Robert Wierzbicki Professor Padgett English 1102

Annotated Bibliography

Inquiry: Does social media benefit or harm your potential or existing employment? Proposed Thesis: Social media allows the employer to judge you based on your personal life.

Daniloff, Caleb. "Facebook Got Me Fired ." BU Today RSS. Boston University, 08 July 2011. Web. The article highlights real life scenarios of what happens when writing anything about your employer or job, on a social media site. This article targets both MySpace and Facebook. The writer references an author by the name of, Chang who has done some extensive research on the matter of employers using social media to monitor their employees behaviors. Although the article states that there are not a lot of policies that specifically target the misuse of social media upon referencing a company or employer/co-workers, there very well may be a time for something like this to start being enforced. Chang references a waitress who was let go from her job for posting comments about the workplace on her MySpace page. Chang illustrates the employers and/or companys viewpoint of misrepresenting your workplace when makin g statements about them online. In this resource you will see the line possibly being drawn between employers being allowed to reprimand employees or terminate employees based on

something you have posted online. Should employers be authorized to do this? This article summarizes an actual court case where the judge sided with a terminated employ for the grounds of invasion of privacy.

Headlee, Celeste, and Steven Greenhouse. "Social Media And Work: Is It Ever OK To Complain Online?" KDLG. N.p., 09 Feb. 2013. Web. 09 Mar. 2014. <http://kdlg.org/post/line-between-freedom-speech-and-fireable-offense>. Celeste Headlee is from Talk of the Nation. She conducted an interview with a Labor Laws reporter for the New York Times. What make s a resource like this so valuable for the topic of social media in the workplace is that Steve Greenhouse, the reporter for the New York Times discusses the actual laws that surround the issues of social media in the workplace that have been put into place via the NLRA (National Lab relations Board). He talks about the can and cant dos of discussing your employment online. During the interview they introduce a few guest speakers who have had experience of being terminated from a job because of what they have written on their Facebook or other social media sites. They also bring a CEO on the telephone to discuss what he has done to enforce rules and regulations surrounding this issue and some experiences he has had. Along with creditable source Steven Greenhouse, Mari Smith was also brought into the conversation. She is a social media consultant and an award winning author. She discusses what types of policies need to be put into place for both the employee and employer. She claims that social media polices should be put into place; however they are to be enforced only in accordance to the culture of the business.

Russo, Emily. "How Employers Use Social Media to Hire Employees | Social Raising (The Coudrain Group)." Review. Web log post. Word Press. N.p., n.d. Web. 09 Mar. 2014. <http://socialraise.wordpress.com/2013/04/11/how-employers-use-social-media-to-hireemployees/>. In, how employers use social media to hire employees, there are a lot of statistics thrown into the reading. The article discusses information about how employers use social media as a pre-screening process. Kashmir Hill of Forbes Magazine says, If you dont like a person there (on Facebook), you probably wont like working with them. According to Careersbuilder.coms survey, 63% of managers who used social networking websites did not hire the person based on the negative things they found on their profile. Employers typically find information about a candidates lifestyle and hobbies that would possibly take up time that could be used to work. Employers also have to worry about how this applicant can make a positive or negative impact on the company name. What is interesting about this article is that there tends to be a negative impression left on Twitter and Facebook, but nearly 89% of employers have done hiring through LinkedIns social media site. LinkedIn was a social media site created for work purposes and a way to get your resume visible to other companies, however there is still the ability to write on a wall and potentially discuss work matters online. There are many cited works in this article with multiple viewpoints on the matter.

Brown, Victoria R., and E. Daily Vaughn. "The Writing on the (Facebook) Wall: The Use of Social Networking Sites in Hiring Decisions - Springer." Journal of Business and Psychology 26 (2011): 219-25. The Writing on the (Facebook) Wall: The Use of Social Networking Sites in Hiring Decisions - Springer. 04 May 2011. Web. 09 Mar. 2014. <http://link.springer.com/article/10.1007/s10869-011-9221-x#page-1>. The peer reviewed literature from the Journal of Business and Psychology indicates that there is an enormous rise of usage of social media sites playing a big role in the prescreening process of hiring new employees. Whether the use of this hiring practice is meant to find good or bad behaviors of potential candidates the fact remains that employers are in fact researching their potential new hires and even existing employees on the web. Employers have many risks and consequences to consider when researching their candidates on media sites. If an employers chooses this method they could be faced with not having an accurate portrayal of an individual and also if they choose to not hire a person, they will not be able to defend themselves against claims indicating that what they saw online may not be job related. It seems that the invasion of privacy act is the main objective when employers use the social media prescreening method and that would result in potential issues involving the NLRB as stated by V.R Brown.