Employees' Social Media Presence.

Choose a side and discuss your position, why did you chose it?  what experience can you relate to in your workplace? have you been impacted by either position?

Step-by-step explanation

Q1. I am in support of employees' social media presence. Employees may use social media in the office to acquire information that is pertinent to their profession or discover new knowledge that they can use while at work. Employees may use it to spread the word about the business. Of course, since prohibiting employees from using social media while at work is virtually impossible to enforce, Assume you've gotten your IT department to restrict access to some social media sites. That's a massive undertaking. Assume that you've blocked Instagram, LinkedIn, Twitter, and photo-sharing sites, but then Pinterest and YouTube show up, and you've blocked all of them. What about the likes of Quora, Google+, and the likes of that? Then there's next week, next month, next year, etc. So, if you're able to perform all of that on a consistent basis, as a result, your staff will be relegated to using mobile devices. Rolling the boulder uphill was a lot simpler for Sisyphus than it was for me.

Social media use should be tolerated as general internet access or personal use of office phones were five years ago, or if there is a clear policy and everyone is aware of it. The policy should specify what activities are permitted on business equipment and reaffirm that no expectation of privacy may be placed on any action undertaken on such equipment. What your associates can and can't do on social media should also be outlined in your terms of service. If a solid policy is in place, everyone will know where they stand and what is considered appropriate online conduct. Abuse of the policy may then be dealt with the same way you would deal with any other problem: by implementing the specified steps for correction. Is there anything to be gained? With this strategy in place, you'll be able to create a group of brand advocates who can help your whole social media strategy grow. My slogan says, "Hire a social media expert if you want an effective and complete social media strategy in your organization."
 

Q2. Many firms I've worked with have sought to implement social media policies that restrict what workers may say about the company, even if the postings are screened. Arguments over the company's reputation and constitutionality are at play. A company, on the other hand, is free to offer a position with whatever terms it chooses, regardless of whether they are legal or ethical. To get the job, you must agree to use or not utilize social media as requested. You are not compelled to participate in a scenario that you have agreed to participate in. As a result, too many people fail to read the fine print and are only aware of the rule after they've been caught. The phrase "I accept that this signature demonstrates complete comprehension and willingness to adhere to the provisions of this contract or face disciplinary action up to and including termination" is in the fine print on everything you sign when you interview and show up for work the first week.

Q3. Using social media in the workplace has helped me a great deal. It improved collaboration within our project team. Ideas are freely shared, and issue solving is made easier whenever we in the workplace use social media as a communication tool. People in the workplace believe that social media is there to help them build stronger working connections and to aid in policymaking. Because of these convictions, the majority of employees use social media to stay in touch with one another.