Becsr Assignment: For Prof. Akshok Kumar Sar

BECSR ASSIGNMENT
For
Prof. Akshok Kumar Sar
By:
Sreyashi Khetua
19202142
MBA-I
Sec-C
02-APR-2020
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1. IF INFORMATION CONTAINED ON AN EMPLOYEE'S WEBPAGE THREATENS THE
FIRM'S CULTURE, TO WHAT EXTENT DO MANAGERS HAVE A MORAL OBLIGATION
TO MONITOR THE SOCIAL MEDIA BEHAVIOR OF THEIR WORKFORCE?
Information contained on an employee's webpage is her personal opinion and choice. Even if it
threatens the firm's culture, managers should not intrude into their privacy. Managers should let
their employees maintain a separation between personal and professional lives. From the tale of
Ashley Johnson, we can say that if during work hours she would have references the BRIXX
restaurant or harassed customers, she should have been punished. But outside the premises of
BRIXX, after the working hours she is a normal person and has a private life where she can
portray her distaste for her job, or any particular experience from her job. And since she did not
have many friends in her social media account and it was confined within closed group of her
close friends, there wasn't much harm to firm. So in situations like this, managers can't disturb
them or spy on them or restrict them in any way.
Managers needs to consider three ways in which social media can impact it. First, it needs to
address how employees use social media for their personal, non-company use. Second, it should
consider how it and its employees use social media for the company’s business objectives.
Another issue of social media involves where a company needs to set rights and responsibilities
for the non-employees it invites to engage in its social media activities.
Managers should consider according to the rules, regulations and policies of a company against
usage social media by its employees as they the brand ambassadors of the company. Any post
that violets the policies that will have negative impact directly on company.
2. ACCORDING TO A RECENT STUDY BY DR. CHANG OF BOSTON UNIVERSITY, SOME
EMPLOYERS ARE REQUIRING WORKERS TO "FRIEND" THEIR COMPANIES ON
THEIR PERSONAL FACEBOOK ACCOUNTS AS A CONDITION OF EMPLOYMENT. NOT
ONLY DOES THIS HELP PROMOTE THE ORGANIZATION TO THEIR EMPLOYEES'
OWN FRIENDS AND FAMILIES, IT ALSO PROVIDES SUPERVISORS WITH ACCESS TO
EMPLOYEES' FACEBOOK ACCOUNTS. GIVEN THE POTENTIAL CONSEQUENCES TO
THE EMPLOYEE, IS IT A TALE OF TWO ASHLEYS PAGE 2 ETHICAL FOR FIRMS TO
ENCOURAGE, PRESSURE, OR EVEN REQUIRE THEIR WORKERS TO "FRIEND" THEIR
EMPLOYER?
Yes, it a tale of two Ashley’s page 2 ethical for firms to encourage, pressure, or even require their
workers to "friend" their employer. In many cases dissemination of a social media policy may be
sufficient, it can be helpful at for work group managers to review the policy with staff, discuss its
application to the work group’s business and respond to any questions or concerns. More formal
training is helpful for those employees who will use social media for the company’s business and
employees involved in monitoring employees’ use of social media (specially to ensure employee
privacy) and supervisory employees where risk to employee privacy is great. Help managers
understand how they need to help their employees and when they need to seek help themselves.
After work hours or outside working premises, one should be free to live their personal life. Every
person has some responsibility to their job and their country. It is expected out of them to keep the
honour of their job. But if they show their agitation towards their work socially, and if the manager
happens to see it because he is a member of their friend's list then the manager can take actions. But
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if they are not there, it will not be ethical if they are forcing them to add to their friend's list. They
should also not appoint spy’s because the employee has every right to express their views as an
audience. If by chance any third party themselves let the manager know about it, they can have an
unofficial system to talk to the employee and understand why they are doing this or requesting not
to do it, but they can't punish.
3. IF THE INFORMATION ON THE EMPLOYEE'S WEBPAGE IS PROTECTED BY PRIVACY

SETTINGS OR PASSWORDS, SHOULD ORGANIZATIONS BE ALLOWED TO USE
INFORMATION GAINED FROM THIRD PARTIES (KNOWN OR UNKNOWN) IN ORDER
TO DETERMINE IF AN EMPLOYEE HAS VIOLATED A FIRM'S SOCIAL MEDIA POLICY?
) First of all there should not be any social media policy because social media is a means for making
friends and building unprofessional, non-formal bonds. That should not be a means for judging an
employee. One's true self can be portrayed in such media. If one loves to drink they can show case
that, there should not be any boundary in the way it can be used. Gathering information for security
purposes and for police investigation is okay but private companies cannot use that information
from third parties for their own sake. Even if there is a norm, no third parties should be trusted on
that, and should not be encouraged to intrude into their employee's private life. Even if they take
gather information, they should not punish or take actions based on that.
Yes, I think organizations be allowed to use information gained from third parties (known or
unknown) in order to determine if an employee has violated a firm's social media policy. Because it
is necessary for the company to monitor their employees in social media platform as it is the most
influential platform for a business organisation, reputation of company depends on the way it’s
employees use of the social media. In case of BRIXX the post "Thanks for eating at BRIXX, you
cheap piece of *** camper." On her personal page had a negative influence towards the customer
base of company and she also violated the policy of the company i.e "Our company social media
policy clearly states that employees are not to disparage our customers, and there are consequences
for those who do."
4. SHOULD EMPLOYERS BE ALLOWED TO USE SOCIAL MEDIA TO DETERMINE IF

THEIR STAFF MEMBERS ARE BEHAVING IN A MORAL AND APPROPRIATE FASHION
BOTH IN THEIR PERSONAL AND PROFESSIONAL LIVES? ARE THERE ANY
LIMITATIONS TO WHAT SORT OF RESTRICTIONS AN EMPLOYER CAN PLACE ON AN
EMPLOYEE'S SOCIAL MEDIA BEHAVIOR?
Employers should not be monitoring the social accounts of employees because it is not their
business account which means they do not want to act fake or professional in these accounts and if
one cannot accept the kind of posts they share, one is free to unfriend them or deal with it
personally but can't take formal steps against them like sacking them or exposing their private
information to others. Employers can ask their employees to not send friend requests to them in
order to maintain a formal relationship, but things should not happen the other way round. I mean,
employers should not force them to add to friend's list. They can't force them to write good about
company, neither can they ask them to not write anything bad. They can however give them
incentives for promoting something.
Social media can be used to determine or to monitor or track to reasonably ensure compliance with
related policies and procedures.
As with a risk-based compliance initiative, consider establishing monitoring activities based on the
risk that certain social media tools or activities pose. For example, if very few employees have
regular computer access during working hours, it seems overwrought to assign someone to review
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their computer activity for social media access. On the other hand, if your company regularly uses
online discussion boards to market its services and expertise, then monitoring employees’
contributions to these discussion boards seems reasonable.
If social media risks are significant, consider identifying an outside expert to audit your company’s
social media compliance program even to help identify emerging and future risks.

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BECSR ASSIGNMENT

3. IF THE INFORMATION ON THE EMPLOYEE'S WEBPAGE IS PROTECTED BY PRIVACY

4. SHOULD EMPLOYERS BE ALLOWED TO USE SOCIAL MEDIA TO DETERMINE IF

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