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With the digital technological changes from the normal modes online communication to the social media, diverse discussions have been brought about evolving around this topic of the social media governance with ideas and perceptions with a chance for PR under the social media seeming loss its control. In this report, I will discuss the issues arising from the organizations the private social media accounts of the employees giving a real example of the organizations and how they handle situations. Finally, I will discuss the legal issues coming about with the governing personal social media us of the employees.
*Issues Arising From the Organizations and the Private Social Media Accounts of Their Employees*
*Recruitment *
The sites in social media are good platforms for informal networking, digging for the talents or in simple terms opening up (McDonald & Thompson, 2016). A good example is where an employee can post the challenging or technical issue in his account a question and the respondents deliver the best answers. Employees are using their account to advertise jobs to the ones seeking for jobs in the tweeter by tweeting through the company’s Tweeter feeds. Social media gives freedom for the industries to create a recruiting site for the specialties.
*External communication*
Organizations can have accounts like the Facebook account or LinkedIn among others to promote their brands. Other sites like the Yammer are used to link both the internal and external participants such as the clients or the experts in the industry (McDonald & Thompson, 2016).
*Employee engagement*
Basically, the employees feel engaged well if they have a platform where their ideas can be streamed and taken positively. Social media give the employees a good way of spreading the messages as well as their individual comments. In social media, it is quick to deliver information from the organization state and at the same time involving the employees which make them feel connected as part of the organization (Loseke, 2017).
*Practical communities*
Employees with the same field of expert are able to connect and have a platform where they can exchange ideas and consulting each other. This communities of practice bring the questions on board and discuss those sharing contents of the specific topic under discussion (McDonald & Thompson, 2016).
Although not all information that may be shared is fully correct, the platforms are helpful and therefore needs someone in charge of overseeing the social media to lead in the right path ensuring that information shared is accurate (Loseke, 2017).
*A real example of the problem caused by the organization social media account and solution*
A certain organization was faced by the private social media accounts uproar whereby a video was trending for one of the employees who was caught trying to walk away with tools illegally.
Two ways of responding to this issues that would mislead the right criteria of solving the issue at hand; if the executive director of the organization stands out defensively and claim that the video was not true and it was just a false allegation upheld to that employee and the other one is that the board of the governance stands out and responds in a proactive manner saying that the employee be fired with an immediate effect (Banghart et al., 2018).
The above information was not applied to this organization response. These responses could not actually solve the matter because they run the risk of exempting each other out of the organization which further erodes the organization’s believability to the public. The main stakeholder or the board of governance actually called for a meeting, came up with a singular plan where they informed all the employees concerning the plan before anybody made a response to the issue (Quintana, 2017*).* The manager and the board of the governance gave the directory that any request of the action should only rely on this appointed person and that the rest of the employees should not respond to it. He added that all the information needed should only come from the spokesperson or through the official account in the social media for the organization’s platform (McDonald & Thompson, 2016).
*Legal Issues That Are Can About With Governing Personal/Private Social Media Use of Employees*
*Civil Right*
The same freedom that is exercised in the real world, apply in the social media as guaranteed by the United States Constitution including the freedom of religion, freedom of speech, freedom of speech and freedom to search with no reason. One is not supposed to be refrained from enjoying those rights. For example, by posting negative information of the employee in the tweeter or uploading misleading photos in ones account in Facebook. Just as it happens in the real world, one can lose his employment or maybe arrested after the investigation is done (Quintana, 2017*).*
Also, as it is in the real world, the rules of decency and obscenity apply on the social media where almost all sites operate under the service terms laid down. This ensures that the site can be able to remove those kinds of posts and ban the profiles associated with the posting of such information. Since the Social Medias are private enterprises and not run by the government, the site can actually be engaged in a higher degree of controlling such contents more than the state can actually do (McDonald & Thompson, 2016).
*Applicants Screening*
The state social media laws do not hinder any employee from reviewing any public information. Rather, the law restricts the employees from accessing other individual’s social media accounts by means including login request credential, changes in the privacy settings and accounts viewing permissions (Cicourel, 2017).
These laws do not restrict one from viewing of information concerning an applicant who is available in the public. However, the laws prohibit employers from looking for information in the nonpublic pages of applicants in the social media (Loseke, 2017).
*Advertising and Account Creation*
In the recent past, Oregon made an amendment of the laws that exist in social media to prohibit groups of the employer behaviors that were not addressed previously existing social media laws. Employers are now not allowed to request or require an employee authorize the employer to do advertisement in his social media account. The law of Virginia removes explicitly from employee’s covered information by the request of the employer (Banghart et al., 2018).

Every change has its own pros and cons. Social media is under the laws to ensure that the users are doing the right thing without putting other users on disadvantage. This has helped both private/personal and the organizations in using social media to make communication easy and reliable. Apart from the laws of the state, it is important that the organizations come with their own ways of ensuring accuracy by employing their specialists. Everyone has a right to using social media for general or specific advantage.

Banghart, S., Etter, M., & Stohl, C. (2018). Organizational boundary regulation through social media policies. *Management Communication Quarterly*, *32*(3), 337-373.
Loseke, D. (2017). *Thinking about social problems: An introduction to constructionist perspectives*. Routledge.
Cicourel, A. (2017). *The social organization of juvenile justice*. Routledge.
McDonald, P., & Thompson, P. (2016). Social media (tion) and the reshaping of public/private boundaries in employment relations. *International Journal of Management Reviews*, *18*(1), 69-84.
Quintana, T. (2017). What’s in a Like: The Union Interest in Regulating Social Media Use. *USFL Rev.*, *51*, 147.

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