1) If information contained on a employee’s web page threatens the firm’s culture ,

to what extent the managers have a moral obligation to monitor the social media
behaviour of their workforce ?

Answer :- Managers may fire the employees if the content on the employee’s web
page directly or indirectly bring negativity to the organization.

Managers may fire employees if there is a contract made during employment that
forbids employees making negative comments about the company.

They need to address how employees use social media for their personal and non-
company use. Managers should consider according to the rules, regulations and
policies of a company against usage of social media by its employees as they are 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 ethical for firms to encourage, pressure, is it
ethical for firms to encourage, pressure or even require their workers to "friend"
their employer?

Ans :- It is not ethical to force the workers because of the liberty rights they possess,
right to privacy of the workers. 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.

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?

Ans :- Yes, I think organizations should 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, as it is the most influential platform for a business
organization, reputation of company depends on the way it’s employees use the
social media.

In the case study we find :-

On her personal page Ashley Johnson in North Carolina made a post regarding a
customer giving her less tip in BRIXX , had a negative influence towards the customer
base of company and she also violated the policy of the company and thus was fired
according to fairness and justice approach and also virtue approach.

And in another case , Ashley Payne , a Georgia Public High School teacher was
forced to resign as her Facebook post promoted alcohol and contained profane
language. This was done as all teachers were warned earlier not to engage in
unacceptable online activities.

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 ?

Ans :- For many firms, the employees are their brand ambassadors. Their image in
the society defines the value of the firm. In these cases, employers should be
allowed to use social media to determine behaviour of their staffs.

Limitations are to the extent stated in the employment contract about the usage of
social media. They cannot ban the personal life social media behaviour of the staffs.
They can't force them to write good about company, however they can give them
incentives for promoting something.