies at risk, damaging the company’s name, reputation, and credibility.
Social media has been defined as “a group of Internet-based applications that allow the creation and exchange of user-generated content” (Kaplan and Haenlein 2010). This exposes employees to a number of risks. Some examples include employees sharing confidential company information with their social network friends on sites like Facebook and Twitter, disparaging their employer and co-workers on social networks or blogs, or posting embarrassing videos recorded in the workplace on video sharing sites like YouTube. Regardless if the employees are posting at home or at the workplace, employers could be facing legal liability when employees misuse social media (Social Media and the Workplace 2010).
There have been numerous accounts and cases where employees have been put on probation, suspended, or even fired because of postings on their social networks. “An Orlando Sheriff’s deputy was fired after he posted comments about swimming nude, drinking heavily, female breasts, and other topics on MySpace” and “a California automobile club fired 27 employees who made objectionable comments on MySpace, including remarks about co-workers’ weight and sexual orientation” (Social Media and the Workplace 2010) to name a few.
2. Options are limited, but available. Clearly employers can’t control an employee’s personal life and force them to not use social media. However, employers can (a) regulate, (b) monitor, and/or (c) restrict social media use at the workplace. By regulating an employee’s social media use, employers can allow access to social media outlets during certain times of the day, i.e. lunch breaks and after work hours. Employers can also monitor social media use by their employees. This will tell employers if employees are using social media, when, and for how long. And by restricting social media websites, employers can “block” sites like Facebook and Twitter not allowing employees to access them during their non-regulated hours within the workplace.
Another option is to have the employer write and enforce a social media policy. The policy should state complete regulations, restrictions, privacy concerns, legal liabilities, and guidelines for “safe social media use.” Employers should mention and regularly “remind” employees of social media precautions and company policies on the use of social media. A final option is directed for the employees than for the employer: employees should have the common sense to not post on social media sites about their employer or co-workers. Employees should first try to critically think and apply reasoning to their purpose (Paul & Elder 2012, 63) of wanting to post something about their employer or co-workers. Employees sometimes fail to critically think about the consequences that may result of their actions when posting on social media sites.
3. The option that seems most logical for the employer is to have written company policies enforced on social media use. This also includes for the employees to use common sense and use their critical thinking skills to critically and professionally assess their desire to want to post any explicit information on their social media sites. How do I know? I have worked with many people whom at one point got so angry and frustrated with their employer or co-workers and began posting inappropriate information on Facebook or Twitter, or criticizing a supervisor or client, or call in sick and then posted contrary information. As a result, they were terminated from their position.
Social media in the workplace isn’t always all that bad. Nowadays, a plethora of companies and organizations are using social media to reach out to general or specific audiences. By being active on Twitter and Facebook, posting fresh new content on the corporate blog, or sharing videos on YouTube, companies can use these outlets to keep employees and the general public up-to-date with company news, information, and events. Social media has become a fast, easy, and convenient way to connect with the world, publish and obtain information at the speed of light, and even as a means of almost-free advertising.
4. By using information in my reasoning (Paul & Elder 2012, 64) I can critically present and conclude the facts and data that employees who misuse social media in the workplace can end up being terminated or suspended and may face legal liabilities for their actions. SpamTitan Technologies, the makers of email and web security software, conducted a survey on corporate social media usage. According to the Realwire (2012) “their results show that 87 percent of companies would consider firing an employee if they posted something confidential about the company on a social media site.” A recent study from Osterman Research found that one in six companies have fired an employee due to something they posted on their social media site (Realwire 2012).
With facts and data like these, it would showcase the risks of misusing social media in the workplace and the possible unwanted outcomes that can result from the misuse.
Part 2
1. What is my fundamental purpose?
To explain and elaborate on some of the consequences and risks that can lead from the misuse of social media at the workplace.
2. What is the key question I am trying to answer?
I am trying to answer and develop conclusions about the risks that can result to employees from their employers on the misuse of social media in the workplace.
3. What information do I need to answer my question?
I have read and used research, as well as corporate and news articles to gather my information and data about the risks and liabilities that employees may have from misusing social media at the workplace.
4. What is the most basic concept in the question?
The risks of misusing social media in the workplace.
5. What assumptions am I using in my reasoning?
I am assuming that by misusing social media in the workplace it can lead to undesired results and consequences. I am assuming that by posting inappropriate content or uploading photos or videos of employers or co-workers can lead to termination. I am also assuming that if employers wrote and enforce a social media policy, that employees would think first before going on the path of misusing social media.
6. What is my point of view with respect to the issue?
Both employer and employees have responsibilities for their social media actions. Employees should be responsible and capable of critically thinking about the things they post and upload to their social media, and to not exploit their employer or co-workers. Employers have a responsibility to enforce a social media policy, but also to be aware that almost everyone uses social media as a personal outlet. However, that should not blind employers to regularly regulate and monitor employees Internet usage in the workplace.
7. What are my most fundamental inferences or conclusions?
For employees, venting about their frustrations about their employer or co-workers on social media sites is a form of release of anger or confrontation without having to actually confront the situation personally. For employers on the other hand, these “venting sessions” may lead to liability for defamation or discrimination claims, or improper disclosure of confidential company information.
8. What are the implications of my reasoning (if I am correct)?
I’m implying that if employees are misusing social media at the workplace by disparaging their employers and co-workers, then they may face consequences that lead to their suspension or termination from their job, and if employers write and enforce a social media policy, then that would help regulate and control social media use in the workplace.
References
Kaplan, Andreas, and Michael Haenlein. 2010. Users of the world, unite! The challenges and opportunities of social media. Business Horizons 53, no. 1: 59-68.
Social Media and the Workplace: Managing the Risks. JacksonLewis.com. http://www.jacksonlewis.com:7080/media/pnc/3/media.1033.pdf (accessed September 28, 2012).
Realwire: One in six organizations have fired an employee due to social media posts. Realwire. http://www.realwire.com/releases/One-in-six-organisations-have-fired-an-employee-due-to-social-media-posts (accessed September 28, 2012).