Labor Management Relations: Social Media Harassment

Social Media Harassment
Student’s Name
Institution
Social Media Harassment
Social media harassment has become a common phenomenon in this day and age of digital technologies. Bullying, defamation, hate speech, and the glorification of action that may cause harm through social media platforms amounts to social media harassment (Pater et al., 2016). The prevalence of technology in a workplace environment increases the chances of social media abuses directed toward the employees and some may feel so intimidated and unwilling to share the humiliating experience with the responsible authorities. The HR manager, who is responsible for the welfare of all the employees in an organization, should take the necessary steps to address incidents of social media harassment.
Although the associate should have taken personal responsibility and report the matter to the relevant authorities, the HR manager should not hesitate to show concern and care for the employee by taking it as a personal responsibility to address the matter. Some employees might be hesitant to report incidences of harassment and the HR manager can proactively gather relevant information on harassment by use of surveys, focus groups, and even encouraging the use of suggestion boxes to ensure anonymity. To enhance further anonymity and confidentiality with the affected employees, the HRM can push for the establishment of complaint mechanisms run by a third party. During the formal and informal meetings, HRM can encourage employees to speak up on an underlying issue through their trusted partners rather than the laid out protocols such as the complaint hotline.
Failure to report some of the indecent behaviors happening on the internet by some employees might be a result of negligence or lack of awareness of the company policies on harassment. Social media...