ipl-logo

Social Media Dbq Analysis

448 Words2 Pages

Privacy in regards to social media and businesses has become a hotly contested debate. Although privacy is an important right of the United States Constitution (Fourth Amendment), employers should have the right to view a potential employee’s - or current employee’s - social media in order to keep the company’s image in tact as well as to ensure productivity at the workplace. Nearly all companies pride themselves in having reputable companies. In order to have a strong reputation, some companies monitor their employees’ social media to ensure that there is nothing the company does not want to be associated with. For example, Justine Sacco was fired by IAC for a racist Tweet, where she joked about AIDS. Soon after she landed, Sacco learned she was fired for her Tweet (Source A). IAC was quick to fire Sacco because they did not want to be associated with her racist Tweet that caused unintended backlash. This is just one instance of an employer using their authority of monitoring social media accounts to remove a person that does not fit the integrity of the company. Another instance is when a newly hired employee bashed her company before her first day. Consequently, the owner promptly fired her and she never started working at Jet’s Pizza (Source B). The owner, Robert …show more content…

A recent study proves that social media is one of the reasons for decreased productivity in the workplace. Overall, “13% of the total productivity is lost owing to the social media indulgence alone” (Source C). 13% is more than ⅛ of the day of an eight hour work day. If an employer puts in their contract that social media can only be used at certain times of the day (such as breaks), but the employer finds out that they are using paid time to scroll through social media, then that is a reprimandable offense. There is no reason for an employer to pay their employees if they are wasting their time on social

Show More
Related
865 Words | 4 Pages

He states that having access to potential employee’s Facebook would make it easier to identify if they have a history of misconduct with minors. He uses New York City as an example, claiming that misconduct with minors is becoming a widespread problem there. He compares this to running a credit check on potential employees of occupations that deal with finances. Claiming that snuffing out any potential issues with employees should be done during the hiring phase and that it’s more important for the business owner to prevent problems for the company or school than the rights of the potential employee’s privacy.

Read More
987 Words | 4 Pages

Has someone ever posted something on social media that probably shouldn’t have been posted? Occasionally it can lead employees to not pursue the job people want or, earning students way into college of their dreams for the reason; that something someone posted was inappropriate. Jobs and Colleges are cracking on employees and students and, don’t want them in the environment because what they post. Although plenty of Jobs and Colleges don’t check social media accounts and, it can frequently come up as a problem. Jobs and Colleges should be able to look at social media sites to have an understanding of employees and students.

Read More
419 Words | 2 Pages

The First Amendment which prohibits the making of any law abridging the freedom of speech protects a citizen’s right, in limited circumstances, to speak out on matters of public concern. (Berman E 2013, pg. 63) Public employment or private doesn’t stop an employee from expressing himself. Determining when an employee has crossed the line can be difficult. This brings me to an article, “Employee Facebook Likes Are Protected Activity, Appellate Court Rules,” on xpertHR website.

Read More
779 Words | 4 Pages

Now, if a candidate has the suspicious activity regarding the treatment of children it wouldn’t make sense for him to hire the candidate. Another way he supports his claim is by countering the argument of invasion of privacy. Edmond states, “.. if you’re getting something for free, you’re not the customer, you’re the product. Social media is designed for the information shared on it to be search and shared- and mined for profit.” (134).

Read More
1056 Words | 5 Pages

Many others believe that businesses should not be able to monitor their employees without social media. Accordingly “More than half (53 percent) of colleges monitor social media for ‘buzz’ about their institution” (“Use of Social”). Colleges use the information they find on the internet to keep their student’s safe. Furthermore, ”one might argue that they should because such a profile reflects your ‘character’ or your priorities or your public presence” (Boyd). If someone constantly makes the decision to post something that he or she knew the entire world could see, then he or she should be able to face the consequences of an employer or college denying their application.

Read More
1147 Words | 5 Pages

In a society where social media has become a dominant means of communication, many companies see an advantage to scrutinizing their applicants in their natural and social context in hopes to gain a greater insight on the person’s personality beyond what’s on their application. One can assume that it is a normal curiosity for an employer to judge their employee on their up-to-date and relevant online presence to better understand who they are as people. In fact, some argue that by looking into one’s interests and hobbies an effort to get to know one another is being made. However, these assumptions fall short because social media is a dishonest and untelling platform where identities can be faked and concealed. Source G claims that “a job applicant’s

Read More
764 Words | 4 Pages

Consequently, state and federal laws explicitly prohibit that kind of conduct. Keeping an eye on employees helps companies protect themselves. It's all too easy for disgruntled or tone-deaf employees to go onto social media and criticize customers, harass subordinates and otherwise misbehave. Sometimes that can bring workplace tensions and complaints, sometimes it can damage a company's reputation in the marketplace, and sometimes it can lead all the way to lawsuits or regulatory

Read More
1912 Words | 8 Pages

According to New Media Institute, employee's are often under the impression that they can post anything and be protected by their right to free speech (2012). This means that rules need to be set to prevent employees and directors from posting information that could jeopardize the company's duty of care and loyalty. These guidelines must include posting that occur outside of the workplace as well. For example, a director could post proprietary information by sending a congratulatory note employee's of the company on their success in creating a new product before it was released to the public domain, a disgruntled employee could post negative information about the company on his/her Twitter feed, or during non-work hours post harassing comments on another employee's Facebook page. When a company fails to uphold its duty of care and loyalty, it can severely damage the company's ability to remain successful due to substantial fines or the possibility of losing its charter; which is considered a death sentence to the company according to Lau and Johnson (2014).

Read More
201 Words | 1 Pages

Social media is now a part of our daily lives, whether it is for personal reasons or for business, it will be around for a very long time. While many think business owners should not allow employees access to social media during business hours, but restricting employees may cause other problems. One of the downsides of restricting employees into social media is morale. Morale at any business can be a challenge, but I think by allowing employees access to social media will keep morale up and employees will enjoy working more (Wallen, 2012). Another reason would be communication.

Read More
506 Words | 3 Pages

The flip side of this debate would be is companies and bosses should not peruse through an employee’s social media page. Something is best left unseen and unsaid. A company should automatically trust and believe an employee unless that employee demonstrates behaviors that warns an investigation into. Really, how can a boss really make a

Read More
469 Words | 2 Pages

The first reason is because an employee could be using a company's computer wrongly. I say this because if the computer doesn’t belong to you, then you shouldn’t use the computer inappropriately (showed on source 1 paragraph one). Or if you are criticizing the company's customers which could ruin the company's reputation. Sometimes when people post, they could break federal privacy law by sharing any confidential data of the company (shown on source 1 paragraph 2). Even if you do have your social media is private, you could have a fellow employee or friend who is able to see your posts.

Read More
887 Words | 4 Pages

Also, she says that the majority of companies are using tools which help them see the accounts of its employees B. Sub point B: cause 2: In the article on howstuffworks.com written by Dave Roos, he says that hacking on social media requires a few technical skills. it does not require many technical skills because some people are not aware of privacy settings or they just decide not to use it. Also, he says that hacking an account in social media is a psychological game because the only thing they need to unlock the account is the information they have on their profiles.

Read More
850 Words | 4 Pages

Back in 2014, a manager of a local bar hired a white man without doing any sort of a background check. This man ended up being a racist. The comments this man made to customers made the bar go out of business. People should get their social media pages checked before entering college or getting a job because it ensures safety, helps make people represent themselves better, and will help prevent the company from looking bad.

Read More
1563 Words | 7 Pages

People today live in a virtual online aquarium, and chances are good that one of the people watching them is probably their current or potential employer. According to the article Social Media a Big Part of the Hiring Process by UPI News Track, 52% of companies now check job applicants’ social media profiles before hiring them, this is up from 43% from just a year ago. Last year, the American Civil Liberties Union reported that at least one employer had demanded that job applicants disclose

Read More
726 Words | 3 Pages

Searching social media can give an insight to people’s personalities. People should be more careful on the internet because social media can be used for employee background checks, collage background checks, and violations of personal privacy. In recent years hiring managers have also begun checking out the personal social media pages of candidates under consideration for a position, a practice known as "social media background checks," ( Employees Should Accept ).

Read More

More about Social Media Dbq Analysis

Related Topics

Open Document