Social Media in the Workplace

Cassandra Green

Social Media in the Workplace

Cassandra Green

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Social Media in the Workplace Literature Review Dr. Johnson Cassandra Green April 19, 2017 Social Media in the Workplace by Debra Kabalkin lists the pros and cons of social media in the workplace. The use of social media has many positive uses such as recruiting candidates; bring in corporate awareness, targeting specific markets as well as the ability to easily conduct research and focus groups (Kabalkin 2015). Social Media is a window for instant access to reach a large variety of people. However, Kabalkin points out specific cons associated with the use of social media in the workplace which include, “decreased productivity, security and privacy concerns, inappropriate behavior” (Kabalkin 2015). Then she makes this statement, “If your company does not have a social media policy, it’s a good idea to consider putting something in place” (Kabalkin 2015) and gives a list of reasons as to the important for the organization to have parameters set up to protect itself. Many companies either under estimate the effectiveness of social media or ignore the importance of making a company policy on it. Ryan Westwood writes in his article, “Do You ‘Like’ Social Media in the Workplace?” in reference to four ways to determine if social media is beneficial in expanding a business. Many entrepreneurs have recognized the significant role social media plays in business, however, what will it do for a corporation? Westwood says that it, “improves communication within the corporation” (2015). Some corporations have offices all over the country or world and social media allows them to communicate easily in a public format to relate information regarding policy, dates or helpful information. Westwood’s second reason is that social media promotes a company brand (2015). Social media is used by such a vast number of people that it is a fairly inexpensive and quick way to promote a brand. Using the right brand mantra and a quick tweet or Instagram post reaches a target audience quickly. Westwood includes the suggestions that social media helps companies recruit new talent and is an excellent service for the sales and marketing team of a corporation (2015). People put their opinions and comments online providing information which can be useful for a company in regards to products, sales and service. Andrew Hazelton and Ashley Terhorst wrote a paper entitled, “Legal and Ethical Considerations for Social Media Hiring Practices in the Workplace” which discusses the magnitude and scope of the presence of social media in personal lives, academics and in the workplace. According to Hazelton and Terhorst’s research, “70% of hiring and recruiting professionals in the United States have rejected a candidate based on data found online” (2015). Applicants must be aware of the role that their social media accounts will make in the background check and interview process. While social media is a way to gather information in regards to applicant’s character and background there have to be safe guards in order to protect the company. Hazelton and Terhorst point out, “Discrimination claims can be brought up against an employer if an applicant feels that an employer did not interview them due to knowing the applicant’s race, gender, nationality, religion, sexual preference, disability, marital status, or other information not afforded by a face-to-face interview” (2015). The article continues by discussing possible legal ramifications, best practices in regards to posting on behalf of the company as well as the ramifications to students and their future. The article is filled with suggestions and research providing evidence to quantify the information. Jennifer Naeger writes “Effectively Managing Social Media in the Workplace” which begins with an astounding fact which states, “Ninety-four percent of all business with a marketing department use social media, such as Facebook, Twitter and Google+, to increase brand awareness and to communicate with over one billion users on these sites” (2013). The enormity of the use of social media is astounding which brings into reality the necessity of making a plan to effectively manage social media in the workplace. This article focuses on the aspects to consider when drafting a social media policy for a corporation. First, it is important to understand the rights of employees. Naeger states, “The National Labor Relations Board (NLRB) says that employees have the right to discuss work conditions on social media sites without retribution from their employers” (2013). There is information available from the NLRB which would be essential to consult before writing a policy. A key point is to remind employees about work place civility and courtesy in regards to not posting negative comments about fellow workers. Naeger also points out that the policy should include the information that all “forms of communication on company-owned property may be monitored” (2013). Once a policy is completed there needs to be education of the employees on the policy and enforcement of the guidelines. Social media is too important of a tool not to be taken seriously and used responsibly by the corporation. A research study performed at “RanStar” over a one year period of time by interviewing 29 employees in regards to their feelings on “how have employee’s boundary-related rules between personal and professional contexts influenced the incorporation of social media into technology use repertoires at work” (Walden 2016)? The study relates the research site, data analysis and findings. One interesting conclusion drawn from this research is in regards to employees monitoring one another, “This additional monitoring may exacerbate tensions and problems that are associated with presence-creep and the distortion of the work-life balance” (Walden 2016). This study gives empirical data that the use of social media in personal life and the workplace are blurred by individuals and their feelings on social media. “Social Media Use at Work” has quantitative data to provide insight into the use of social media in society and the workplace. Many people are using social media, however, “34 percent of workers use social media at work to take a break from their responsibilities” (Social Media Use at Work 2016). This article concluded that a large portion of social media use in the workplace is not in relation to a job. The article states, “Of those who use social media for work-related purposes, 56 percent say it also can distract them from getting work done” (2016). Duffy, E.A. (2014). Educating Students for their Futures. Independent Schools, 74(1), 20-26. Hazelton, Andrew S. and Terhorst, Ashley (2015) "Legal and Ethical Considerations for Social Media Hiring Practices in the Workplace," The Hilltop Review: Vol. 7 : Iss. 2 , Article 7. Available at: http://scholarworks.wmich.edu/hilltopreview/vol7/iss2/7 Kabalkin, D. (2015, July 22). Best Practices. Retrieved April 18, 2017, from https://www.helioshr.com/2015/07/pros-vs-cons-of-social-media-at-work/ Naeger, J. L. (2013, May 06). Effectively Managing Social Media in the Workplace. Retrieved April 18, 2017, from http://www.reinhartlaw.com/knowledge/effectively-managing-social-media-in-the-workplace/ Social Media Use at Work. (206). TD: Talent Development 70(10) 13. Walden, J.A. (2016). Integrating Social Media Into the Workplace: A Study of Shifting Technology Use Repertoires. Journal of Broadcasting & Electronic Media, 60(2), 347-363. Westwood, R. (2015, March 05). Do You 'Like' Social Media In The Workplace? Retrieved April 18, 2017, from https://www.forbes.com/sites/ryanwestwood/2015/03/05/hit-like-if-you-agree-with-social-media-in-the-workplace/#453668d2341b

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