I need a job and I will get one at any cost!

Like the Nike slogan states, “Just Do It”. In this day and age where there are job descriptions that require 4-5 years experience it is absolutely okay to stretch the truth as long as it favors you in the end. A resume is typically viewed as a reflection of who you are before you get the opportunity to come face to face with an interviewer. The truth of the matter is if he is displeased or unimpressed with your resume, you will most likely not be called in for an interview. It is no surprise that people continuously enhance their resumes especially with the unemployment rate on a steady rise. While some people are lucky enough to get a job offer, most of them are being paid way less than they were earning, and they are being hired at under 30 hours a week so the company can avoid offering benefits.

In reality, companies typically will not mention how poor the working conditions are. They tend to exaggerate the pay, and often fail to mention that some jobs are not readily available to outsiders but under legal obligations they are required to post all open jobs, in some cases, the hiring manager has already predetermined that they will hire internally (Sullivan). This unfortunately is the bitter truth. Most job seekers prepare for interviews, drive up to 90 minutes to interviews only to find out weeks later that the company has decided to go with someone different. With that being said, I doubt companies really get hurt by an applicant’s white lie. The applicant goes unbothered if he does not land the job and resumes his job search while the company obviously moves on from that interview. In the long run, no one suffers for it. However, falsifying information that can be proven and tested i.e, drug and background tests can be detrimental to an applicant and reduce his likelihood of getting the position since employers spend thousands of dollars screening applicants during the process (Harding).

As tempting as lying on your resume can be, do you strongly believe an applicant who has been unemployed for over a year would be mindful of what he presents to the interviewer? Do you think he is concerned about the interviewer’s view of him or his resume when his main goal is acing the interview and landing the job? No, because as long as he is comfortable with omitting the truth or falsifying his resume the last thing he is worried about is his ethics.

Sullivan, Dr. John. “Opinion Recruiting’s Dirty Little Secrets — What You Don’t Know Can Hurt You .” ere.net, n. d. Web. 5 Sep. 2014. <http://www.ere.net/2011/12/26/recruiting’s-dirty-little-secrets-what-you-dont-know-can-hurt-you/>.

Harding, Ryan. “5 Lies That Damage Your Reputation as a Job Applicant .” Business2community, 18 03 2014. Web. 5 Sep. 2014. <http://www.business2community.com/human-resources/5-lies-damage-reputation-job-applicant-0815564


Blog #2: The Lack of Ethics in Resumes and Why It’s OK

simpsons(Image: “Angels on My Shoulders.” 2011. Web. Courtesy of Daniebob on WordPress)

Is it acceptable to lie to a potential employer for an opportunity at your dream job? The right answer is no, but my answer is YES.

“The percentage of people who lie to potential employers is substantial” (Tomassi), and who can blame them? Employers intimidate us in ways that slightly encourage us to shade the truth. In fact, “40 [percent] of all resumes aren’t altogether aboveboard” (Tomassi). Given the circumstances of seeking for a job in a highly-competitive market, it is understandable that one of the ways people influence their resumes is by lying. “Omission is one of the most common forms of lying in the workplace” (Goman) because people want to avoid discrimination. Let’s consider Joanne Rowling. Most of us know her as J.K. Rowling. She omitted her name with the intention of misleading the reader of her sex. “Joanne Rowling had somehow gotten the idea that books by women were not as widely read or taken seriously as books by men—or that boys shy from reading female authors—and so had chosen to be known by her gender-neutral initials” (Prose).

As common as omission is in a resume, the same is not recommended for resumes internationally. In fact, resumes between the US and Asia differ tremendously. My father lives in Vientiane, Laos, and is the chairman of our family’s distribution company, KP Co., Ltd. During the summer, I visited him at the peak of hiring season and saw stacks of resumes on a desk. The sample resume below is a very similar template of one that I saw; instead of omitting personal details, they emphasize them. Click the photo below for a closer look.

International resume
(Image: “English Teacher Resume Review.” 2014. Web. Courtesy of An’nisa Khairani Haningsih on All Docs)

“Different countries expect and require certain information to be present on resumes, and therefore it is critical that your new resume meets the unique requirements of that country” (Redelman). Thus, resume-writing conventions need to adapt to their current marketplace whether it is an entirely different culture or within different domestic fields of study. It is important because the standard “one-size-fits-all” template is no longer enough to capture everyone’s attention. The field in which you apply influences the multimodal tools in your resume. For example, the following resume emphasizes the applicant’s talent in graphic design. Obviously, this would be an inappropriate template for legal professions.

Graphic designer resume
(Image: “Graphic designer resume sample.” 2014. Web. Courtesy of Vizual Resume.)


Between the two resume examples, there are differences in the contents. The second resume does not include a self-photograph or personal details that risk discrimination; though, both applicants could have lied by embellishing their experiences. This raises the question: how do we know that our competitors will not be lying in the same way that we are? “[We are] lied to from 10 to 200 times per day” (Firestone), so there is a great possibility that people are more likely to stretch or bend the truth on their resumes. After all, it becomes a cutthroat atmosphere when people are after the same job. However, I do believe that we have a moral obligation to our employers by telling them truthful experiences and giving them valid credentials so as not to waste their time interviewing us, or further, investing time and money to train us for our jobs. I think that the reason for interviewing someone is not only to get to know the applicant, but also to cross-examine the details of his/her resume. So, if you are going to embellish your experiences and credentials, then it is your sole responsibility to defend your claims.

While there are similarities between what U.S. and international applicants will do to make their resumes standout, there are differences in addition to the unique resume requirements of each country. When a U.S. citizen seeks for a job abroad, or when an international applicant seeks for a job in the U.S., there will be dilemmas that could prevent each from getting a job. For example, one trying to understand and adhere to the laws of that country and risking law violations on behalf of the business. I think that in whichever country you are, you should follow their rules. This applies to U.S. and international corporations and employees.

Another issue is language barriers that lead to miscommunication. What if a word or phrase in your resume means something entirely different in another country? It could offend the employer, or you may even have lied about your credentials unknowingly. Would you consider this lying?

Whether we think of ourselves as liars or not, “we certainly shade the truth to make it fit more comfortably into our lives—to keep it from disrupting anything from our careers to our relationships to our afternoons” (Firestone).


Sources Cited


Firestone, Lisa. “Shades of Truth: The Many Ways We Lie.” Huffingtonpost. Web. 5 Sep. 2014 <http://www.huffingtonpost.com/lisa-firestone/telling-the-truth_b_3831304.html>.

Goman, Carol Kinsey. “The 10 Most Common Workplace Lies.” Forbes. Web. 5 Sep. 2014 <http://www.forbes.com/sites/carolkinseygoman/2013/10/17/10-of-the-biggest-workplace-lies/>.

Prose, Francine. “How Do We Judge Books Written Under Pseudonyms?” NYTimes. Web. 5 Sep. 2014 <http://www.nytimes.com/2013/11/17/books/review/how-do-we-judge-books-written-under-pseudonyms.html?pagewanted=all&_r=0>.

Redelman, Gavin. “How Resumes Differ from Country to Country.” Expatarrivals. Web. 5 Sep. 2014 <http://www.expatarrivals.com/article/how-resumes-differ-from-country-to-country>.

Tomassi, Kate DuBose. “Most Common Resume Lies.” Forbes. Web. 5 Sep. 2014 <http://www.forbes.com/2006/05/20/resume-lies-work_cx_kdt_06work_0523lies.html>.

Can you get away with lying?


Studies have shown that lying on a resume is fairly common. Websites such as Hire.com, provide background checks, and have discovered that 34% of applicants lie on their resumes. According to Forbes.com, the most common lies involve: education, employment dates, job titles, and technical skills. In a market where a large percentage of applicants is lying on their resume, how does an applicant stand out? Maybe an applicant has no choice but to lie.

Certain lies may be more acceptable than others. Lying in a minor way such as leaving out certain information is the smart thing to do in many circumstances. For example, if you were a leader for a religious organization and your potential employer is a non-religious company, you may want to omit your involvement. While I support omitting certain information, I do not believe lying about education or skills is acceptable. Employers are looking for candidates with certain experiences and skills, but when they hire employees that do not meet those expectations, it ends up costing the company money.

However, it’s a competitive market and you may choose to be deceitful on your resume, but will you be able to get away with it? The internet has made it incredibly easy for employers to perform background checks and very difficult to get away with lies. According to SHRM’s 2004 Reference and BAckground Checking survey, 96% of human resources professionals reported that their organization conducts a background check on every employee. If the lies on your resume do end up getting you the job, there’s a chance they will be exposed at some point in your career. Is “embellishing” a resume worth the consequences?


Purdy, Charles. “Biggest Resume Lies and How Job Seekers Get Caught.” Monster.com. N.p., n.d. Web. 05 Sept. 2014.

Vaas, Lisa. “Lying on Your Resume: How Far to Stretch the Truth.” Lying on Your Resume: How Far to Stretch the Truth. N.p., n.d. Web. 05 Sept. 2014.

Don’t Ask Don’t Tell

The ethical responsibilities of résumé writing or résumé embellishment concern several parties involved in the hiring process, including the employer, the applicants chosen for screening, future applicants, current employees, and the community of people practicing that particular occupation worldwide. Here, I consider two main parties: the employer and the applicant. Employers have the advantage of choice, being able to choose one applicant from any multitude based on qualifications and interview performance, but also the advantage of having something to offer—the job. Employers have the disadvantage of first selecting interviewees based on a verbal résumé. Employers are also subject to being deceived. Applicants, on the other hand, have the advantage of embellishment, using their résumé to withhold or assert certain information, which summons ethical questions. Applicants are also at the disadvantage of not knowing who else is applying for the job, what other applicants’ résumés detail, how the other applicants compare in competency, whether or not the competition is male, female, more male, less female, young, middle-aged, black, white, Hispanic, and so forth. These details affect the competition and applicants must try to gain at an advantage. Applicants have the opportunity to embellish their résumés with assertions and omissions of certain information (Kaplan, Fisher 323). Assertions pertain to claims an applicant may make regarding his or her role in previous organizations. For instance, an applicant may claim leadership over a particular project when they may not have actually been the leader or sole leader. Assertions yield to differing degrees of truth. Omission pertains to a vast range of information that an applicant may not want their potential employer to know or may simply mask something such as gender or ethnicity prior to the face-to-face interview. Sometimes law forbids omission such as failing to list a felony conviction within the past seven years or sex-offender status. Most applicants use omission as a protective device rather than a deceptive device, we can assume with an understanding of omission’s protective nature. This summons us to recognize the difference between protection and deception in résumé embellishment. Is it ethical to hide information from a potential employer? Is it ethical to exaggerate information?

While assertions such as an applicant falsely claiming leadership over a past project may help the said applicant appear well qualified, telling the truth may prove just as effective in the interview or screening process. Informing a potential employer of a lawsuit against oneself or one’s company may negatively affect one’s chances to make it past the screening process. Here, if an applicant omits such information, they may protect their professional impression without shaming their potential employer. Applicants should be honest about information that can and may be verified, but also cautious about how much they embellish. It would be to no one’s advantage to hire the wrong person for the job. The applicant would fail if they were hired and proved disqualified. They would need to resign or wait to be terminated. By the nature of the hiring process though, some would say that embellishment is not merely a strategy but also a necessity. Alexei Marcoux asserts that applicants make choices to embellish two type of information, verifiable and non-verifiable information in their résumés (Marcoux, 183). Marcoux points out that “in the United States…[employers] will verify no more than dates of employment and job titles for prospective employers who contact them seeking background information on a job candidate” (Marcoux, 184).

With those ideas examined, and limits defined, applicants should, and must, embellish their résumés to enhance or even compete with other applicants. Likewise, employers should consider possible embellishments and evaluate them as an applicant’s attempt to conform to their potential employer’s needs and wishes. Since no law requires absolute honesty in assertions of non-verifiable information, applicants should always take advantage of opportunities to enhance their impression on employers. Finally, omission of certain information in a résumé is merely a protective measure to maintain dignity and privacy. Why should an applicant inform a potential employer of something that they were not required to include or disclose?


Kaplan, David, and James Fisher. “A Rose By Any Other Name:     Identity And Impression Management In Résumés.” Employee Responsibilities & Rights Journal 21.4 (2009): 319-332. Business Source Complete. Web. 5 Sept. 2014.

Marcoux, A. M. (2006). A counterintuitive argument for résumé embellishment. Journal of    Business Ethics, 63, 183–194.

Project 1 The World of Blogging: The Wealth and the Price

There is no more versatile a creation then that of the internet, with the exception of humanity itself. Over the past 40 years or so it has crossed boundaries and sparked movements and passed information faster than any other means before it. Blogging is one of the many forms of communication employed through the internet and, for the corporate world in particular, is well known to offer a multitude of advantages with little of the effort and expense found in “conventional” means. Yet there is a large debate, particularly between the corporate sector and the relations it holds with the general public at large about whether or not such advantages are in fact worth the risk of downfall that can also be part and parcel of the blogging experience.

First and foremost, blogging brings people together; large or small, be it about books, games, sports or the latest phone release, blogging enables a large segment of similarly interested people to communicate on both broad and specialized topics. From a cooperate stand point, this allows them to both introduce their products and to build an image overall that works better “than a billion dollar ad campaign could have”  to maintain a more personable presence among their target audience as opposed to a less interactive means such as flyers. (Strother)  “Foot-traffic” and word-of-mouth tends to do the rest, reducing time and effort on part of the company and potentially giving them footholds in market areas they might not have reached otherwise. It also allows them feedback on demos and prototypes to better ensure the quality of final products and to address concerns more quickly and broadly than with the limitations posed by mass emails. These same advantages of fluidity and encompassment are not just limited to the PR sector of a company: they can provide the same benefits to the internal structure of a company as well. “Blogs can transform a static, one-way, top-down intranet into a dynamic, interactive collaboration tool that can be felt directly on the company’s bottom line.” (Strother)

Since blogs have become such an integral part of many business’ strategies for attracting revenue, there can be grave consequences to the misuse of a blogs intentions. That same blog which presents a favorable public image can just as easily turn the public against itself with the wrong post. Problems can arise from “bashing” on a competitor to the point of libel, there can be misinterpretations of posts by readers leading to unfavorable rumors. There can also be problems between the company and either former or current employees. When disputes of internal nature become public to one extent or another a company must capitulate to general demand, sometimes in unfavorable ways and to the loss of its credibility. Walmart presents a good overall example with its “Walmart-ting Across America Blog” that attempted to shore up a positive image for the chain in light of poor public opinions regarding its employee treatment policies. So many favorable posts aroused suspicion and led to the discovery of Walmart paying off people to boost their popularity, instead having quite the opposite effect to the point of ridicule. (Kaye) Where information is traded out so publically, it is also very easy for companies to have sensitive information “leaked” to the detriment of profit or reputation.

Despite these many disadvantages, blogging remains one of the first and foremost go-to for the dissemination of information. It can perhaps be argued that all of blogging’s equally many advantages are in fact a by-product of two characteristics that set it apart from all the other means of internet communication: its versatility in any situation and its ability to be the closest means of its kind to mimic group conversation, as opposed to a single chat window or even email. In many ways it is comparable to oral vs. the written language. Both speak broadly and can be used and adapted to many conditions as needed; but the written words is both more accountable for its intent and is able to cross boundaries of space, time and other languages with fewer problems. Overall, the advantage where blogging is concerned over other forms of digitalized communication is slight, but still present and even formidable under some circumstances, outweighing most if not all of its pitfalls.



Strother, Judith A., Zohra Fazal, and Melinda Millsap. (2009). Legal and ethical issues of the corporate blogosphere. IEEE Transactions On Professional Communication, 52(3), 243-253.http://ieeexplore.ieee.org/xpls/icp.jsp?arnumber=5210236

Kaye, Kate. Strother, Judith A., Zohra Fazal, and Melinda Millsap. (2009). Legal and ethical issues of the corporate blogosphere. IEEE Transactions On Professional Communication, 52(3), 243-253.http://ieeexplore.ieee.org/xpls/icp.jsp?arnumber=5210236


Blog # 2: The Ethics of Resume Writing

Although one might tend to think of the resume as a relatively stable genre of business communication, research shows resume writing practices–like all communication practices–are influenced by a variety of contextual factors.

This resume departs substantially from a conventional format that emphasizes text and narrative, in favor of a more visual presentation of information. Considering that it appears to be targeting to graphic design professionals, however, that departure from the norm is possibly a strategically effective one. (Image “Resume Infographics” used courtesy of a CC license by Bart Claeys on Flickr)
For example, discrimination on the basis of race, gender, religion, national origin, disability, and age are all illegal in the U.S. pursuant to federal law. Employers are, therefore, prohibited from requiring disclosure of such information on a job seeker’s resume or application. In addition, job applicants themselves may go to great lengths to avoid voluntarily disclosing any of these traits to potential employers. Because of the history of discrimination in the U.S. against people of color, women, religious and ethnic minorities, immigrants, older applicants, and the disabled, many applicants feel–with some justification–that intentional and unintentional discrimination still persists in hiring practices in spite of the law. Thus, for instance, research shows minority applicants might use a relative’s address instead of their own in order to avoid an employer’s potentially negative views of a “racially identifiable” neighborhood, or they may omit “affiliations with organizations known for pursuing social and civil rights goals because those could hint at activism and undermine the team-player image of predominately white corporations” (Davis, Muir 41).

In contrast, in China a different set of cultural variables has given rise to a very different set of resume writing practices. Thus, as recently as 2011, Chinese job applicants regularly included “detailed personal information, including gender, date of birth, hukou, and more” in their resumes. Research also confirmed a rising trend among applicants to include a photograph in their resumes or applications, as well as a “self-evaluation section which deviates from the traditional Chinese practice and the popular American practice.” (Li 275). Within a single culture, the resume form can vary from industry to industry or profession to profession. So, where a one or two page resume is the standard for most non-academic job applicants, for those seeking a faculty appointment at a college or university, submitting a CV (“curriculum vitae”) of five pages or more is not at all unusual.

Understanding how resume writing has evolved to fit particular contexts can be useful when one is attempting to follow suggested best practices and “target the content” of a resume to fit a particular job description (Willmer 7). While resume templates can be a helpful place to start, they should not be used as a “one size fits all” solution for what is in fact a complex rhetorical problem. Using the language of a job description to identify and describe one’s qualifications is arguably becoming even more important as non-human readers increasingly perform a screening function in corporate HR departments and in web searches of online profiles (Amare, Manning 35-36). Consequently, current textbooks often advise “students, essentially, to copy job ad language directly into the résumé as a list of keywords and also to construe their résumé as a marketing tool, where no account is given of the difference between ethical and unethical marketing strategies” (Amare, Manning 36).

As important as it may be to ensure one’s resume gets a good look from prospective employers, representing one’s accomplishments and qualifications truthfully is arguably just as important. Research suggests, however, that applicants often tend to suppress or overlook ethical considerations about truthfulness in favor of “selling” their qualifications. In a survey of 357 students to which 211 responded, Amare and Manning discovered “there is widespread acceptance of an ethically questionable use of keywording, although how many students actually commit résumé fraud in any form is debatable.” Of the students who completed the survey, “[m]ore than 50% (n = 107) of the respondents stated that they would use keywords in their résumés to hit the robot’s eye, even if those keywords did not necessarily reflect their actual job skills and experience.” Amare and Manning go on to cite additional evidence suggesting the incidence of fraud may actually be much higher, including one 1996 study that found 95% of recent graduates were willing to engage in at least one factually false statement in order to get a job, and 41 per cent had already done so” (41).

Posting: Group 2

Commenting: Group 1

Categories: Resume Writing, Ethics

For this blog post, consider how ethical and contextual considerations should influence your self-representation in a resume or job application. You could take a position on what obligations an applicant owes to a prospective employer and to the other applicants against whom she may be competing. You could offer an argument about how resume writing conventions need to adapt to conditions in the current marketplace, or discuss how and why resume or job application conventions that are normal in one professional context–the performing arts, for example–might be inappropriate in another professional context–such as the law. You might also discuss issues relevant to U.S. citizens seeking jobs abroad, or to international applicants seeking jobs in the U.S. Consider the questions below (or similar ones you create) as starting places as you craft your post:

  • Given the current highly competitive job market, is it OK to “bend” or “stretch” the truth, if you know you will do a good job, even if you lack the requisite experience or credential?
  • Who is harmed in a situation where an applicant lies to get a job, but nevertheless turns out to be a great employee?
  • Is it dishonest for a woman to use her initials or a nickname and omit other markers of gender in order to avoid discrimination on account of her sex?
  • Do employers have a responsibility to verify an applicant’s qualifications or credentials before inviting her to interview, or should the applicant bear the sole responsibility for ensuring her resume accurately reflects her qualifications and experience?
  • Is it fair for U.S. employers to apply U.S. standards and conventions when evaluating international job applicants?
  • Is it fair for international employers to apply their own local standards and conventions when evaluating job applicants from the U.S.?
  • Should international corporations doing business in the U.S. be required to adhere to U.S. non-discrimination policies when hiring international workers who will be staffing offices, warehouses, or manufacturing facilities located in the U.S.? What about when they’re hiring U.S. workers who will be staffing offices, warehouses, or manufacturing facilities located outside the U.S.?

In your Blog #2 post, you need to take a focused position about the role ethics and context should play in your technical communication process rather than taking a scattered approach (which would happen if you simply wrote a few sentences in response to each question). Please carefully read and follow the guidelines and posting information for this blog. You can quote from additional articles you read as support for your position. You should include specific workplace examples to further support your argument. Make sure to document your sources.

Sources Cited

Amare, N., & Manning, A. (2009). WRITING FOR THE ROBOT: HOW EMPLOYER SEARCH TOOLS HAVE INFLUENCED RÉSUMÉ RHETORIC AND ETHICS. Business Communication Quarterly, 72(1), 35-60. http://ezproxy.gsu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=36366031&site=ehost-live

Davis, B. D., & Muir, C. (2003). Resume Writing and the Minority Student. Business Communication Quarterly, 66(3), 39-51. http://ezproxy.gsu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=10811798&site=ehost-live

Li, X. (2011). A Genre in the Making—A Grounded Theory Explanation of the Cultural Factors in Current Resume Writing in China. IEEE Transactions On Professional Communication, 54(3), 263-278. doi:10.1109/TPC.2011.2163354. http://ieeexplore.ieee.org.ezproxy.gsu.edu/stamp/stamp.jsp?tp=&arnumber=5985497

Willmer, D. (2009). Writing a Resume That Stands Out. Certification Magazine, 11(9), 7. http://ezproxy.gsu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=44201871&site=ehost-live


Blog Post #1: Social Media: Outdated or Is this only the starting point?


Social Media: Outdated or is this only the starting point?

Undeniably, our society has always set a trend to moving forward. Within the past two decades, the era of technology has been rising faster than anything we have ever witnessed. Social media has lead the way of communication through Facebook, Twitter, Instagram, Google plus, and Linked-in. These sites were very restrictive.  They were used only by closed groups.  Every member had to receive an invitation from previously engaged members, or became a member by belonging to an institution like a school or workplace.  While these sites used to remain within our personal private lives at first, later on they appear to be making a stride in the workplace environment. Now the question remains: Do the benefits outweigh the risk?

The advocates for social media believe that we are able to reach out to more people.  Thus we are influencing people with our point of view.  It is true that using these sites; we are able to interact with far more people without borders.  Another advantage of using social media is that companies can reach large parties without the expenses to reach out to people.  It leads coworkers to connect more and work like a real team. Additionally, social media is also widely used for humanitarian, social causes, and as awareness tool.  In this capacity, the community will become aware of the company’s involvement in their lives.  Moreover, social media is widely used by businesses to advertise their services, and products to a targeted audience.  This is making the work of public relations way easier and cheaper.   The companies would be able to target the following demographics: gender, race, income, geographic location, crime and more.

In the workplace social media can also be challenging at times. Besides being used for the benefits of the corporation, social media also comes with some very negative impacts.  Too many employees accessing those social media sites at once will surely jam the network.  Further, jamming the network come with a total loss of productivity.  While the employees are on the payroll, they end up not working as expected.  This is one of the major issues accompanying social media in the work place: Distraction.  Another major issue is some program associated with some social networks might be hacking.  These forms of hacking may also cause breach of security. The easiest port of entry could be social media.  The same way social media help the relationship in the workplace, it also has the potential to hurt coworkers’ relations as well. All in all, it may come down to managing the company reputation and image. A classic case is the release of confidential information by accident causing the loss of value of the shareholder’s stocks. It is the responsibility of everyone to be responsible.  This is the reason why companies agreeing to the use of social media also have a social media policy to protect the image and reputation of their institutions.

With a newly found understanding of the negatives of social media in the workplace I can now look as to why I think it proves to be more beneficial to be connected on social servers at work. According to Andrew Keen from CNN, in a recent study at the University of Melbourne, it was proven that social media at work allows people to be more productive as it also opens up the intellectual capacity. It brings the possibility to group solve problems as a team and allows people to be more elaborate and “gives us an ESP-like sense of what other people are thinking”. (ESP is much like a sixth sense or being able to pick up what people around you wants). One of the articles mentioned below (More than One-Third of Fortune 500 Companies Have Blogs) has shed a light on the statistics of blogs and social media in the workplace, for example forty percent of the “Fortune 500 Companies” that use social media are in the top 200, seventy-seven percent of these 500 companies use twitter and seventy percent use Facebook. If you ask me it has become undoubtedly shown that social media has a key part in helping workers to expand beyond certain limits and connect with their peers in a more comfortable environment. With all new ideas exist small potential flaws but given time employees will learn the right way to take on this new task. This will allow us to continue moving into the digital age.

Sources cited:

Guerin, Lisa. (n.d.). Fired for blogging: Learn whether employees can be fired for what they write in a blog, MySpace, or Facebook page. NOLO: Law for All. http://www.nolo.com/legal-encyclopedia/fired-blogging-29762.html

Dodge, Amanda. (2013). More than one-third of Fortune 500 companies have blogs. CopyPressed.http://www.copypress.com/blog/more-than-one-third-of-fortune-500-companies-have-blogs/

Keen, Andrew. (2012). 5 reasons not to ban social media in the office.  http://edition.cnn.com/2013/10/03/business/opinion-keen-social-media-office/

Blog Post #1: The Trade-Off of Sociability

Focusing on workplace blogs as a medium for employers and employees, as opposed to a social networking tool to open up and expand a dialogue between the company and the public, I disagree with “Dingra, the creator of WATConsult” who “[was convinced that blogs will be a standard corporate communication tool just like a website and email address” (Strother, Judith A., Zohra Fazal, and Melinda Millsap, 2009). Blogs will continue, for the time being, to remain secondary to forms of communication that allow the initiator to reach the recipient when necessary, to choose the specific parties to be engaged, and to do so quickly, such as through emails, phone, and face to face conversation. Intra-company blogs will not become a forum for employees to speak freely, if in an unprofessional manner, to vent their frustrations or blatant tell their superiors what they are doing wrong, like the general public has the tendency to do. A blog run by the corporation for intra-corporation use will act more like a bulletin board compared to the freedom consumers or the public has on an external blogs (Strother, Judith A., Zohra Fazal, and Melinda Millsap, 2009).

Blogs may serve as a forum to discuss possible changes, possible project to begin, or to disseminate information amongst a large group of employees, but unless each department or singular focus group has their own personal blog on which to add, exchange, and comment upon ideas freely, a corporate blog will not be as effective and efficient as forms of communication already in practice. Intra-companies’ blogs take too long to update as opposed to a quick text, email, or memo. Blogs are too public, the interactivity works against personal messages ( not those that should belong in an instant messaging session, but perhaps a directive given to an employee that is too be kept separate from the group until a certain level of completion). The company has more control over an internal blog than they would with an external one, but the control would continue to occur retrospectively should, as ABLOUNT4 pointed out (BLOG POST #1: WORKPLACE SOCIAL MEDIA AND BLOGGING ARE BENEFICIAL IN 2014), an employee speak ill of the company or another worker. This employee would suffer the consequences but not until it was pointed out to an administrator, perhaps after influencing others, something that may not happen when responding to email that are sent and viewed directly and immediately by coworkers and bosses

A blog is a form of social networking that encourages the participants to get involved by reading content relevant or necessary to them, commenting upon it, and sharing it. Blogs used internally will boost moral by providing more avenues for the employees to become involved in the company socially, superiors can received input from employees, and information, such as a the time and location of a company picnic can be viewed by everyone. However, blogs are less functional as way to disseminate information because those who use blogs the most expect to reap these social benefits, not to gain or add actual information. Blogs are also limited in their effectiveness by the number of employees who actively read, comment, and post useful entries.


Jackson, A; Yates, J.; Orlikowski, W., “Corporate Blogging: Building community through persistent digital talk,” System Sciences, 2007. HICSS 2007. 40th Annual Hawaii International Conference on , vol., no., pp.80,80, Jan. 2007

Strother, Judith A., Zohra Fazal, and Melinda Millsap. (2009). Legal and ethical issues of the corporate blogosphere. IEEE Transactions On Professional Communication, 52(3), 243-253


Blog Post #1: Great Publicity or Foul

Corporate blogging offers  exceptional and cost efficient advertisement.  Corporations have discovered that through the use of blogging they can not only become more familiar with the consumers but also create “two-way communication with their stakeholders (Strother 243).” This use of social media allows the corporations to appear caring, humane, and trusting.

However, though there is a great deal of evidence leading to the conclusion that bogging has become a godsend to battle the harsh, detached, and often destructive beast that is Corporate America, the blog does pose a threat to business. Michelle Evans, Journal of Legal Studies Education, inquires in to the risks associated with corporate blogging and the potential for legal issues and overall monetary loss. She states concern that corporate instituted regulations on blogging may deter damaging use of social media by employees, but could be ineffective.  (Evans 25).  I ask the question: does the benefits of blogging outweigh the potential havoc?

It is apparent the corporate leaders are torn with the question. IBM created “Blog Central” as a internal base for employee morale boosting (Strother 244). For the purpose of internal use, I find the risk of corporate harm to be minimal. However, the use of social media for external communication offers a wide variety of risk and benefits. The benefits being advertisement and publicity, study of public opinion, and a simple way for potential customers to find helpful information (Strother 244). The benefits, at this point, seem to outweigh the risks significantly.

Though the benefits are clear and attractive through the perspective of money generating, the risks hold a great deal of threat to the corporation. Corporate secrets, movements, and developments can, and have been, prematurely offered to the public through the anonymous forum of social media– namely bogging. Apple suffered a great deal when a blogger outed the release of the Asteroid (Strother 246). Such corporate leaks can cause damage to the corporation. Stock can decrease, flux in public opinion, false information can be introduced.

Granted, not much can be done for non-employee blogging; however, it seems that a great deal of negative results from bogging have originated with employees or non-employees posting to the corporate blog. One could make the argument that regulations and guidelines should be created and enforced in relation to blogging. Both Strother and Evans offer a sample of regulation or guidelines. However, it is evident that the court system overwhelmingly rules in favor of freedom of speech over corporate interest in the matter of social media and corporate collaboration.

From the readings and evidence, I have difficulty conceding to the idea that corporate blogging offers more benefits and risks. Perhaps with functioning and legally enforceable regulation, the benefits would outweigh the risk. I pose this question: Can any regulation be realistically implemented that would serve to protect the interest of the corporation while not infringing on the constitutional rights of the people (consumer and employee) ?





Evans, Michelle. Journal of Legal Studies Education. Mar2012, Vol. 29 Issue 1, p1-25. 25ps

Strother, Judith A., Zohra Fazal, and Melinda Millsap. (2009). Legal and ethical issues of the corporate blogosphere. IEEE Transactions On Professional Communication, 52(3), 243-253

Blog Post #1: Right or Wrong for Social Media use in the Corporate World

We have all heard, seen, or use it. Facebook, Twitter, Linkedln, Instagram, Google, YouTube, WordPress, Wix.com, and MySpace are a few of among many social media sites named. The question is…is it fair game for employers to access employee’s blogs or social media sites? Is it fair game for employee’s to post about whatever is on their mind in the current workplace? 

The answers to the questions above are still in debate. Some employers use blogs and/or social media sites to help incorporate their business or company. Like for say… Fortune 500 companies. Do consumers rely heavier on what Fortune 500 companies have to post via blogs or social media? Yes, we do from a consumer standpoint. Given the facts, according to Amanda Dodge, about 34% of Fortune 500 companies have corporate blogs. For social media, ” 77% of companies use Twitter, 70% use Facebook, and 69% use YouTube” (Dodge 2013). It gives a chance towards consumers to see what the current status of some companies are up to, plus new products being produced. It also gives a chance for employee’s to test what they cannot or can say in blogs or social media site. For example, “you can’t rely on the first amendment” (Guerin 2014). Many employee’s are mistaken by first amendment rights, according to Lisa Guerin. We, employees, believe that the first amendment protects our free speech. However, it protects our free speech from the government not private employers (Guerin 2014). Therefore, employees are misguided in information and blog postings when it comes to employers. In addition, there are ways on the do’s and dont’s of corporate blogging and social media. Let’s go back to the basic facts:

  • Do not harass or criticize your coworkers (though it may be amusing to other peers, it will not be so amusing to the employer reading).
  • Do not post anything racist or sexist (the same thought applies from above).
  • Never reveal companies trade secrets, a huge NO NO.
  • Do not vent in blogs about workplace problems unless you solve them out directly with that coworker first.
  • Blog anonymously or restrict user visibility.
  • All points cited by Guerin 2014. 

Getting the picture?? On the other hand, Dan Pontefract points out interesting details on how social media is moving backwards in the workplace. He converses about how companies are more involved with the digital age, in which he also discusses about how companies are limiting the use of personal accounts of employees. “In nearly all the jurisdictions, an employer is permitted to prohibit the use of social media sites during work, both on equipment provided by the employer and on the employee’s own devices” (Pontefract 2014). So, what does this mean exactly? Lets break it down…

  • Your own device can be blocked from certain social sites like Facebook or Twitter.
  • Employer does not a right to access what shows on your monitor, but has right to block it.
  • If connected to company wifi, than employer has right to block certain sites.
  • All points cited by Pontefract 2014.

It gives a whole new meaning to the social media and blogging work status for employers and employees alike in 2014. So, going back to the questions in the beginning…do employers or employees have a right? The answer is yes and no. Yes, to employers limiting our social media and yes, to employers deciding on what an employee should post or not. No, to employees posting whatever they want and make it seem right in the work place and no, to employees speaking their minds when it comes in terms to social media and blogging. In conclusion, employers and employees must watch (and monitor) social media sites. Either way, we could all be at fault on the web.

Sources cited:

Dodge, Amanda. (2013). More than one-third of Fortune 500 companies have blogs. CopyPressed.http://www.copypress.com/blog/more-than-one-third-of-fortune-500-companies-have-blogs/

Guerin, Lisa. (n.d.). Fired for blogging: Learn whether employees can be fired for what they write in a blog, MySpace, or Facebook page. NOLO: Law for All. http://www.nolo.com/legal-encyclopedia/fired-blogging-29762.html

Pontefract, Dan. (2014). Social Media in the Workplace is Going Backwards. Huff Post Business. http://www.huffingtonpost.com/dan-pontefract/social-media-in-the-workp_1_b_5270543.html

Dr. Robin Wharton | 25 Park Place #2434 | Office Hours: M/W 9:30 to 10:30, T/Th 2:30 to 3:30