| There is a high chance your behavior is being monitored off the job, but I do think my behavior is being monitored on the job. Before my manager became my direct manager, we were friends on Facebook. I was not working under her at the time. Now that she is my direct manager, she has access to see what I post. This allows me to monitor my time wisely so I’m not using Facebook for personal pleasure during office hours. I never post anything I wouldn’t want my family members or other coworkers to see, and if I comment or share something it’s on my lunch break. I think my example is minor to moderate. I don’t have a reason to block my boss on social media and it’s not like I am going to post anything that I do not want her to see. We have a lot of similar hobbies so I enjoy seeing some of the things she shares. I already know for a fact my Facebook account was looked at before I was hired. Our job includes a lot of digital advertising work including social media. An employer will want to monitor your social media account when they are doing the hiring process. Unfortunately, your social media account can cause you to be turned down for the job or even cause you to lose your job. In the article Social Media can Impact Future Employment, Holland states, “Part of what companies do when they [search] for you on social media is to see how you conduct yourself. They want to know how you’ll interact with your co-workers and more importantly their customers or potential customers” (Holland, 2014). I think this can fall under deontology, which our textbook describes as “theory claims an act is to be evaluated in terms of its accordance with a specified set of rules” (Mosser, 2013). From an employee’s viewpoint, the company I work for wants to maintain its name and be able to continue to grow. Virtue ethics is a good way to determine an employee’s viewpoint. Virtue ethics wants corporations “to act morally and as good, if artificial, “citizens” (Mosser, 2013). In Legal and ethical issues of employee monitoring, the author states “The ethical issues that an employer looks at may differ from what an employee considers ethical. It all goes back to a point of view on what is permissible and what is right or wrong” (Yerby, 2013). References: Mosser, K. (2013). Ethics and social responsibility (2nd ed.) [Electronic version]. Retrieved from https://content.ashford.edu/ Slayter, M. (2014). Social media can impact future employment. Retrieved from https://theaggie.org/2014/02/14/social-media-can-impact-future-employment/ Yerby, J. (2013). Legal and ethical issues of employee monitoring. Volume 1, Issue 2. Retrieved from http://www.iiakm.org/ojakm/articles/2013/volume1_2/OJAKM_Volume1_2pp44-55.pdf | 
