Employee Posting On Social Websites
Increase in the development of social networking tools has become a major issue of concern in the corporate world. Some of the issues being challenged are the concept of morality, the universality of linear thinking, the reliance of information retrieved from websites and the goal of independence (Information Management Special Report 2009). Many employers are currently finding it necessary to check on their employees or people they intend to hire on the internet in sight such as face book, Youtube, My Space and so on. Social networking sites are good building aspect of socialization but other people tend to use them negatively. This has brought about controversial arguments on if employers are justified to check up on their employees on the internet. It has further been argued that employer go as far as checking the comments posted by those they would consider to employ. In the defense of the employees, they argue that it is not right for the employers to check on them off work. They say that what they engage in during their free time is not to be of concern to their employers. Many researchers now agree that what may be considered the norm of a group may not necessarily be the other group’s norm. Therefore the question, are employers justified in checking what the employees post on social networking sight? For many years the freedom of speech has been guarded by the state and has been upheld by the citizens. However, this freedom should not interfere nor infringe on other peoples rights (Kammer 1988). In the case of the freight surplus store in Missouri, the employee posted degrading comments about the people he works for. Facebook is a social networking sight and can be accessed by everyone at any time. This comment gave a bad image of the management hence portraying the company in a negative picture. This in turn would affect the public image of the company and could lead to customer loss which would be detrimental to the future success of the company. Some business scandals are so vast and so devastating that they destroy the benefits of the business in the corporate world (Harvard Business Review 1987). The business world is very competitive and it is a constant struggle for companies to uphold their public statue. Many companies work hard to create build and maintain a good public relation. It is shocking that some employees do not perceive themselves as part and parcel of the organization. Many consumers seek opinions from people around them. For example the case of the Domino’s Pizza in North California, the employees posted a video of them sneezing on the pizza. This video was seen and forwarded to many other people to see. The loyal customers of the Domino’s Pizza may have viewed the video. Most of them may have taken offence in seeing the individual doing that to food that they most likely would have consumed. In addition, the fact that the employees who make the food could do such things to it and show it to the public. This shows lack of respect and also portrays that the food offered there is not worth consumption. Employees have to understand that good work ethics involves the respect of work and the dictation to deliver good and effective services. The image the company employees give of the organization is fundamental to the success of it (Harvard Business Review 1987). Employers should take it upon themselves to offer training to good work behavior, importance of good conduct and emphasize on behavior outside the work place. Thus there is justification for employers to view that the employees of their organization say about them and their organizations. However this it is to be done with caution because it could lead to conflict and poor industrial relations. As leaders, employers should utilize Reynold’s seven step ethical formula used in decision making (Josephson Institute of Ethics 2005). Employers should ensure that they do that with transparency and fairness. In the event that they make a decision to fire, dismiss or suspend an employee due to misconduct they should explain to the employee the reasons as to why they have come to that decision. Leaders should not make decisions in a hurry. They should stop, try and understand the reason as to why their employees are behaving badly. Clarify their goals as to strive and correct the bad behavior so that others do not engage in similar actions. Understand the facts behind the bad behavior. They should strive to ensure that the employee understands how his or her behavior is contrary to the norms, rules and regulations of the organization. These leaders should further seek the opinion of other employees in the issue. Do the employees see the negative effect of the bad behavior? There are always consequences to our actions; the employer should consider the result of firing and employee. Can they find a replacement? Will the action help regain favor in the public eye? The management must then make a choice on the level of punishment administered to the employee. Is suspension or firing the appropriate course to take? Finally they should implement their decision. In a situation where workers are allowed to say what they please about their organization and its management would spell disaster. If all employees are unhappy about a certain issue and decide to post their comments on the social networking sites such as in the case of the freight surplus store in Missouri the effect can be disastrous. The public will question the ability of management to control and guide its employees. The consumers loose confidence with the services or the goods offered by the company
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