Running Head: SOCIAL MEDIA ETHICS

The Ethics of Social Media and Business

Sarah Craig

Respectfully submitted to Dr. Shawn Hussey

December 18, 2015
Liberty University: BUSI 472-D04

SOCIAL MEDIA BUSINESS ETHICS

Introduction
The importance of social media today is undeniable, in the business and social world
alike. Social media has revolutionized and even defines many individuals personal and
professional lives (Dreher, 2014). Social media and networking sites are internet services that
individuals sign up with to construct a public or private profile within the system (Delarosa,
2014-2015). These users connect with other users who are typically friends, family, and
acquaintances, to develop and maintain connections and relationship (Delarosa, 2014-2015).
There are more than 1.3 billion active accounts on Facebook, 347 million active users on
LinkedIn, and 288 million active users on Twitter (Newstex, 2015). Moreover, more than half of
investors over age 50 are active Facebook users and say that they stay connected with 71 percent
of their clients on LinkedIn alone while 45 percent of investors consider Facebook a source for
investment and financial needs (McIlwain, 2013). As social medias popularity continues to
grow, organizations have a growing concern for their managers and employees participation
because they powerfully reflect and shape the character and reputation of their employers as well
as affect productivity and security (Dreher, 2014). Fortunately, organizations can address the
challenges associated with social media use in an ethical manner, and it is essential that they do
to leverage the benefits that social media can bring to an organization (Dreher, 2014). This paper
addresses the ethical concerns associated with screening and monitoring employees social media
activity, the risks and benefits associated with social media use, and ethical solutions to resolving
conflict and confusion between management and employees. Properly addressing these ethical
concerns by understanding the risks and benefits associated with social media will result in
increased productivity, communication, commitment, and trust in addition to management and
employee satisfaction (Ferrell, Fraedrich, & Ferrell, 2015, pp. 16).

SOCIAL MEDIA BUSINESS ETHICS

Employee Screening
In accordance with the Journal of Product and Brand Management, all organizations
strive for sustained competitive advantage to attain economic profit and to survive in an
increasingly global and competitive marketplace (Sivertzen, Nilsen, & Olafsen, 2013). An
important part of successful competitive advantage includes the selection of human capital
(Silvertzen, Nilsen, & Olafsen, 2013). The need to have a high level of talent, competence, and
professionalism is vital to any organization (Sivertzen, Nilsen, & Olafsen, 2013). Part of the
delicate and important hiring process includes pre-employment screening techniques for
gathering information about applicants (Delarosa, 2014-2015). Such techniques can include
written applications, questionnaires, interviews, references, background checks, credit checks,
psychological tests, drug tests, and ability tests (Delarosa, 2014-2015). However, employers now
utilize social media and internet screening in their information gathering processes. Employers
find it necessary to seek as much information as possible about job applicants to ensure not only
the best match between an applicant and the employers organization but to ensure they will best
represent the organization out of office (Delarosa, 2014-2015). This is understandable because
labor market search theory predicts that worker productivity and quality of work rising with
business profits when employers use pre-employment screening to choose the right talent for the
organization (Delarosa, 2014-2015). For example, by screening applicants social media activity,
employers can discover any creative and useful talents by the applicant. On the other hand, while
the result may or may not be positive, the applicant may feel their privacy was violated.
Therefore, while employers are generally permitted to investigate applicants, unfortunately, there
are ethical concerns of online investigations that have become a major focus of recent legislation
and litigation (Delarosa, 2014-2015).

SOCIAL MEDIA BUSINESS ETHICS

Employee Monitoring
Once an organization acquires new employees, they now face the ethical dilemma of
whether or not to continue monitoring their employees social media activity. While it is
impossible for organizations to control their employees' communication and activities outside the
office completely, some attempt to do so through the monitoring of employees social media use
(Dreher, 2014). Organizational culture is growing more transparent due to their employees
social media activity, revealing and reflecting the companys values, behaviors, beliefs, and
overall character (Dreher, 2014). This makes social media use a large contributor to an
organizations reputation (Dreher, 2014). Monitoring employees are not new to organizational
management (Kiser, Porter, & Vequist, 2010). Thanks to computer software, managers can
monitor computer activity in real time during office hours, to which employees claim the
surveillance is an invasion of their privacy resulting in a suspicious, stressful, and potentially
hostile work environment (Kiser, Porter, & Vequist, 2010). While employers believe that
surveillance is important to security, productivity, stakeholder interest, liability, and performance,
such surveillance is an ethical problem involving privacy rights and the management employee
trust relationship (Kiser, Porter, & Vequist, 2010). Additionally, are the ethical concerns of
supervisors and management friend requesting employees social media accounts for off hours
monitoring (HR Specialist, 2011). There are no laws prohibiting online relationships between
supervisors and subordinates, but it does pose risks for both the employer and employee (HR
Specialist, 2011). For example, a fired employee can reference discrimination against them based
off of anything they have shared in regards to political opinion, sexual orientation, or religion.
Whether true or otherwise the legal battle could be costly in time and resources.

SOCIAL MEDIA BUSINESS ETHICS

The Risks of Social Media

There are substantial ethical risks associated with screening and monitoring employees social
media activities, most of which are privacy concerns. Some employers have gone so far as to
request usernames and passwords to applicants social media accounts (Sparague, 2013-2014).
However, employers typically do not inform the applicant of their online searching or the
information they find and whether or not they consider it during the decision-making process
(Kiser, Porter, & Vequist, 2010). Additionally, many recruiters attempt to follow applicants
private social media accounts during the screening process via friend or follow request
(Sparague, 2013-2014). Privacy concerns associated with social media screening and monitoring
include the accessible private information of like disability status, sexual orientation, or medical
history in addition to liability risks among others (HR Specialist, 2011). Employees may also
feel unnecessary pressure and stress over concerns of losing their job based on either denying
such request or accepting and revealing activity they normally would share without their
employers knowledge. Moreover, employers have reasonable concerns for such invasions.
Whether employees intentionally or unintentionally participate in online conversations about the
organizations they work for, it poses reputational and legal risks (Dreher, 2014). According to the
Corporate Communications International Journal, Social media provides a public stage for
employees to create and exchange content regardless of regulations that pose significant risks
leading to costly and protracted consequences, including loss of employee productivity,
message and brand voice inconsistency, workplace lawsuits, regulatory audits and fines, public
relations, social media crises, loss of confidential data, mismanaged and misplaced business

SOCIAL MEDIA BUSINESS ETHICS

records, exposure of company secrets, and security breaches (Dreher, 2014). In other words,
social media risks can have wide-reaching effects on the reputation and security of a company
and sometimes entire industries because of social media cannot be fully regulated, monitored, or
controlled, nor its impact stopped or undone (Dreher, 2014). The reputational risks, in particular,
include reduced profits, lawsuits, humiliation, credibility loss, and job loss in extreme cases
(Dreher, 2014). Once something is said on social media, it can be accessible to everyone,
including customers, journalists, regulators, and competitors (Dreher, 2014). Typically,
employees risk the reputation of their organization through the open communication of
grievances and frustrations, whether against a coworker, boss, or company as a whole. While
reputation is at risk through employees social media activities, workplace romance is another
risk of concern to employers. According to a survey conducted by vault.com in 2010, 60 percent
of workers admitted to participating in a workplace romance (Mainiero & Jones, 2012).
Furthermore, one in five employees admitted a relationship with a boss and 15 percent said they
have had a relationship with someone they supervised themselves (Mainiero & Jones, 2012).
Unfortunately, the greater risk to workplace romance are the risks of sexual harassment if they
fail or are unwelcomed. The use of social media has created compromising situations where
some employees complain another employee may have created a hostile work environment for
them outside the office that may eventually impact their behavior inside the office based on
misinterpreted advances or ex-relationships (Mainiero & Jones, 2012). Friending a coworker on
Facebook or any other social media outlet, whether the result of a personal romantic relationship
or otherwise, may be harmless initially but may turn to harassment or stalking behavior
(Mainiero & Jones, 2012). While such social media communication typically takes place outside
the office, employees may feel uncomfortable returning to work depending on the situation

SOCIAL MEDIA BUSINESS ETHICS

(Mainiero & Jones, 2012). Social media is a blurred line between personal and professional
connections, making it difficult to discern the differences between romance and harassment
(Mainiero & Jones, 2012). Therefore, because social media allows for communication within and
out of the office, human resource managers are concerned that eventually an employee will
receive unwelcome romantic or sexual messages (Mainiero & Jones, 2012). While most
situations do not officially cross into the legal definition of sexual harassment, it is important to
establish clear ethical models to teach employees what is appropriate and inappropriate behavior
concerning workplace romance (Mainiero & Jones, 2012).

The Benefit of Social Media

While there are risks involved with allowing employee social media use, there are great
benefits too. If organizations are vulnerable on social media, capable of destroying an
organizations reputation, that means they are also capable of building a good reputation as well
(Sivertzen, Nilsen, & Olafsen, 2013). Through social media, employees function as powerful
brand ambassadors who have the potential to shape positively their organizations reputation
with everything they do and say online (Dreher, 2014). Organizations should realize that
employees play an important role in the social media business era for their potential function as
advocates and brand ambassadors (Dreher, 2014). Employees know their companys business
well, which makes them credible and authentic representatives of their organization if given the
opportunity (Dreher, 2014). It is, therefore, beneficial for utilizing employees social media use

SOCIAL MEDIA BUSINESS ETHICS

as external reputation shapers and brand ambassadors. This is achievable by enabling employees
to form relationships with potential customers, friends, shareowners, stakeholders, vendors,
business partners, public officials, and future talent anywhere in the world (Dreher, 2014). For
example, employees social media activities can positively influence the organizations target
audiences, promote the brand and products, and the organization as a whole (Dreher, 2014).
Furthermore, employees social media presence can increase the organizations visibility and
reach further than other marketing channels (Dreher, 2014). Additionally, social media allows
employees to keep up with news from their industry and profession, which further develops
industry knowledge and fosters creative thinking (Dreher, 2014). Developing industry
knowledge and encouraging creative thinking are opportunities for employees to learn on the job,
another important benefit of social media use (Van Puijenbroek, Poell, Kroon, & Timmerman,
2014). In accordance to the Journal of Computer Assisted Learning, it is expected that social
media use relates to higher levels of learning and that this relationship is stronger when
employees perceive higher levels of an organization culture that stimulates dialogue and inquiry
(Van Puijenbroek, Poell, Kroon, & Timmerman, 2014). In other words, there is a direct
relationship with employees use of social media at work and their participation in learning
activities in relation to their work, encouraging organizations to consider organizing the use of
social media among employees to support work-related learning (Van Puijenbroek, Poell, Kroon,
& Timmerman, 2014). Additionally important to the positive outlook of organizational culture
among employees is organizational communication, particularly with dialogue and inquiry (Van
Puijenbroek, Poell, Kroon, & Timmerman, 2014). Employees and their managers building trust
and harmony through communication and social media, in particular, can encourage and grow

SOCIAL MEDIA BUSINESS ETHICS

such trust and harmony as well as collaborative learning (Van Puijenbroek, Poell, Kroon, &
Timmerman, 2014).

The Ethical Solution of Risk Management

If management wants their employees to care about the reputation of the organization,
they need to care about the treatment and feelings of their employees (Hosmer, 2011, pp. 113).
When organizations are dedicated to employees and willing to make sacrifices for them,
employees are more willing to return the same for management and the organization (Ferrell,
Fraedrich, & Ferrell, 2015, pp. 16). While there is a gray line between the risks and benefits of
employers and employees social media connections, it is essential that such a relationship must
exist to an extent, or else employers would be unable to manage the conversations regarding their
organizations, whether good or bad (Dreher, 2014). To balance the ethical risks associated with
social media requires implementing and maintaining social media risk management. Developing
effective ethical social media risk management will cause employees to respond more positively
to policy (Ferrell, Fraedrich, & Ferrell, 2015, pp. 227). Social media risk management should
encompass employee social media activity strategically through policy and programs involving
internet access, research, guidelines, goal setting, and mandatory training (Dreher, 2014). Policy
and guidelines not only help employees know what is expected of them, but it gives employees
reassurance that the same is expected from management (Ferrell, Fraedrich, & Ferrell, 2015, pp.
220). Mandatory training and compliance can lead to frustration and resistance (Dreher, 2014)
Therefore, organizations must plan policies and programs with careful consideration of all risks
and benefits as well as legal and regulatory rules (Dreher, 2014). Additionally, social media

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10

programs set the character of the organization for employees to portray on social media, so such
programs and policies should encompass the organization's mission, values, beliefs, identity and
brand voice with positive incentives to encourage compliance particularly during off work hours
(Dreher, 2014). When training employees to utilize their social media activity for brand
awareness and reputation, it is important for the organization to be transparent and honest with
their concerns to foster mutual trust with the employees (Dreher, 2014). Building trust,
commitment, and effort between managers and employees is vital to the success and reputation
of the firm as well as cooperation, innovation, and unification (Hosmer, 2011, pp. 119). It is also
recommended that organizations allow and encourage the free flow of creative ideas and
participation in social media decisions and changes or else risk employees feeling alienated and
unwilling to comply regardless of incentives (Dreher, 2014). Allowing employees to share their
concerns and ideas portrays that management and the organization understand and cares about
employees differing values, goals, norms and beliefs (Hosmer, 2011, pp. 3).

Conclusion
The importance of social media is undeniable with its influence today. Such powerful
influence is concerning to firms in relation to their employees because of reputation and security
risks that could compromise the organization. When the organization properly addresses ethical
concerns associated with social media, they will succeed in mutual trust and respect between
management and employees. This mutual trust and respect result from the free flow of
communication and ideas between management and employees as well as upholding the same
policy and guideless between them. When the organization communicates their concerns in

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11

relation to the risks involved with social media use, employees will respond more positively,
especially when the same is expected of management. Training programs are usually the best
way to communicate specifically the concerns and expectations of employee social media use.
Therefore, social media risk management in association with policy and guidelines is most
appropriate for addressing the risks that organizations face and harnessing the benefits involving
social media. The research in this paper addressed the ethical concerns associated with screening
and monitoring employees activity on social media, the risks and benefits associated with social
media use, and ethical solutions to resolving conflict and confusion between management and
employees. However, further study in relation to such delicate subject matter is recommended
depending on the organization, its employees, and the product or service it provides.

Annotated Bibliography
Delarosa, J. (2014-2015). From Due Diligence to Discrimination: Employer Use of Social Media
Vetting in the Hiring Process and Potential Liabilities. Loyola of Los Angeles
Entertainment Law Review, 35. Retrieved from
http://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info

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%3Aofi%2Fenc%3AUTF8&rfr_id=info:sid/summon.serialssolutions.com&rft_val_fmt=info:ofi/fmt:kev:mtx:journ
al&rft.genre=article&rft.atitle=From+due+diligence+to+discrimination
%3A+employer+use+of+social+media+vetting+in+the+hiring+process+and+potential+li
abilities&rft.jtitle=Loyola+of+Los+Angeles+Entertainment+Law+Review&rft.au=Delar
osa%2C+Jennifer&rft.date=2015-0622&rft.pub=Loyola+of+Los+Angeles+Law+School&rft.issn=15365751&rft.volume=35&rft.issue=3&rft.spage=249&rft.externalDBID=BKMMT&rft.exter
nalDocID=419892363&paramdict=en-US
In this particular law journal, author Jennifer Delarosa analyzes regulations and laws
brought on by the practice of screening applicants social media profiles in the hiring
process. There are two parts to Delarosas analysis. Part I consists of the background
information of social media use in the hiring process, and current legislation that protect
applicants social media privacy. Part II consists of the detail of consequences this has on
hiring organizations such as potential lawsuits. Delarosas analysis provides information
vital to the thesis of this paper through the articles understand of employers use of social
media to screen applicants. Including the information on laws and regulations, social
media, and case studies.
Dreher, S. (2014). Social Media and the World of Work: A Strategic Approach to Employees
Participation in Social Media. Corporate Communications: An International Journal,
19(4). Pp. 344-356. Retrieved from

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http://www.emeraldinsight.com.ezproxy.liberty.edu:2048/doi/full/10.1108/CCIJ-10-20130087
Sonja Dreher of the Department of Communication Studies at Baruch College analyzes
the risk and benefits to employees who use social media for their employers reputation.
Dreher suggests that employers should manage their employees social media interactions
strategically by following eight steps: research, unrestricted internet access at work,
support from senior management, social media teams, guidelines and policies, training,
integration, and goal setting with measurement. Drehers article provides information
vital to the thesis of this paper through the articles understanding of the risks and benefits
to any business involved in the use of social media for reputation and strategic
management.
Ferrell, O., C., Fraedrich, J., & Ferrell, L. (2015). Business Ethics: Ethical Decision Making and
Cases. (10th Ed). Stamford, CT: Cengage Learning.
In this book, the authors seek to equip students with a better understanding of ethical
decision making in businesses through four parts. Part I is an overview of business ethics,
Part II addresses ethical issues with the institutionalization of business ethics, Part III
discusses the ethical decision-making process, and Part IV encompasses implementing
business ethics globally. This book provides information vital to the thesis of this papers
overview of business ethics and ethical dilemmas in an organizations handling of their
employees use of social media.

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Hosmer, L. T. (2011). The Ethics of Management, A multidisciplinary Approach, Seventh Edition.

NewYork, NY: McGraw-Hill.
In this book, Hosmer addresses the nature of ethical problems in business management.
To achieve this, Hosmer elaborates on his analytical model that focuses on understanding
the different standards, recognizing the moral impacts, stating the moral problem,
determining the economic outcomes, considering the legal requirements, evaluating the
ethical duties, and creating a moral solution when faced with an ethical dilemma. This
book provides information vital to the thesis of this papers overview of business ethics
and ethical dilemmas in an organizations handling of their employees use of social
media.
HR Specialist. (2011). Should you ban bosses from 'friending' staff? Business Management
Daily, 9(4), 1-2. Retrieved from http://rx9vh3hy4r.search.serialssolutions.com/?
ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF8&rfr_id=info:sid/summon.serialssolutions.com&rft_val_fmt=info:ofi/fmt:kev:mtx:journ
al&rft.genre=article&rft.atitle=Should+you+ban+bosses+from+%27friending%27+staff
%3F&rft.jtitle=The+HR+Specialist&rft.date=2011-0401&rft.pub=Business+Management+Daily
%2C+a+division+of+Capitol+Information+Group&rft.issn=1545360X&rft.volume=9&rft.issue=4&rft.spage=1&rft.externalDBID=XI7&rft.externalDocI
D=332382815&paramdict=en-US
This article published by Business Management Daily addresses the growing trend of
supervisors befriending subordinates on their social media accounts. The author also

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addresses how to go about addressing such an incident if it occurs as well as resources for
additional advice and policy information. This paper uses this information to address such
an ethical problem involving employees and their social media activity about their
employers actions.
Kiser, A. I. T., Porter, T., & Vequist, D. (2010). Employee Monitoring and Ethics: Can They CoExist? International Journal of Digital Literacy and Digital Competence, 1(4). Retrieved
from http://go.galegroup.com.ezproxy.liberty.edu:2048/ps/i.do?
p=AONE&u=vic_liberty&id=GALE|
A429336305&v=2.1&it=r&sid=summon&userGroup=vic_liberty&authCount=1#
Authors Kiser, Porter, and Vequist discuss in this article the regular practice of employee
monitoring. This article particularly elaborates on digital monitoring of employees
computer activity during work hours. Additionally, this article covers the ethical concerns
of employees in respects to privacy violation with real-time surveillance while employers
believe such practice to be necessary and vital to the organization.
Mainiero, L. A., & Jones, K. J. (2012, May 29). Workplace Romance 2.0: Developing a
Communication Ethics Model to Address Potential Sexual Harassment from
Inappropriate Social Media Contacts Between Coworkers. Journal of Business Ethics,
114(2). Pp 367-379. Retrieved from
http://link.springer.com.ezproxy.liberty.edu:2048/article/10.1007%2Fs10551-012-1349-8
Authors Mainiero and Jones examine the ethical consequences of workplace romance
that have turned into sexual harassment through the use of social media. The authors

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develop an ethics model that includes positive responses and contingencies to guide
decision-making processes on inappropriate social media contact between coworkers.
Also, the authors suggest human resource management take an active role in establishing
social media etiquette in and outside the office. The article provides information vital to
the thesis of this paper through the articles understanding of the risks involved with
employees social media use between coworkers.
McIlwain, A. (2013, Aug 24). 13 astonishing social media statistics. Retrieved from
http://search.proquest.com.ezproxy.liberty.edu:2048/docview/1427487968?pqorigsite=summon&http://proquest.umi.com/login?
COPT=REJTPTE2YmMmSU5UPTAmVkVSPTI=&clientId=20655
This article discusses the largest statistics for the most popular social media websites
including LinkedIn, Twitter, and Facebook. This paper utilizes these statistics to
emphasize the importance social media has on businesses today.
McIlwain, A. (2013, Aug 24). 9 more astonishing social media statistics. Retrieved from
http://search.proquest.com.ezproxy.liberty.edu:2048/docview/1429385128?pqorigsite=summon&http://proquest.umi.com/login?
COPT=REJTPTE2YmMmSU5UPTAmVkVSPTI=&clientId=20655
This article discusses the largest statistics for the most popular social media websites
including LinkedIn, Twitter, and Facebook. This paper utilizes these statistics to
emphasize the importance social media has on businesses today.

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Newstex. (2015, Feb 28). Benzinga: Staggering user statistics for 10 top social media platforms.
Retrieved from
http://search.proquest.com.ezproxy.liberty.edu:2048/docview/1658885425?pqorigsite=summon&accountid=12085
This article discusses the largest statistics for the most popular social media websites
including Tinder, Pinterest, Vine, Snapchat, Twitter, Instagram, LinkedIn, WhatsApp, and
Facebook. This paper utilizes these statistics to emphasize the importance social media
has on the lives of individuals today.
Sivertzen, A., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: Employer
attractiveness and the use of social media. The Journal of Product and Brand
Management, 22(7), 473-483. Retrieved from
http://search.proquest.com.ezproxy.liberty.edu:2048/docview/1691005047?pqorigsite=summon&accountid=12085
This article by authors Sivertzen and Olafsen suggest that social media relate positively
to the corporate reputation that links to hiring the best talent. The authors further suggest
that it is a competitive advantage in the global marketplace to embrace social media in a
positive and branding way. The authors back their claims with investigative research at
improving the attractiveness of employers by covering dimensions for employer
attractiveness and the recruitment processes that influence reputation. The article
provides information vital to the thesis of this paper through the articles understanding of
the benefits involved in employers strategic utilization of social media for branding and
customer loyalty purposes.

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Sparague, R. (2013-2014). No Surfing Allowed: A Review & Analysis of Legislation Prohibiting

Employers from Demanding Access to Employees' & Job Applicants' Social Media
Accounts. Albany Law Journal of Science & Technology, 24. Retrieved from
http://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info
%3Aofi%2Fenc%3AUTF8&rfr_id=info:sid/summon.serialssolutions.com&rft_val_fmt=info:ofi/fmt:kev:mtx:journ
al&rft.genre=article&rft.atitle=No+surfing+allowed%3A+a+review+
%26+analysis+of+legislation+prohibiting+employers+from+demanding+access+to+emp
loyees%27+%26+job+applicants
%27+social+media+accounts&rft.jtitle=Albany+Law+Journal+of+Science+
%26+Technology&rft.au=Sprague%2C+Robert&rft.date=2014-0922&rft.pub=Albany+Law+Journal+of+Science+%26+Technology&rft.issn=10594280&rft.volume=24&rft.issue=3&rft.spage=481&rft.externalDBID=BKMMT&rft.exter
nalDocID=397094399&paramdict=en-US
This article discusses the legislation passed concerning surrendering of usernames and
passwords of applicants social media accounts. This article focuses on how common such
a requirement is in the application process, whether laws already exist making such a
practice illegal, and whether there are benefits from passing such legislation. The article
concludes on the potential impact of such legislation on employers, employees, and
applicants. The article provides information vital to the thesis of this paper through the
articles understanding of employers use of social media to screen applicants by
requesting their usernames and passwords. This article includes information on laws and
regulations, social media, and case studies.

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Van Puijenbroek, T., Poell, R.F., Kroon, B. & Timmerman, V. (2014). The effect of social media
use on work-related learning. Journal of Computer Assisted Learning, 30: 159172.
Retrieved from
http://onlinelibrary.wiley.com.ezproxy.liberty.edu:2048/doi/10.1111/jcal.12037/full
The authors in this article investigate if employees can learn effectively from using social
media. The authors conclude that there is no relationship with work-related learning and
social media. However, the research in this article only adds to the already lacking
workplace research done on this subject. This article provides information vital to the
thesis of this paper through the articles investigative research that social media is not an
effective learning tool and poses a risk to businesses if used on the job.