Bateman, T.S. & Konopaske, R. (2020). Management: Leading and Collaborating in the Competitive World (14e ed.). New York, NY: McGraw-Hill. ISBN 978 126 026 1523 (print rental) OR ISBN 978 126 078 5593 (loose-leaf)
Discussion Post 1:
According to the GlobalWebIndex market research company, users consume up to three hours across social media platforms (Gilsenan, 2019). In simple words, social media became a daily routine of our life. Employees and employers should take responsibility for setting standards of handling social media either for personal or business purposes.
According to Bateman ethics is a set of standards that adds values in the manner of fulfilling business. An employer is a decision-maker of setting moral values in an organization. Employers should train every employee to judge the difference between personal views and organization views. Employees’ social media contains Personal Identifiable Information (PII). Any person outside of the company can access their personal information depending on privacy settings in social media. Intruders could hack their accounts and post on social media, which can affect the company’s reputation. Employees active in social media should follow high-security standards in account settings and also frequently change the password.
As per Twincities.com, Fastenal fired human resource managers in January 2020 because of a tweet (Associated Press, 2020 January 7). Employee tweeted about the company gift given to Canadian employee compared to his US colleagues. Being a manager in the human resource team, he should be aware of his social media acts. Employees have the right to express about their workplace and compensation in social media posts. Fastenal should have addressed the employee concern instead of terminating. I believe that Fastenal violated the National Labor Relation Act with termination.
One of the most recent events reported by WECT staff, The Brunswick county Sheriff office, fired a detention center employee over a social media post (WECT Staff, 2020, p 1). According to the Sheriff, an internal employee made an inappropriate post regarding a recent protest on killing George Floyd that occurred in the country. I agree that the employee has violated ethical behavior that was set by their office. In this particular example, an employee should be self-aware of the social issue when they represent the Sheriff office. There are many such incidents happening in the country. Employers should train their employees about their code of conduct. I believe that social media should be self-regulated by the employees. Employers should review quarterly their policies on ethical behavior in social media.
Discussion Post 2:
Employees who make bad comments about their workplace on social media are subject to at least three ethical obligations as a result of their actions. Personal responsibility, the requirement to exercise reasonable caution, and honesty are only a few of the ethical standards that must be adhered to. The use of social media within a company has the potential to have a substantial impact on its operations, making it critical to understand how employees interact with social media platforms. In the first case, it is vital to examine how employees use social media for their personal gain and whether they are disseminating harmful information that could jeopardize the company’s reputation and the well-being of other employees. Another significant consideration in this circumstance is how the company and its employees use social media in relation to the aims and objectives of the organization, which is the second component to take into consideration in this situation (Rust et al., 2018).
Employees who post negative remarks about their employers on social media are under an ethical obligation to conform to fundamental ethical principles such as honesty, integrity, and respect. However, instead of carrying out their plan to burn down the company, they elected to announce their intentions on social media instead, which resulted in their dismissal from the organization. Employee privacy on social media is vital, and the ethical standards developed for companies are critical in ensuring that social media does not open the door to a number of difficulties, such as violations of confidentiality or conflicts of interest. Employers who monitor their employees’ social media accounts should proceed with caution when interpreting the information they discover on the employee’s account, according to the National Employment Law Project (Morehouse & saffer, 2020).
Moreover, they should prevent using the information in an unlawful manner against their own staff. Employers cannot, for example, reject a prospective employee because of information found on his or her social media account about his or her ethnicity, religion, gender, or other traits in order to deny him or her the opportunity to work for the company later on in the recruiting process. Upon discovering that his or her social media information has been obtained in an unauthorized manner with the intent of denying him or her an opportunity, an employee has the choice of either taking the matter to court or seeking a public apology from the employer (Rust et al., 2018).
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