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Anonymous Workblogging and Organizational Coping Strategies

Anonymous Workblogging and Organizational Coping Strategies

Abigail Schoneboom
Copyright: © 2012 |Pages: 19
ISBN13: 9781466616011|ISBN10: 1466616016|EISBN13: 9781466616028
DOI: 10.4018/978-1-4666-1601-1.ch085
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MLA

Schoneboom, Abigail. "Anonymous Workblogging and Organizational Coping Strategies." Human Resources Management: Concepts, Methodologies, Tools, and Applications, edited by Information Resources Management Association, IGI Global, 2012, pp. 1496-1514. https://doi.org/10.4018/978-1-4666-1601-1.ch085

APA

Schoneboom, A. (2012). Anonymous Workblogging and Organizational Coping Strategies. In I. Management Association (Ed.), Human Resources Management: Concepts, Methodologies, Tools, and Applications (pp. 1496-1514). IGI Global. https://doi.org/10.4018/978-1-4666-1601-1.ch085

Chicago

Schoneboom, Abigail. "Anonymous Workblogging and Organizational Coping Strategies." In Human Resources Management: Concepts, Methodologies, Tools, and Applications, edited by Information Resources Management Association, 1496-1514. Hershey, PA: IGI Global, 2012. https://doi.org/10.4018/978-1-4666-1601-1.ch085

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Abstract

In recent years, the rise of blogging has led to debate about whether employees should be free to talk about their employers on the Internet, and whether they should be able to blog on company time. Several high-profile cases of fired bloggers between 2002 and 2006, drew attention to important labor and civil rights issues that led to debate among human resources and employment law experts in the mainstream media. The negative publicity surrounding the cases of fired bloggers has given rise to an alternative management strategy – a cautious embrace of blogging by employers, who saw the practice as a potential opportunity for marketing and professional development. However, efforts by bloggers to retain their right to blog anonymously signify continuing tensions, revealing the contradictions between workplace surveillance and an “enlightened” management doctrine based on openness and trust, indicating a refusal by some employees to align their blogging endeavors with the interests of their employer. This chapter examines the workblogging phenomenon as an intersection of organizations, technology, and trust, and makes some tentative connections between Guerra et al.’s (2003) concept of “trust-tension” and the critical management literature.

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