After learning about technology-related social problems at other companies, leadership has tasked you with drafting policy related to use of the technology resources provided to employees. Problems of this nature have not come to the attention of compliance or leadership. Knowing that this does not necessarily mean that there is no questionable behavior leading to legal consequences, you recommend that policy be proactive but motivational rather than punitive.
You agree that the consequences must be communicated, but you recommend that this is done by including descriptions of the impacts misuse and abuse can cause employees and their teams.
Leadership would like to see a draft of your recommendation. You concentrate on one potential problem by writing the following:
Research a technology-mediated social issue related to one of the following:
online bullying
social media interactions
online communications
online purchases
online scams
adolescent use of social media and text messaging
online dating sites and apps
online gaming
Write a 1,400- to 1,750-word proposal for a solution to this social issue by applying either the social cognitive (Bandura) or cognitive social learning (Rotter & Mischel) personality theories to explain human behavior related to the issue.
Outline your proposed policy including:
Explain the problem.
How it is a social problem that impacts the workplace?
How has technology worsened this human problem?
Summarize the social cognitive or social learning theory concepts to help explain this behavior.
Based on the theory you chose, propose a solution for this issue.
Outline the negative impacts behaviors have on:
Employees
Teams
Company
Customer
Outline the positive outcomes the policy will have for:
Employees
Teams
Company
Customer
Map a training plan for policy roll-out. (Relate it to the theory you have chosen.)
Map consequences for violations. (Relate it to the theory you have chosen.)
Support your explanation with research.
2. Theoretical Framework: Social Cognitive Theory (Albert Bandura)
To understand and address this behavior, we can apply Albert Bandura’s Social Cognitive Theory. This theory posits that human behavior is the result of a continuous interaction between cognitive, behavioral, and environmental influences. The core concepts are:
Observational Learning: Individuals learn by observing others. An employee might see a colleague post a critical comment about the company and, observing that there are no immediate consequences, may be more likely to engage in similar behavior.
Self-Efficacy: This is an individual’s belief in their ability to succeed in a particular situation. An employee with low self-efficacy in professional communication may resort to online venting, believing they are incapable of resolving a workplace conflict through proper channels.
Reciprocal Determinism: Behavior, personal factors (like beliefs and thoughts), and environmental factors (like social media platforms and company culture) all influence each other. An employee's negative post (behavior) might stem from a feeling of being disrespected (personal factor), which is amplified by a lack of clear company policy (environmental factor).
Based on this theory, a punitive policy alone is unlikely to be effective. Instead, a solution should focus on changing the cognitive and environmental factors that influence behavior. This means not just punishing bad behavior, but equipping employees with the skills and confidence to engage in positive behavior.
3. Proposed Solution and its Rationale
Based on Social Cognitive Theory, the proposed solution is to implement a proactive, educational, and motivational policy that fosters positive social media behavior. Instead of simply listing prohibited actions, the policy will focus on building self-efficacy in professional online communication and leveraging observational learning by highlighting positive examples.
4. Negative Impacts of Misuse and Abuse
Employees: Misuse can lead to disciplinary action, including termination. It can also damage an employee’s professional reputation, making it difficult to find future employment. The stress of online conflict can also contribute to burnout and mental health issues.
Teams: Negative social media interactions can erode trust and create a hostile work environment. When colleagues air grievances publicly, it damages team cohesion and makes collaboration difficult, reducing productivity.
Company: The company’s reputation can be severely damaged by a single public misstep, leading to a loss of customer trust, a decline in stock value, and difficulty attracting top talent. Legal consequences, such as lawsuits for defamation or intellectual property theft, are also a major risk.
Customer: Customers may lose confidence in the company if they see employees engaged in unprofessional or unethical behavior online. This can lead to a decrease in sales and customer loyalty.
Sample Answer
Proposal for a Proactive Policy on Social Media Interactions
1. The Problem: Social Media Interactions and Their Workplace Impact
The proliferation of social media platforms has created a new frontier for communication, but it has also given rise to new challenges, particularly in the workplace. The problem at hand is not simply employees using social media; it’s the potential for negative and unprofessional social media interactions to spill over and affect the workplace. These interactions can take many forms, including sharing confidential company information, posting disparaging remarks about colleagues, clients, or the company, or engaging in online arguments that create a hostile work environment. While these behaviors may not occur on company-provided devices or networks, they can still damage the company's reputation, erode team cohesion, and create a toxic culture. This is a social problem because it blurs the line between personal and professional life,