Insha answered on Feb 28 2022
Running Head: SOCIAL MEDIA ETHICS IN THE WORKPLACE 1
SOCIAL MEDIA ETHICS IN THE WORKPLACE 8
SOCIAL MEDIA ETHICS IN THE WORKPLACE
Table of Contents
SHRM Code of Ethics 3
Fairness and Justice 3
Conflicts of Interest 4
Use of Information 4
Legal and Ethical Considerations 4
Relevant Facts 4
Affected Parties 5
Actors Involved 5
Courses of Action 6
Legal Remedies 6
Reviewed Policies or Procedures 6
Role of HR 7
Employee Training 7
Recommendation to the Supervisor 7
On Facebook, an employee made disparaging statements about the company and another employee. The supervisor is wo
ied that the poster was degrading and humiliating, and that it might encourage hatred toward individuals or groups based on handicap, sexual orientation, gender, race, and religion. This study offers a comprehensive examination of the issue from several perspectives.
SHRM Code of Ethics
Social media refers to any method of communicating, posting information or material of any kind on the Internet, including employees’ own or another person's blog or web log. Consider some of the dangers and benefits of generating internet material before getting started. At the end of the day, person is completely accountable for anything he/she publish on the internet.
One should keep in mind that any behavior that has a negative impact on the performance of suppliers, members, customers, or anyone who work on behalf of legitimate commercial interests, specifically employee’s job performance, and the performance of the co-workers may result in disciplinary action, including termination (Manca & Whitworth, 2018). Some of the code of ethics that has been considered in this case is:
Fairness and Justice
Developing and promoting “fairness and justice” for all employees and their businesses is an ethical responsibility. “Develop, implement, and promote procedures and policies” that ensure that everyone is treated equally, fairly, and consistently. To establish a trusting work environment devoid of unlawful discrimination, harassment, and intimidations, treats individuals with compassion, decency, and respect (Westover, 2019). Ensure that the organizations we serve have an inclusive culture and a commitment to diversity.
Conflicts of Interest
The HR needs to maintain a high degree of confidence with the stakeholders as an expert. HR must safeguard both the stakeholders' interests and the professional ethics. Hypothetical, Actual, or perceived conflicts of interest should not be pursued (Westover, 2019). Adhere to and promote the application of the organization's documented dispute resolution policy. Keep the position from being used for financial, personal, or material advantage.
Use of Information
Individual rights are taken into account and protected by HR experts, particularly in the distribution after collecting the information, as well as in assuring accurate communications and allowing informed decision-making. They strive to increase trust among all organization...