Social Media in the Workplace

Social media are websites and applications that allow for users to create and share information or take part in social networking. Social media allows for the rapid distribution of events going on across the world and, in many ways, is beneficial to our daily lifestyle. In today’s society, social media has become a norm and is being used by people of all age groups. Roughly 67 percent of the U.S. population engages in the use of social media. Out of the teenage population, 77 percent use social media. Teenagers engage in social networking to connect with peers and discuss the events of the day. What social media users are unaware of are the drawbacks of their social media addiction.

Employers can use social media in two different ways in the hiring process. Employers can use social media to recruit candidates and advertise the job opening. Employers can also use the sites to perform background checks to confirm a candidate’s qualifications before hiring them. Many of the employers today check social media sites and consider prospective employees’ social media activity in the job hiring process. These social sites allow for employers to consider both sides of prospective employee’s background before making the decision to hire them. Although social media is a tool in the process it should not be the sole decider. When screening job applicants, it appears that a fewer number of employers are using social media in the process. In the SHRM survey conducted in 2013, 22 percent of the responders reported that they use social sites in the job hiring process. This is a decline from the 34 percent in 2008. In order to effectively use social media as a tool in the job hiring process, employers must take certain precautions. Employers must be consistent in their use of social media in the process and not single out certain job applicants. Employers must also consider the candidate’s post and not what other people have said about them. If the employer decides not to hire the applicant, employers should keep track of the reasoning behind their decision. Through following these precautions, employers may affectively use social media as a tool in the job hiring process.

Current employees are also under constant observation as they engage in the numerous social media sites. CNN conducted an interview with 10 employees who have felt the repercussions of the negative use of social media sites. The article highlights the reasoning behind their dismissal from their jobs. This article is a perfect example of the drawbacks of social media sites in the workplace. Due to their negative posts involving things in the workplace, the employers had no choice but to dismiss the employee. Employees must be cautious of their online persona and consider the drawbacks of their actions.

Social media is a great resource and has acted as a stimulus for advances in today’s society, but can also come with many consequences. Social sites have led to the dismissal of employees and have even prevented applicants from standing a chance. Social networking sites such as Facebook and twitter are accessible to everyone and users must take this into account.


Separating Business and Personal

An employee's personal and social life should not affect how people view them in the workplace, as long as it is not a direct threat to the company or the image of the company. Individuals have the freedom to create whatever kind of blog or social media account they so ever choose. As long as it does not effect them in the workplace, it should not be an issue. However, when an employee is participating in a corporate blog, they should behave in a respectable, professional manner.  This is a response to the issue is stated in  "Legal and ethical issues of the corporate blogosphere". It states that such blog posts can be a risk. According to an article from I-Scoop, having a corporate blog is good because it shows that a company is able to adapt to and keep up with today's society.

Social Media in the Work Place

Employers are aware that the use of social media is becoming part of everyday routine.  Employers who allow their employees to use social media at a minimum are practicing a reasonable policy. It is a good idea to have different accounts for use as an employer and for personal use. When working on the job, the personal use of social media should be limited to during lunch time and breaks. Employee account should only be used for job related purpose.


Employees social media accounts should reflect the employee’s personal strengths relating to the job. Employees should want to appear as a serious, strong headed, and dedicated worker. Employees can use the employees account to manifest ideas and discuss issues of the working environment which can work to improve the overall quality of the workplace. When criticizing or discussing work related issues employees should remain tactful. Employer social site is not the place to hold unyielding debates with co-workers and other staff.


Employees should be cautious when posting and liking comments. Employees should remain neutral in opinions on social issues. They should refrain from appearing to be bias especially concerning issues of race, gender, sexuality, and ethnicity.


Employers who utilize social media can improve their quality of service. For example if an employer is a in the field of customer service, they may benefit from having a site dedicated to common questions and answers. This would serve as an additional tools to get their company core goal and mission statement out to the general public.


Employees can feel free to express their personal liberties on their personal social media account. When using social media at work, either work related or personal, employees should be careful not to overuse social media. Doing so may negatively affect their reputation. Co-workers and managers may think the use of media is affecting their job performance.




An Employee’s Role Regarding Social Media

With the increasing presence of social media outlets in everyday life, employers are faced with the troubling task of managing their employees' use of such sites--both on and off company time. Most young individuals looking to enter the workforce have been warned of the fact that potential employees can and will scour a candidate's social media presence. On the hunt for any potential red flags, an employer may monitor outlets like Twitter, Instagram, and Facebook, searching for any insight into how a candidate may present him or herself online.

Regarding social media screenings during the job application process, many people think the warning is simply a scare tactic; however, a 2014 survey showed that 93% of persons in charge of hiring decisions do investigate the online presence of applicants. The innovation of social media offers employers a valuable and personal look into the lives and personalities of potential employees. In the same way that it is an employee's responsibility to represent the company in a professional and respectable manner while on the clock, it is also his or her duty to do the same with their online presence. Because of this, I believe that policies regarding the freedom of employees on social media sites may have a useful place in the corporate world; based on state law and company policy, a person's employment may be legally terminated based on social media activity if it is deemed potentially harmful to the company or the company's image.

The value of social media in the hands of employers does not stop with the hiring process. When utilized creatively, social media can provide another outlet through which companies can connect with consumers and push their products or services. Companies who see the marketing potential of the internet are even hiring designated online marketers, whose job it is to effectively create online or "viral" marketing campaigns. These campaigns have the potential to reach massive numbers of consumers faster than any other medium of advertisement.


Kwoh, Leslie. (2012). Beware: Potential Employers Are Watching You

Privacy Rights Clearinghouse. (2015). Workplace Privacy and Employee Monitoring  

Usage of social media in work environments.

Social media is a new flat form to our generation. It came like a blizzard in New York, fast and hard. Due to to various aspects it offers, some people are still trying to figure out how to use it to its full capacity for a positive effect. The problem that now occurs from this is that certain individuals intertwine their freedom of speech on social media applications like Twitter, and Facebook to their work place. This has led to problems over the past few years.  I believe we should have freedom to post what we like but should have some limitations: We should be rational with what we post, although we may believe in a cause, certain topics cause controversy, so I would rather we refrain from sensitive topics.

With relation to work place, I support the notion of monitoring what employees posts on these apps, due to the fact that they represent the company they work for. Any immature, or false statements posted would face appropriate consequences. To avoid quick sanctions, before any employer commits to a job, they should include Do's and Don'ts on social media in the contract, therefore if the employer violates it, the company has full rights to sanction them accordingly.

I believe a workplace is professional regardless if it is being a server at McDonalds, or a assistant manager at a company in Buckhead. Hence, the value of social media for employers has to be be reduced significantly or at least with certain limitation to what they post. I encourage more workers to promote their company on these various networks, to make better relations with their work officials, and stick social life to photos,Instagram and snapchat for the mean time.

My dad, the representative for Mercedes Benz, in West Africa, has a company, Skymit grants employers freedom with what they post, as long as the underlining message or post promotes the company. This is a unique way some American companies and work offices might want to adopt to provide incentives to its users.

The only argument anyone pro- social media in workplace, will go back to the constitution in which an amendment is freedom of speech. However, in the 21st century, most people are aware of policies about the media, and should not try use it as an argument to post whatever they please.

It is important for all employees to have discretion with their posts, and employers need to have leniency with disciplining employees due to the fact that we are now in the digital age. After all, "All publicity is good publicity."


No Social Media While Working

Yes, I do believe social media has a place, just not at work.  After reading the article about pros and cons of social media,, it should be obvious to any company that it should not be allowed.  The pros are so few, provides an opportunity to widen business contacts, expands market research, implements marketing campaigns, delivers communications and directs interested people to specific web sites - See more at:  But as far as the cons, there are to many to list on this blog.  As far as from a business aspect the ones that stick out to me are the possibility of employees representing a company in a poor light.  A disgruntle employee can cause serious damage to a company by leaking company secrets on social media.  By letting employees use social media at work, opens your network to cyber attacks, viruses, and phishing schemes.  The amount of bandwidth needed for all employees being able to use social media will end up costing the company a lot of money.   Not to mention the countless hours of loss productivity, the inter-office problems that come along with it such as social media fighting.

I do believe that a company can use social media to their benefit if done correctly.  Not just anyone or everyone should be allowed to represent a company on social media.  I think a company should have social media division, possibly part of their marketing or IT departments.  This way everything is monitored, they know exactly who and how this person is representing the company.  This also keeps network security breaches minimal and can be quickly quarantined.

In my opinion social media can be a good thing, but the risk is substantially higher than the reward for any company to allow that go on during working hours.  Facebook can wait until after work.

Social Media in the Workplace- Blog Post 2

Social media is used by many people and companies all around the world. It has changed the way others perceive one another and it is also a way through which different companies and businesses communicate with one another. Large companies and businesses use blogging as a way to communicate with other people around the world and sell itself to individuals to make a profit. Most companies use blogging to attract a larger audience of people so that they can sell their product. For example Images USA, a company that my dad works in requires that employees  make a twitter to make communication between individuals easier and also to sell their product. Youtube advertisements were also used so that my dad’s company could sell their products. Social media and blogging does play a huge role in work places as employers of companies use it to communicate with others, express how they are feeling, what they are doing, and etc. Facebook, twitter, and Instagram are three main social media websites used by millions of people. Employers should be careful of what they post on these websites because if they degrade or say anything negative about their company, then they will get fired. The CEO of different companies do check their employers’ social media and this determines whether or not they will or will not stay in the job market. For example, my sister had a part time job in McDonalds last summer where employers checked their employees Facebook every 3 months. They were very strict about the information that the employees posted. I believe that social media use in the workplace has both positive and negative effects. If the people in the job use it in a beneficial way and blog positive things that will not affect them in their workplace, then it is perfectly okay. However, if the employee does not use it properly and complains/degrades their job in any way or just post unnecessary things, then it is not a good thing. Another concern that employers have about their employees using social media and blogging in the workforce is that it decreases productivity as the employees are too engaged in Facebook or Twitter that their focus in the job is decreasing. This is why I believe that a lot of workplaces ban the use of cell phones so that people can actually focus on their job and do their job right, instead of excessively blogging on social media websites like Facebook, Twitter, and etc. Social media and blogging is used on a day to day basis and even I am guilty of it as I do use Twitter and Instagram a lot to blog about how I feel, what I am doing, and post pictures with captions on Instagram.


Social Media Policies

Many companies have policies that limit what you can and cannot post on social media sites about your employer. In some states employers will even ask for your username or password for the social media account. The National Labor Relations Act protects the employee’s right to work-related conversations whether the discussion takes place at work or on social media. The National Labor Relations Board, a federal agency that supports the Act found that some employer policies and disciplinary actions violated the federal labor law.  Labor Board Officials concluded that is illegal to adopt broad social media policies which often produce confusion and uncertainty. These policies often discourage workers to have work-related conversations, a right protected by the federal law. However if a workers comments are personal vendetta and not work related, the employees have the right to act against him or her.

A fair policy should not punish an employee based on comments and posts on social media unless there is proof that this activity is damaging to the company. Lewis L. Maltby, president of the National Workrights Institute, said “No one should be fired for anything they post that’s legal, off-duty and not job-related.”  On the other hand, disclosure of confidential information such as product introduction it is illegal, therefore should be punished.

While I do not necessarily agree with, I understand monitoring workers on social media. I see no illegal activity as long as the information is public. No company would want to be represented by an unprofessional or irresponsible person. Think if one of our Georgia State professors would post embarrassing pictures or rude comments. Would your opinion change about him/her? What if several faculty members are engaging in different extracurricular activities that paints them in a negative light?  Georgia State University would be rumored to have unprofessional staff; therefore prospective students would consider other schools to invest in.

After reading about the labor’s board rulings on social media policies, I am not sure that companies are going to back off, instead they will change tactics. So they might not fire you for that tweet, post, or Instagram picture.  But they can certainly fire you for other “reasons.” Too many occurrences, underqualified, overqualified just to name a few.  In other words they can make it look like your activity on social networking has nothing to do with this. Employees who use social media should think about this probability…


I Hate Facebook….. But You Should Like My Page.

Due to the nature of what I was discussing, I had to delete my blog post, it was going to affect things other than my English grade.  Dr. Wharton, you can find the post in a Google Doc in my blog folder, the file name is also the title of the blog post.  If any of my classmates have an urge within them to read my blogging brilliance, then I'll be more than happy to share it with them on Google Drive and take critiques.

Scotty Krieg

Project 2 Proposal: Reflection Prompt

Many studies about the relationship between learning and reflection indicate that long-term learning takes place during reflection about the work rather than simply in doing the work itself. Thus, following each of your projects, you’ll submit a reflection that discusses how your drafts evolved through the composition process, the strengths and weaknesses of your final draft, and what you learned that will help you in future projects.

On Monday, 2 February, you will submit your reflection for Project 2, the research proposal. Your reflection should be submitted as a Google Doc in your "Proposal" folder on Google Drive. You must submit a reflection to avoid receiving an incomplete on the project.

As you complete your reflection for this project, it should respond to the following questions:

  1. How would you describe the rhetorical situation for this project (purpose, audience, context, author), and how did the rhetorical context influence your decisions about the content and design of your research proposal?
  2. Which of the readings from our textbooks or other readings for the class proved to be most useful in your work on this project? How did you apply the information you learned from these readings in your design, drafting, or revision process for your research proposal?
  3. Discuss how your research proposal evolved from one draft to the next in response to in-class workshops, conferences, peer review, or conversations about the readings.
  4. How did your understanding of the role technology plays in human intellectual, emotional, social, or economic development change as you worked through this project?
  5. A corollary question to consider is, What did you learn about how linguistic, spatial, and visual modes work together in exposition? How does the function of linguistic content change or evolve in multimodal contexts?

Rather than thinking about this prompt as a series of questions that you answer in order, approach your reflections as an essay intended to explain the choices you made over the course of the project, how your intentions evolved, and what you learned from engaging with this project, along with the readings and class discussions.

I addition to responding to these questions, your reflection should give me some insight into your research and composition process. I want to hear about anything that helps me to understand the work you put into this process, your writing process for the linguistic content, your selection and revision process for the multimodal content, the "angle" you took on the project, etc. I like to hear about strengths of your project and also weaknesses, as well as what you would change if you had more time.

Featured Image Credit: Back in reality by MorBCN on Flickr.