The debate over the use of social media like twitter has increased. In the recent days, it has been observed that most companies ban the use of social networks in workplace. The largest reason behind the limits set aside by these companies over the use of social media by the employees is the reduction in production. In a research conducted by Robert Half Technology Company, it explains the causative agents behind the ban of social networks in workplace. The reason behind the ban of social networks in workplaces can be interpreted and viewed as being addictive to the workers, and thus producing a negative impact on the same (Erik, 68). The workers concentrate on the social networks and forget their economic responsibility in steering forward the company.
In addition to the support of the same, a study conducted by the school of information in the University of California found that most workers are distracted by something else within a time range of three minutes and out of the three minutes, two minutes comes from the social networks distractions (Grieco & Margaret, 86). However, the study further shows that working on a specific project may long for only ten minutes before a social network distraction sets in. In this view, it implies that distractions produce a corresponding loss of money due to the wastage of time or confusion that may set in due to poor concentration on important details within the company. In a research conducted by the Business Research Basex found that approximately $589 billion is lost in one year in the United States due to poor concentration from the workers on spend most of their time on social networks.
The issue of company’s managing directors to monitor their employees on the use of social media within the company has been approved by very few courts. The very few companies that have approved the use of social media within the company include laptop and iPhone companies. The use of social media within the company should be monitored by the company’s managing directors. However this process is flawed and can be tedious and daunting since in most cases, communication can be hosted by an unknown server outside the Company. This can be dangerous since the company’s confidential information can leak to external parties.
There are very few laws in support on the use of social media by the employees on workplace. The federal Trade Commission Regulation of Employee Social media act is one of the laws that do support the employees’ freedom of using the social media in workplace. The law emphasizes on the disclosure connection within the employees in a company. It further supports the endorsement on the disclosure of the employee’s relationship with his employer on the social media. The guideline gives a clear illustration on the importance of the employees to review their employer’s product before endorsing the same.
The National Labor Relations Acts says that every employee has the right to display their working condition on social media and discuss in deep details, free from manipulation that may rise from their employers (McHale, Robert & Eric, 42). In addition to this, the National Labor Relation Act emphasizes on the need of understanding of employee’s freedom to access the social media within the workplace. Moreover, the board gives the employers right to restrict behaviors that are not proposed by the board.
In a concluding remark, employers should limit employees’ activities that may affect the commitment and devotion in work place. The company should also limit the kind of information being passed from the employees to the third parties as this may affect the functioning of the company. In this context, the company’s confidential information should be kept away from the employees who may be addicts of social media.
Works Cited
Grieco, Margaret. Keeping It in the Family: Social Networks and Employment Chance. London: Tavistock Publications, 2007.
McHale, Robert, and Eric Garulay. Navigating Social Media Legal Risks: Safeguarding Your Business. Indianapolis, Ind: Que, 2012.
Qualman, Erik. Socialnomics: How Social Media Transforms the Way We Live and Do Business. Hoboken, N.J: Wiley, 2009.
Links
http://www.mcmillan.ca/social-media-policies-in-the-workplace-a-primer-for-employers
http://www.chehardy.com/attorney-works/social-media-in-the-workplace-limits-on-employee-free-speech/
http://work.chron.com/impact-social-media-workplace-pros-cons-22611.html
