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The purpose of this paper is to examine the process of investigation of employee harassment via social media to develop best practices to help organisations conduct such investigations more effectively.

It reviews the technical, managerial and legal literature to develop guidance for organisations conducting investigations of employee harassment via social media.

Organisations may not have effective procedures for the investigation of social media misuse, in general, and employee harassment via social media, in particular. This paper provides guidance for organisations to conduct investigation of employee harassment via social media more effectively.

The paper consolidates the fragmented discussion of investigation of social media misuse with regard to employee harassment via a literature review across technical, managerial and legal disciplines. The paper provides guidance to support organisations for conducting investigations of employee harassment via social media more effectively.

Although the popular image of social movement protest is tied to youth, this image is not generally extended to younger children. Children throughout history have participated in social movements, and yet the social construction of children as wholly innocent acts as a barrier to their perceived involvement. Childhood itself is viewed as a protected and universalized space, thereby denying its multiple social locations. Indeed, if children were viewed as inhabiting a socio-political location this might actually be seen to warrant their movement participation. As it stands, however, the reality of children clashes with the preferred image and therefore children appear to be the most understudied of all social movement participants.

The purpose of this paper is to examine the process of investigation of employee harassment via social media to develop best practices to help organizations conduct such investigations more effectively.

It reviews the technical, managerial and legal literature to develop guidance for organizations conducting investigations of employee harassment via social media.

Organizations may not have effective procedures for the investigation of social media misuse, in general, and employee harassment via social media, in particular. This paper provides guidance for organizations to conduct investigation of employee harassment via social media more effectively.

The paper consolidates the fragmented discussion of investigation of social media misuse with regard to employee harassment via a literature review across technical, managerial and legal disciplines. The paper provides guidance to support organizations for conducting investigations of employee harassment via social media more effectively.

Since 9/11, the world has been on alert and it is just a matter of time before a sports facility is targeted. No empirical studies have examined the stress levels of employees in sports facilities. Tangential studies will show, stress symptoms, changes in behavior and life style continued long after 9/11 to the point that it became a habit and no longer an isolated event. However, there is still the question of a secure work environment for the employees of these sports facilities. The current level of security being implemented in sport facilities is no longer sufficient to ensure the safety of employees, participants and spectators. Recommendations have been chosen carefully and are budget dependent. The implementation of biometrics will potentially reduce the stress levels of the targeted work environments by making it a safer place. The increased level of stress in the work environment has been partially reduced by several stress management techniques that include: task redesign, flexible work schedules, participative management, increased employee autonomy, employee fitness programs and open lines of communication to voice on going concerns to insure the safety of fans, athletes and employees. A conclusion is there is still a major concern of a secure work environment for the employees of these sports facilities at this date. This is the challenge.

Considers the quality of service between internal partners within a company looking at how this can influence performance and quality. Looks at the different ways of defining the internal customer and suggests that measurement is most effective when complex procedures are broken down. States that internal marketing is a critical issue facing marketing professions, human resources and other executives. Argues that if poor service is provided between employees it is unlikely that good service will ultimately be provided to the external customer. Invites further research in this area.