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social networking sites cycle. A policy on internet use needs to be communicated.

A high proportion of employee survey respondents do not know whether their employer has a policy on internet use – according to the 2010 My Job Group survey cited in this report, buy 100 likes on instagram over 70 per cent of survey participants said that they did not know whether their employer had an HR or disciplinary policy regarding social media. This suggests either a policy gap or a communications gap. Managers need to ensure that individuals understand the policy and may need to think carefully about how they explain and justify it, which may need to vary between staff groups. For example, younger workers may be more proficient in their use of the internet and social networking sites, but may need more guidance to ensure that their use of this medium as an employee is appropriate.It is preferable for employees to use internal mechanisms to voice concerns aboutmanagement practices than to raise these concerns outside the workplace and risk publicly damaging organisational reputation. The absence of any informal grievances in the workplace is unlikely to be an indicator of a healthy organisation. Such mechanisms could include internal fora, where employees are encouraged to be honest and to engage on issues that are bothering them, or “open” newsletters which contain information on difficult issues.

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Social Networking Sites (SNS) and the ‘Narcissistic Turn': The Politics of Self-Exposure

he advent of the Internet hailed the ability of users to transform their identity and expression and articulation of the ‘self’ through their digital interactions. The Internet in its early days enabled the user to re-define identity through the text-based environment of the internet without declaring their offline persona or identity. instagram likes and followers buy In comparison new social software like Facebook have brought about a narcissistic turn where private details are placed on a global arena for public spectacle creating new ways of connecting and gazing into the lives of the others. It raises new social issues for societies including the rise of identity fraud, infringement of privacy, the seeking of private pleasures through public spectacle as well as the validation of one’s identity through peer recognition and consumption.There is some evidence that staff may reciprocate organisational trust in allowing internet and social media access by promoting the organisation in return. The benefits of this are not yet fully understood, but organisations seeking to engage customers through the internet and digital technology should consider how they might take advantage of what could be a relatively low cost sales and marketing tool. Blogging by employees about their working life can be a way of presenting the human face of an organisation and some organisations are already looking at this idea. This usually takes the form of relatively formalised use of media such as Twitter, where designated employees post tweets about issues related to the organisation. It can also, however, take the form of employees blogging about their day-to-day life in the organisation. It should also be remembered that employees can glean a lot of important information from the internet and so a blanket ban on internet use would be counterproductive.

Case law involving employment relations disputes concerning social media is at an early stage and many of the principles of difference and similarity between real and virtual communications and concepts of intent, buy likes instagram privacy and the role of third parties in social networking have not yet been tested.Social media and the internet are fast-moving worlds and employers need to ensure that policies are kept up to date with the latest developments and trends relating to internet use in their organisation. Regular policy reviews involving all key stakeholders will ensure that policies address the organisation’s main concerns. Employers should ensure that policies also cover issues such as cyberbullying, either by referral to the organisation’s policy on bullying, or by addressing the issue explicitly.