In addition to personal use of social media tools generally, employees may participate in and comment on discussions, news stories, blog posts, etc. that deal with topics related to the organization. The organization should consider how such interaction using social media tools might impact the organization. In addressing this issue, the organization should consider whetherRead… Read more »
Most, if not all, social media websites provide options for what information a user makes available to the public. Facebook, for example, offers options for who can view status updates, removing a user’s name from search results, and limiting who can view pictures. According to a recent article published in the Vanderbilt Journal of EntertainmentRead… Read more »
In part 4, we discussed identification of the employer by employees. Related is the use of disclaimers. The use of disclaimers is a frequently suggested guideline. If chosen employers should request that employees post disclaimers on their personal websites stating that the views expressed on those websites are those of the employees and not thoseRead… Read more »
As noted in Part 3 of this series, the vast majority of social media websites allow users to identify who they work for as well as other information about their employment. If employees complete this information, they are to some degree acting as representatives of the organization and all of their posts may reflect onRead… Read more »
The line between personal and work-related use of social media tools is often not easily distinguished. However, creating some distinction is advisable because it helps employees understand what communications and actions will impact their employment. For instance, Facebook is often considered a personal social network unrelated to business. However, one piece of information a FacebookRead… Read more »
Defining what “social media” means is another factor cited as important to a social media policy. This definition provides a framework for understanding what the organization is discussing. For instance, Facebook is commonly known to be a social networking platform. Twitter is often called a micro-blogging platform, but some believe it to be a socialRead… Read more »
One of the key items to consider when developing a social media policy is the value that the organization’s leadership places on the use of social media. This value system regarding social media will largely determine how the organization resolves issues with its employees’ use of social media. Broadly speaking, organizations can be divided basedRead… Read more »
Over the past few months, I have been researching employee social media use policies. This post is the prologue to a series of posts to share that research. Hopefully, the information I provide will be helpful, but I also hope that you will provide feedback and guidance. What have you experienced? What should be inRead… Read more »
In an October 9th article in the New Republic, Lawrence Lessig authored an important critique of the transparency movement. Primarily asking the questions – transparency is all fine and good, but what is the end? Lessig’s article and a related article by Jill Lepore in The New Yorker point out that the rush to transparencyRead… Read more »
Note that this post is a cross post from my blog, http://sleepisoptional.wordpress.com/2009/10/09/legislink-org-legislative-links-made-readable/ Finding legislative materials is often have the battle of staying informed on what law makers are doing. Sites like opencongress.org and govtrack.us are aimed at making congressional information more accessible and do a good job at achieving this goal. A new project, legislink.org,Read… Read more »