1. Heather R. Huhman (2012). Fired Before Your First Day: Lessons Learned From Khristopher Brooks.http://blogs.forbes.com/people/heatherhuhman/) (http://www.forbes.com/sites/work-in-progress/2012/04/13/fired-before-your-first-day-lessons-learned-from-kristopher-brooks/)
This paper goes into detail about a professional person whom was awarded a position and made a poor decision to post about his new opportunity on his blog. He also quoted the Executive Editor and put the logo of the company on his blog. Due to his actions, they withdrew their offer for the position before he even got the chance to show what he could do for the company. The article goes into detail about how the company could have gone about this in a different way and how it was slightly blown out of portion.
I thought this was a useful article because it shows that employers looks at your social media and how important it is to be careful about what you post. This particular person did not think twice about putting his personal information on his blog; because after all it was his blog. However, the point here is not that he disclosed his personal information, it's that he did not ask for permission or even inform the company of what he planned to do. I find this interesting because most people think that there is free reign of what you say online when it is actually the exact opposite.
2. David Coursey (2012). This 8-Word Social Media Policy Could Save Your Job. (http://www.forbes.com/sites/davidcoursey/) (http://www.forbes.com/sites/davidcoursey/2012/02/27/this-8-word-social-media-policy-could-save-your-job/) (http://forbes.com/social-media/)
This article stresses the importance of companies enforcing a social media policy not only to protect the individual from disciplinary action, but to protect the company from being in a negative light as well. "The reasons for problems are many: regulatory violation, disclosure of company secrets, or the revelation of a corporate scandal. National security information has been leaked via social media." Their 8 word policy goes as followed "don't lie, don't cheat, don't steal, don't reveal." I think thats a great policy to abide by. It sums everything up very nicely.
This is a resourceful article as most companies have yet to implement a policy of this sort; It would be of great benefit for all parties involved if each company acted on this. It would somewhat give employees an outline of what not to say or what to say when on social media. In this article, it did state that “68% of Companies do indeed have a social media policy.”
3. Tamara E. Russell. (2011, Oct). Employment Law Meets Social Media: Advice for Employers. http://search.proquest.com/docview/899773078?ACCOUNTID=28944
This article was more geared towards employers instead of employees. However, it was informative about the history behind social media and what the initial policies were. They used to be "restrictive and negative." They have altered them now so that they are more of a guidance tool for employees with as they said "best practices" for what you should and should not be posting on your social media, blogs or any other form of public forum. This article even gives examples of situations where people posted something that got them into trouble with their employer.
This article will help me illustrate the points that I am trying to make regarding social media. It was very informative about what employers are and aren't able to do (legally) when it comes to monitoring social media, and also gives some suggestions to employers of how to avoid any legal action being taken against them
4.Enrique Dans (2014) Don’t Tweet Drunk: Social Networks, Managers and ‘Netiquette’. (http://www.forbes.com/sites/enriquedans/)(http://www.forbes.com/sites/enriquedans/2014/05/06/dont-tweet-drunk-social-networks-managers-and-netiquette/)
In this article, the author goes into detail about how venting to social media can get you fired instantly. Instead of expressing your thoughts, opinions, or feelings in a journal, with a counselor or a friend; now people resort to Facebook first. They air all their information for everyone to see. Sometimes people make poor choices such as voicing how upset they are with their employer, or even just saying something that is controversial and can cause immediate actions of being fired. Companies can even go through your old photos and see ones of you when you were out with your friends drinking and that too can hinder your chances of being employed with whichever company is doing the research.
I felt this was useful because unlike the other articles this one was saying how it is important to have twitter, Facebook, etc. in order to grow as a business but it also stated how careful one must be so they don’t kill any chance of advancement in the future. It also explains how important it is to have social media and how companies that don’t partake in posts or updates are most likely losing money.
5. Annette Richmond (2013). Don’t Let Social Media Derail Your Career—Use It To Attract Potential Employers. (http://www.forbes.com/sites/ellevate/) (http://www.forbes.com/sites/85broads/2013/11/21/dont-let-social-media-derail-your-career-use-it-to-attract-potential-employers/)
The purpose of this article was to shed light on how what each individual is putting on their social media can affect them when it comes to landing a new position. Or even get them fired from their current position. Employers are now doing research on each potential new hire to see what kind of content they promote on their page, things they say, or things they do on their free time. This was useful because it went into detail about the top two negative behaviors mentioned by employers that they found on the social media; and how to make yourself look appealing to employers that you may want to work for in the future.
6. Leanne C, McGrath, PhD. (2012, May). Social Media and Employment: Is there a limit? http://search.proquest.com/docview/1029925262?accountid=28644
This article goes into detail about how employers have started asking potential employees for their social media login and password information; to find out more about the individual. In addition to that, they are able to use that information and make a psychological profile of these people. In theory, if you only post things when you’re mad, sad, or even just happy, that will all play a part in how your psychological profile turns out and can either help you with landing this job or the complete opposite. It may not even be accurate but it will be close to it as it does you whatever you say or post on those social medias. It stated that even though we may think we have protected our personal life by making our profiles “private”, employers have ways of getting around it and receiving access to our information and then they use it in their decision on whether or not to hire you.
What I liked most about this article is that there are points being made that are for the social media policies and then there are points where they ask “is this ethical?, illegal? Or even discriminatory?” It’s a broad outlook on social media in the workplace and I’m sure that I will use a good amount of information from this article to support my thoughts and views.
7. Matt Symonds (2014). 5 Social Media Tips To Protect Your Future From Your Online Past (http://www.forbes.com/sites/mattsymonds/2014/03/14/5-social-media-tips-to-protect-your-future-from-your-online-past/)
This article went into detail about how you can avoid employers from getting the wrong impression of you off of your social media. How you can reshape your future by deleting pictures, statuses or un-tagging yourself in pictures. And most importantly what not to say or do in the social media. This was a very good article for those people who are interested in being employed or advancement of employment. It goes into detail about what you should and should not be doing on your Facebook or any other social media. There were some pretty good points in this article. I find it interesting and useful for anybody, as it will only benefit them and their future.
8. Dias, L. (2011). Human Resource Management. (https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71)
This book goes into detail about communication, recruitment, job analysis, diversity and many other Human Resource management principles. It briefly touches on Social Media in the Workplace. On page 149, there is a table that shows the top 7 "reasons why employers acted upon data found on social networking sites." Very interesting to say the least. Top three reasons are common sense if you ask me. First reason at 53%, provocative or inappropriate photos or info. Second reason, (44%) drinking or drug use. And third top reason is badmouthing previous employer, colleague, or client at 35%. It also stated that 45% of employers now resort to social media before even giving someone a shot at their company. I think that is a great way to weed out the good from the bad! And it gives you an idea of the person prior to meeting them, which could be beneficial or detrimental to that individual.
9. Susan Tardanico (2012). Is Social Media Sabotaging Real Communication? (www.forbes.com/sites/susantardanico/) (http://www.forbes.com/sites/susantardanico/2012/04/30/is-social-media-sabotaging-real-communication/2/)
In this article, the author takes you a different route than all the other articles that are featured with this paper. This particular article explains how we as professionals have decreased our face to face contact that we used to have on a daily basis to texting, emailing, or communicating via social media. While it may have saved time to send a quick email or text, the more we communicate via social media or technology the less interactive we truly are with one another. This article made me realize that while we have come a long way with technology, our communication skills are starting to slack. This article could be very useful for a lot of companies and/or departments because it sheds light on some communication issues that, I believe, most companies are struggling with. With the help of this article, it could help reshape a department and allow for them to grow individually as well.
10. Melanie Trottman (2011). What Workers Can - And Can't Do On Facebook. (http://www.wsj.com/articles/SB10001424052970204012004577072521110400592)
This article was very informative for workers nationwide. It went into detail about what you as a worker are protected from, and what you are not protected from, what is unlawful behavior from your employer, what you can and can't say on social media and what is acceptable behavior from an employee. Some of those were never communicated to me from my employer. There were a few quite a few things in this article that were new to me, yet have been going on for years. Such as the policies they implemented regarding the subjects I briefly mentioned at the beginning of this paragraph. It is much to my surprise that when that was implemented my employer never noticed myself or anyone in our department. In example, speaking online about our wages, working conditions, or life outside of work with coworkers. Even though nobody ever voiced that repercussion of displaying those behaviors, I thought it was common sense. This article is useful to anybody with a current job and that is ignorant to policies regarding what they post on social media.
11. Joe Palazzolo (2013). Court: Facebook 'Like' Is Protected By The First Amendment. (http://blogs.wsj.com/law/2013/09/18/court-facebook-like-is-protected-by-the-first-amendment/?KEYWORDS=employees+fired+over+facebook)
The purpose of this article, was to inform everybody about a law that was passed to protect people from getting in trouble for not only what they post but now what they "like" on Facebook. After a man lost his job due to something he "liked" on Facebook. The law referenced the like to having a “Internet equivalent of displaying a political sign in one’s front yard". Makes sense but it's a little absurd. People should have more rights when it comes to what they want to like or post on their own social media. However, I do indeed see the importance behind keeping a neutral face on social media and/or avoiding certain topics that may put you in disciplinary action at work. I find this article helpful because I truly do not think a lot of people are aware of the damage that can be done to their image or their current job title until it's too late. I am sure a lot of people will think this is absolutely ridiculous but it happening and we need to be proactive and spread the word.
12. Kit Eaton (2011). If You're Applying For A Job, Censor Your Facebook Page. (http://www.fastcompany.com/blog/kit-eaton/technomix/if-youre-applying-job-censor-your-facebook-page)
This article was actually in the textbook following the table that illustrated the top seven reasons employers acted upon data that they found via Social Media. I decided to give it a gander and it was very informative. Not only did it touch on what Dias' pointed out but it gave more details of what to do and what not to do. Also indicated more statistics of employers using social media for job screening and how they may or may not be rejecting your application due to the content of your Facebook, twitter, linked in, etc.
I found this article very interesting as it provided information that I had no prior knowledge of such as how it helps employers and what has persuaded them to hire an individual. Some of it is somewhat shocking. This article will help to support my my points and guide the reader on what they should or shouldn't be doing.
12. The History Of Social Media. When Did It Really Begin? You May Be Surprised. [Infographic] (July, 2013)
http://www.inquisitr.com/830664/the-history-of-social-media-when-did-it-really-begin-you-may-be-surprised-infographic/#Hs8I51w4lf3LcTLY.99
Interesting article that provided the history of Social media. This will help me to get my paper started and set the foundation down before I build it up.