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Question: Discuss about the Use of Social Media in the Workplace. Answer: Introduction Use of social media in the workplace causes vital issues on the work. This process decreases the concentration of the employees during their work. According to the several types of research, it has been observed that use of social media application for the personal use of the employees during their work may affect their performance level (Kumar, Choi and Greene 2017). The productivity of the employees can be damaged for the personal use of social media in the workplace. Therefore, rapid application of the social media increases the risk of malware. This study deals with the banning of social media as the HR practice and its importance in the workplace. Brief discussion of the organization Woolworths Limited is a well known Australian supermarket with extensive retail interest. This organization operates their business all over the Australia and New Zealand. According to the sales revenue, this organization has occupied the second largest position in the Australia (woolworths.com.au 2017). Woolworths offers quality products at low price including food, clothes and other household products. This organization is established in 1931 in Perth of Australia. This organization focuses on the employee benefit and customer value. Therefore, their technology is advanced and they include dynamic thinking regarding their business. Providing fresh food products to the customers is their main business aim. In the present years, Woolworths operates 100 stores in the Australia and 968 supermarkets. This ensures their growing business and sales revenue in Australian supermarket segments. Discussion of banning of social media in the workplace in context of Woolworths Application of the social media for the product promotion is a relevant practice for every business organization while personal use of the social media in the workplace will hamper the productivity of the employees (Fuchs 2017). Hence, among the many practices, restricted use of the social media in the workplace should be a major HR practice in the Woolworths. According to the statistical data approx 32% time of the total working hour can be destroyed for the personal use of social media in the workplace. This gives a clear indication of the huge loss of productivity and the official resources. Hence, by banning the social media use in the workplace will lead the HR to maximize the concentration of the employees towards their work that will lead the organization towards the increased profitability. This HR practice will be beneficial for Woolworths Ltd. Therefore, the confidentiality of the company information often disclosed through the use of social media in the workplace. Hence, the restriction in the use of social media in the workplace will lead the management secure the company data. Banning of social media as the HR practice in the workplace maintains the good employee relationship with an organization (Carr 2017). On the other hand application of social media like Facebook, Twitter will enable the employees to promote the business while personal use of these media during the working hour may affect work and the productivity of the organization. Restricted use of the social media as an HR practice will enable an organization to resist their employees to show any illegal or unauthentic activity regarding the organization. Significance of the banning of social media in context of Woolworths Woolworths is a popular retail sector in Australia hence, to improve their brand image they use social media activity in their business. However, this is a good approach for this organization to improve their product promotion while it may affect their productivity. However, the employees are often busy to use the social media applications during the work for the business purpose. Therefore, for this reason, they often use the social media for their personal entertainment and refreshment in the workplace which hampers their performance (Crawford and Gillespie 2016). Hence, in order to maximize the productivity and concentration of the employees, Woolworths needs to prohibit the use of social media in the workplace. On the other hand, often the employees share their bad experience in an organization on their social media website that leaves a negative impact on the brand image of the organization (Robertson and Kee 2017). For this reason, the HRM of the Woolworths needs to ban the use of social media in the workplace. Therefore, in order to maintain the good relationship between the employees and management use of social media in the workplace should be restricted. Apart from this breach of confidentiality about the company information can be occurred for the rapid use of social media in the workplace. However, Woolworths is a popular organization thus to keep its business information confidential the HRM needs to incorporate banning of the use of social media in the workplace (Christina, Stefan and Markus 2016). Therefore, the error occurs in the work of the employees of Woolworths while using social media in the workplace. Thus it is important for such organization to prohibit the social media use in their corporate organization. Recommendations Rapid application of the social media should be discarded from the workplace to maximize the productivity (Miranda, Young and Yetgin 2016). Hence by providing proper knowledge to the employees, Woolworths will be able to minimize the use of social media application in the workplace. Therefore, employee motivation regarding the banning of social media application in the workplace will be beneficial for such organization to prohibit the use of social media. Ways to implement the recommendations Providing proper guideline about the harmful effect of the use of social media in the workplace to the employees will be a good approach for Woolworths to resist the employees from using it (Carr 2017). Therefore, implementation of strict policies in the workplace regarding the banning of the use of social media will be an effective way for such organization to stop the use of social media. Moreover, offering the financial and non-financial reward based on the performance of the employees will motivate the employees to minimize the use of social media in the workplace. Conclusion The entire piece of the study focuses on the banning of social media in the workplace as an HR practice. This should be applicable for Woolworths as it is a large organization of Australia and use social media for their business promotion. For this reason, this organization needs to make restriction about the use of social media in the workplace in order to maximize their productivity and to protect the company information. Therefore, by providing knowledge to the employees about the negative impact of the social media application during work is a good approach to inhibit such process. References Carr, P., 2017. Whole Enterprise Social Media for Business Performance. InPhantom Ex Machina(pp. 25-35). Springer International Publishing. Christina, S., Stefan, T. and Markus, M., 2016, January. Protecting Knowledge in the Financial Sector: An Analysis of Knowledge Risks Arising from Social Media. 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