4 Pages Business Case Study Evaluation

timer Asked: Feb 7th, 2019
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Question Description

1. Read Fired Over Facebook Case and write 1000 - 1200 words case study. APA format, plus a reference page and cover page, 6 pages in total.

2. Plz strictly follow the requirement guideline to organize the page. Use brainsorming, and convey thesis clearly.

Tutor Answer

School: UIUC


Facebook and Work Case Study - Outline
Thesis statement: Employee monitoring exists as an ethical monitoring practice in most
companies; however in the case study the tracking on social media is controversial as social
media too many is a socializing and networking platform, the issue, however, needs an address
by to fix the underlying problems surrounding the controversy.

Introduces the topic and the case study


Current employees monitoring practices
Measures adopted by companies to monitor their employees.


Company image connection to monitoring
The reasons as to why companies monitor employees.


Expected code of conduct from employee
The company’s code of conduct and employee behavior.


Employee rights and organizations right.


Regulation social media monitoring
Solutions to social media regulations




Facebook and Work Case Study




Facebook and Work Case Study
With changes in technology in recent days, social media has become part of people’s
lives. “Fired over Facebook” is a case study that raises more questions, as to the monitoring
ethics in the workplace when it comes to the social media platforms. One would think that social
media should be a private space where people should be free to express themselves as they
socialize with the people around them. However, more and more companies in today’s world,
however, are also expanding their surveillance to social media. An example of this is like the
Californian restaurant that fired its employee over the sentiments aired on social media (May,
2012). In connection to this, one would wonder just what is unethical in terms of the social
media expressions when it comes to employees of a company. In the past, the employees would
be made aware of the monitoring of the company emails as well l as telephone calls. Some of the
companies, however, would not let their employees know of the same, but they would monitor
them either way (Lee et al., 2017).
In today’s world, the employees monitor their workforce — the reason behind this being
the fact that technology is changing how people communicate. The people are also embracing
more portable gadgets and electronic devices as they go to work to keep up with technology. In
this case, one can be able to conclude that companies are widening their scope in terms of the
monitoring of their employees. Most are using different technic s to monitor their workers, as
they are the face of their company most of the time. The ethical issue is so severe in that some of
these companies have departments and workers whose work is to monitor the work of the
employees in the workplace. To them the action makes the employees live up to their ethical
conduct when they are out of the work pace as well as when they are in the workplace. Being an



employee of companies nowadays makes on an ambassador of the same firm (May, 2012).
People tend to associate the behavior of an employee to the company they work for and judge the
company most of the time other than the employee. Employee monitoring exists as an ethical
monitoring practice in most companies; however in the case study the tracking on social media is
controversial as social media too many is a socializing and networking platform, the issue,
however, needs an address by to fix the underlying problems surrounding the controversy.
Evaluation of Solution
In building a brand the image of the company is a critical element in today’s world. Any
wrong move by the employees may bring bad publications to the company’s name, and they end
up paying dearly or consumers distancing themselves from the products and services that they
offer in general (Johnson & Zinkhan, 2015). It is essential for them to ensure that their
employees act accordingly by training them as well as making them aware of what to do when
working for the company. It is also essential to let the workers know of the issues that would
make them get fired from the workplace, more so if they conduct themselves unethically.
Some policies explain how the employee is expected to conduct herself, most of the time
the terms are communicated to the employee before they join the company. They would quickly
form the basis for contract termination at any time. Companies also have clauses in their
employment terms like the one from Brixx (May, 2012). The waitress, in this case, violated her
conditions of employment. The provision, however, does not limit the employee's interaction
with other people they have that freedom to do so. However, the same term binds their employee
to be a representative of the company. The employer was not right in this case by demeaning the
tip she given to her on social media.



The employee has rights, but the organizations have rights too. By one signing a contract
to work for a particular company, they are bound to act according to the contract they sign.
Contracts, in this case, bid the moral actions of the employees, further, the employee was made
aware of how she was expected to conduct herself on social media when it comes to the
company business. The waitress, however, went on and posted negative thought against a
customer she served in the restaurant she works for every day (May, 2012). In this case, she did
sign a contract agreeing to how she would conduct herself. However, she went against her terms
of employment. One would not be entitled to privacy if they did agree to the violation of their
privacy by signing a contract. If the company could not have had the clause, they could not have
had any right to fire her.
Lastly, monitoring the employees on social media at the time could be demeaning, and
people would not speak up of the wrong of a company on these social media platforms. If one
could think of whistleblowing and its importance employee monitoring violates their ability to
speak up. Victimization could be on the employees who try and speak up on issues affecting
society. Managers with the right to monitor the employees would exploit the issue and
discriminate on the employees. The policy of social media monitoring should, however, get a
regulation so as not to disadvantage everyone who voices their sentiments on social media (May,
2012). In addition to this, the employees too need training and education o...

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