Do employees have the right to make negative comments on social media? The short and easy answer is yes. We have free speech in the U.S. and if an employee so chooses to speak negatively of their boss on Social Media that is their right. Although there is some obvious limitation to this. They can cannot issue death threats, or promote violence against their boss without the high probability of facing legal chargers. It’s wise to remember that though some things may be lawful, they are not always helpful. I don’t know any successful people who continually bash their boss online. If there is a problem at work, its best to have a one on one conversation with the boss.
According to our text, “Working with others requires strong communication skills, and both parties must be open, honest, and transparent about their incentives, biases, and motivations.” (Hammond, S.C., & Christensen, L.J. 2016 p. 10.3) Transparency is very important on all levels. Conflict is not easy, it can be downright terrifying. But it is an inevitable part of human relationship and interaction. It is always better to treat other how you would like to be treated, especially in one on one communication. I cannot see a situation where bashing one’s boss online would be helpful and bring any kind of resolution.
Hammond, S. C., & Christensen, L. J. (2016). Corporate and social responsibility: Road map for a sustainable future
Aug 2, 2017Aug 2 at 8:12pm
Manage Discussion Entry
Give your opinion on whether or not employees have the right to use social media to make negative statements about their employers online.
Personally, as business professional for the last eighteen years, I would never think out talking negatively about an employer publicly unless it had to do something that was against the law or that would hurt someone. With that being said I feel people should have the right to voice their opinion, but they must also understand there can be consequences. Freedom of speech is a right we have as an American Citizens, but that doesn’t mean there aren’t consequences to what we say. In general, “employers must be careful not to commit an unfair labor practice under the National Labor Relations Act. Section 7 of the National Labor Relations Act guarantees employees the right to self-organization, to form, join, or assist labor organizations” (Hoyt, 2017, para 5). If an employee is bashing the brand and the brand’s customers that get in an area where they may be asked to leave the company. Many companies have professional Human Resources people that can speak with employees if they have issues with the workplace. It is based to take the approach from within the company before posting about it online.
I do believe that both the employer and employee can be used situations like social media conduct as a learning opportunity. Lean management principles put a high priority on learning rather than going straight to the blame process (Hammond & Christensen, 2016, sect 10.3, p.224). Being a leader can be difficult in the digital age as well as being an employee. For example, the employee may be a great employee but just vented on social media before composing his or her thoughts and speak with management. Management may be able to work with the employee to find out things about each other that is beneficial. Taking the time to talk to the employee after the event may prove to be the best course of action. The corporation may find out a weakness they have based on how the employees feel they are being treated and the employee would be able to see that their a proper outlet for work related issues.
Hammond, S. C., & Christensen, L. J. (2016). Corporate and social responsibility: Road map for
a sustainable future [Electronic version]. Retrieved from https://ashford.content.eduLinks to an external site.
Hoyt, Z. W. (n.d.). Can Employers Discipline Employees Who Post Negative Comments on
Glassdoor? Retrieved August 02, 2017, from http://hrprofessionalsmagazine.com/can-Links to an external site.