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Social media can negatively affect self image
Social media's effect on self image
How social media effects self image
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Introduction
In an age where instant access to information has influenced the privacy workplace model, which once prevails over what were inalienable assumptions of privacy is no longer a certainty in the workplace. Some companies require employees to sign confidentiality agreement to protect their patents, formulas, and processes. There are instances where companies dictate a “no compete” clause in their hiring practices, to prevent an employee from working for competitors for typically two years without legal implications. While these examples represent extents, employers go to protect their company’s privacy; companies do not go to that extent to protect the privacy of their employees.
Companies have determined what an employee does while at work or away from work on social media can greatly affect the company’s image. For example, the National Football League (NFL) has a code of conduct policy that holds employees of a team and organization accountable for the employee’s comments on social media. An employee, on their own time, is no longer a private entity, acting on their own accord without consequences from their employer. This new approach to managing a company’s image or message dictates how a company monitors and responds to acts, whether they are behavior, speech or actions they find inappropriate.
Social Media
Social media is a new phenomenon for most companies; it has also greatly affected the workplace. The influxes of technology combine with the availability of mobile devices have changed private moments and thoughts shared in the workplace. “Employees' workplace privacy is being invaded by increased use of social media, according to a survey published today by security software firm AVG technologies” Newcombe, T...
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...ddress this growing trend.
References
Gregory, D. (2005, 06). Privacy in the workplace. Issues, 71, 31-32. Retrieved from http://search.proquest.com.library.capella.edu/docview/220283693?accountid=27965
Lissy, W. E. (1993). Workplace privacy. SuperVision, 54(10), 20. Retrieved from http://search.proquest.com.library.capella.edu/docview/195582972?accountid=27965
Martucci, W. C., & Shankland, R. J. (2012). New laws prohibiting employers from requiring employees to provide access to social-networking sites. Employment Relations Today (Wiley), 39(2), 79-85. doi:10.1002/ert.21368
Newcombe, T. (2013, February 1). Social media has eroded workplace privacy. Retrieved from http://www.hrmagazine.co.uk/hro/news/1076130/social-media-eroded-workplace-privacy
Walsh, D. (2012). Employment law for human resource practice. (4 ed.). Macon: South-Western Legal Studies in Business.
Ever since Mark Zuckerberg created Facebook in 2004, millions of people have flocked to the website, resulting in “1.49 billion active users” (Facebook). Facebook allows users to not only reconnect with old friends, but also share whatever the user deems necessary. Facebook has many privacy settings that enable users to prevent anyone from seeing what they post. Even so, skeptics out in the world strongly attest that Facebook, and similar social media websites, aren’t all they’re cracked up to be. In the essay Why Asking for a Job Applicant’s Facebook Password Is Fair Game, Alfred Edmond Jr. addresses the false security Facebook provides to its users, and uses that notion to support his claim that bosses should
Moran, J. J. (2008). Employment law: New challenges in the business environment. New Jersey: Pearson Prentice Hall.
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
Most individuals use these social networks and applications as an outlet to connect with old friends and family, share media, and keep up with everyday topics. Sometimes, employees exchange social media accounts if they become friends at work, which is acceptable. But, if an employer decides to review an employee or potential employee’s personal account without their permission, that is an invasion of privacy. Also, a person’s social media account should not have to be monitored or reviewed by an employer, especially if it does not relate to the job itself. Everyone deserves privacy, and if an employee’s social media account(s) have to be monitored, the same should apply to the employers as
Social networking sites promote the sharing of personal information in the public format. Social networking sites such as Facebook and Twitter promote the oversharing of details of personal lives. Posts on these platforms may vary in regards to what one may be watching, or having for breakfast, or it may include pictures of one’s latest vacation or nights out with friends at a local bar. (10) Since personal information can be shared very frequently and with ease, consumers are more likely to disregard the restraint they normally would use when sharing information in regards to personal matter. (10, 11)
Gevertz and Greenwood enforce the reality that it is important for employees to be on board with social media policies for their company or else they run the risk of being fired.
Whitlock, D. C. (2012, September). How to manage and regulate social media in the workplace. Building and Construction, 38. Retrieved from http://search.proquest.com.proxy.davenport.edu/docview/1173891821/80A48A677FDC4E84PQ/2?accountid=40195
Privacy and Rights In The Work Place. Houston: University of Houston, College of Business Administration, 1998.
Perhaps the founder of Facebook, Mark Zuckerberg, said it best when he claimed that privacy is no longer a “social norm.” Virtually everyone has a smart phone and everyone has social media. We continue to disclose private information willingly and the private information we’re not disclosing willingly is being extracted from our accounts anyway. Technology certainly makes these things possible. However, there is an urgent need to make laws and regulations to protect against the stuff we’re not personally disclosing. It’s unsettling to think we are living in 1984 in the 21st century.
Having a social media account in today 's society is part of the norm and while many people are getting jobs at a younger age, having a social media account while working is very common. There are many types of social media accounts ranging from posting just pictures, sharing recipes, and telling everyone what you 're currently doing. As employees post on their behalf, many employers are getting upset about the post contain. The employer could put the employee liable of the post on probation or the employee could get terminated. Many employees argue that their social life "outside" of the job should not reflect on them on who they are on the job. Other employees may state that just because they work in a professional job setting, should not
As college students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor of that is the gray area that is the idea of social media and networking helping to assist with the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment companies a have no boundaries and employers need to realize that social media should be used only for non-bias practices and not employment decisions based on someone’s Facebook post. Topic: How Privacy and Employment Laws effect Social Media changing the Hiring Process.
As technology penetrates society through Internet sites, smartphones, social networks, and other modes of technology, questions are raised as the whether lines are being crossed. People spend a vast majority of their time spreading information about themselves and others through these various types of technology. The problem with all these variations is that there is no effective way of knowing what information is being collected and how it is used. The users of this revolutionary technology cannot control the fate of this information, but can only control their choice of releasing information into the cyber world. There is no denying that as technology becomes more and more integrated into one’s life, so does the sacrificing of that person’s privacy into the cyber world. The question being raised is today’s technology depleting the level of privacy that each member of society have? In today’s society technology has reduced our privacy due to the amount of personal information released on social networks, smartphones, and street view mapping by Google. All three of these aspects include societies tendency to provide other technology users with information about daily occurrences. The information that will be provided in this paper deals with assessing how technology impacts our privacy.
Platforms such as Facebook and Twitter allow users to access company information, photos and employees as well as ask questions and express personal experiences with the company. It also allows potential employees to understand the vibe of the organization and gain a deeper and more personal understanding than a website. However, with social media, it is important to not ove...
Policies affect employee privacy by lowering employees' expectations of privacy in the workplace because he or she cannot expected privacy if an employee conducts the activity in a manner open to other employees. If an employee's reasonable expectations are similar to the privacy of personal mail delivered from the post office, he or she may believe the computer are just as private as the documents that he or she stored in the personal workplace's desk or filing cabinet. This reasoning of employee's reasonable expectations violates the employee's privacy. Yet, the employer stands may be that it has a justifiable interest in the oversight of business related employees communications, and in the cost of the used of the computer system. Only through consideration will these two interests will allow the right determination to be determine.
Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition