Social networks weave uneasy web for workers
August 11, 2011 by admin
Filed under Lingerie Events
The age of rapid digital change. Photo: Michel O’Sullivan
THE phenomenon of social networking through sites such as Facebook, Myspace and the more professional sites such as LinkedIn have become major aspects of e-communication inside and outside the workplace.
The consequences of these new social media tools are being experienced in a wide range of workplace issues. From a productivity perspective the excessive use of these social media tools can have a negative effect as employees become diverted from normal day-to-day activities due to the immediacy of communication on these sites.
In addition, organisational reputation can be damaged when employees make inappropriate comments about their employer. Issues of privacy and security have also been raised.
Training and development aspects of the new media are also being explored as the complexity and geographical diversity of many organisations increases. Social networking sites can be used as a catalyst to connect new employees to build a network to learn from each other and develop mentoring. From these approaches to social networking organisations can develop highly integrated knowledge networks.
However, the risks are also becoming clearer as the boundaries blur between the workplace and employees’ private life. To deal with these emerging issues, organisations’ electronic communication policies and practices need to encompass these developments. However, studies identify a lack of urgency in organisations’ decisions to develop social media and e-communication policies.
A survey in Britain by the Society of Corporate Compliance and Ethics (SCCE) and the health care compliance associations of more than 800 compliance and ethics professionals in the private sector found more than 50 per cent did not actively monitor their employees’ use of social networking. More significant was that the survey found only 10 per cent had policies specifically addressing social networks.
A key issue arising from the rise of social media is how organisations deal with these issues when they occur on external sites. Employees’ off-duty and private social networking about their personal and professional life are increasingly areas for conflict.
This is also an issue from a recruitment perspective, where a survey of more than 260 recruitment managers in Britain found that 45 per cent of these managers used social networking sites to make background checks on potential employees, with a further 11 per cent planning to. This is more than a fourfold increase in three years.
This escalating use of online information highlights the increasing blur between professional and private lives and information that these online sites hold.
In Australia there have been cases where a prison officer has faced disciplinary action after making comments on Facebook about his employer, a corporate bank apparently sacked an employee for using the word recession in a Facebook profile and a teacher was disciplined over comments she made about being bullied.
These cases all illustrate the issues of managing the social networking relationship between private and professional life. What is clear is that organisational polices and guidelines need to state what is accepted use of these media and what safeguards need to be developed – for example, where social networking includes the organisation’s name it needs approval and employers should stipulate that employees include disclaimers with their online postings.
HR managers too must comprehend the challenges and opportunities that new media pose.
There is a wide range of potential benefits and drawbacks that can result from the use of these sites, and a strategic and competent consideration of these is paramount.
The central theme that stands out in relation to information and communication technologies is the importance of making employees aware of the implications of Web 2.0 technology and the development of ”open web services” platforms that facilitate online communities.
This new information age is characterised by complexity and rapid change. Developments in technology and communications will continue to have an impact on organisations and employment relationships. HR managers will be at the forefront of managing and understanding the implications of these technologies in relation to human resource management and the employment relationship.
Peter Holland is from the department of management in the faculty of business and economics at Monash University.
