To Tweet or Not To Tweet? |
Initially the European Ryder Cup Team and later the American Team have both been banned from any form of micro-blogging or facebooking. Would the HR Community ever recommend similar action in the commercial world? During times of business change or upheaval, would you endorse this kind of action, even for a short period?
‘I personally don't see the point in people tweeting/facebooking or anything else about their work - what's the point as it could get you into trouble?’
‘A blanket ban in a commercial setting? I can't see how that could be a) workable or b) reasonable.’
‘I've built up a valuable network of contacts through Twitter and it's one of the best tools I have for discovering new ideas and information that I wouldn't come into contact with otherwise. There's a definite benefit to my employer in my using it.’
‘This community is an example of a social media site that adds value to its members. I genuinely wouldn't want to work for an organisation that forced me to be less effective at work by denying me access to useful tools.’
‘I can see some cross over into the world we occupy where for some short, intense periods social networking would be a distraction and on a sensible risk analysis I would encourage people not to use it. But generally in the day to day it’s part of everyday life and should be welcomed if used wisely.’
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