Researching for Topic 4 was a challenging task due to its breadth. Nevertheless, with perseverance, I was able to narrow down and focus on the business perspective of ethics on social media. Additionally, Rachel and Cherie’s posts introduced me to the educational side, pivotal for courses like UOSM2008. As a result, I have included a visual on the ethical issue of cyberbullying, concerning education.
Figure 1. Presentation of cyberbullying in education. Self-produced via Canva.
I believe I have made many improvements following my previous entries. For example, cutting down on text-heavy graphics to make the visuals more striking, and reading more journal articles to enhance my knowledge of privacy in the workplace objectively. Moreover, I have taken my peers’ feedback into consideration to create two visuals illustrating: my improvements, goals for Topic 5, and key points of this area.
Figure 2. Topic 4 evaluation. Self-produced via Piktochart.
Figure 3. Key points from Topic 4. Self-produced via PowToon.
By delivering comments on Madeleine’s post, I was able to observe her views concerning company integrity and social profile screening, linking to guideline issues. Although Madeleine mentioned how social media ethics are difficult to establish, Davison et al. (2012) clarify how corporations should understand, develop, and implement expectations and policies for both employers and employees to provide a fair and positive environment.
Furthermore, Mark’s post highlighted the importance of social media policies in the workplace. For example, it is questionable whether employees are aware of the guidelines. Arguably, business institutions should ask employees to read and sign a form reflecting their understanding of a company’s social media policy; this can reduce legal litigations for both parties (Froud, 2013; Williams, 2014).
Overall, regarding social networking policies and procedures, it is pivotal that employers and employees are alike in order to decrease the negative implications (James, 2012). By educating them on established guidelines, practices and then applying them, the workforce will be able to see a positive impact (Hazelton & Terhorst, 2015).
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Davison, H., Maraist, C., Hamilton, R., & Bing, M. (2012). To screen or not to screen? Using the internet for selection decisions. Employee Responsibility Rights Journal, 24(1), 1–21. doi: 10.1007/s10672-011-9178-y
Froud, J. (2013). How employers can embrace social media and protect their business. The Guardian.
Hazelton, A. S., & Terhorst, A. (2015). Legal and ethical considerations for social media hiring practices in the workplace. The Hilltop Review, 7(2), 7.
James, S. (2012). Social media ethics: Why you should have a policy. Social Media Today.
Williams, B. (2014). Social media policies: When can employers take disciplinary action? Personnel Today.
Figure 1. Self-produced from Canva.
Figure 2. Self-produced from Piktochart.
Figure 3. Self-produced from PowToon.