Social Media Policy to Support Employee Productivity in the Finance Industry

Social Media Policy to Support Employee Productivity in the Finance Industry by David Shaun Rogers MBA, Regis University, 2011 MS, Kansas State University, 1993 BS, Oklahoma Christian University, 1984 AS, Rochester College, 1982 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2018 Abstract Business leaders may see social media as a distraction for their workers; however, blocking access could lead to a reduction in productivity. Using social media technologies with knowledge workers could achieve cost reductions for payroll of 30% to 35%. The purpose of this multiple case study was to explore how business leaders used a social media policy to support employee productivity. The conceptual framework for this study was social exchange theory, which supports the notion that dyad and small group interactions make up most interactions, and such interactions enhance employees’ productivity. The research question was to explore how finance industry leaders are using a social media policy to enhance productivity. The target population for this study was leaders from financial companies in Charlotte, North Carolina, who have experience in using social media policies to increase employee productivity. Data collection included semistructured interviews with 9 technology leaders and company documents at two companies related to the research phenomenon. Yin’s 5-step data analysis approach resulted in 3 themes: employee productivity, communication, and open company culture. Business leaders should consider using a social media policy to engage employees to support productivity, enhance communication both externally and internally, and enrich company culture in a way that is visible to employees. Employee engagement in a social media platform to connect and communicate with people could lead to a happier workplace and encourage employees to volunteer more frequently for social good.Business leaders may see social media as a distraction for their workers; however, blocking access could lead to a reduction in productivity. Using social media technologies with knowledge workers could achieve cost reductions for payroll of 30% to 35%. The purpose of this multiple case study was to explore how business leaders used a social media policy to support employee productivity. The conceptual framework for this study was social exchange theory, which supports the notion that dyad and small group interactions make up most interactions, and such interactions enhance employees’ productivity. The research question was to explore how finance industry leaders are using a social media policy to enhance productivity. The target population for this study was leaders from financial companies in Charlotte, North Carolina, who have experience in using social media policies to increase employee productivity. Data collection included semistructured interviews with 9 technology leaders and company documents at two companies related to the research phenomenon. Yin’s 5-step data analysis approach resulted in 3 themes: employee productivity, communication, and open company culture. Business leaders should consider using a social media policy to engage employees to support productivity, enhance communication both externally and internally, and enrich company culture in a way that is visible to employees. Employee engagement in a social media platform to connect and communicate with people could lead to a happier workplace and encourage employees to volunteer more frequently for social good. Internal Social Media Policy in the Finance Industry by David Shaun Rogers MBA, Regis University, 2011 MS, Kansas State University, 1993 BS, Oklahoma Christian University, 1984 AS, Rochester College, 1982 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2018 Dedication To my dear friends, and family who have supported me emotionally during my studies. I dedicate this research project to my departed father Henry Israel Rogers and my mother, Valda Lee Robinson. It is necessary to love all people, especially those you do not particularly like. Acknowledgments I wish to thank Dr. Robert Hockin, my dissertation chair, who has given me guidance and encouragement. He is a wonderful, dedicated doctoral study chair, and I was fortunate to receive his assistance and leadership. I wish to thank my wife, Sysouda Sean, who was patient and understanding during my studies. Sysouda spent long hours and late nights listening to my complaints and discussions during the long process of completing this work. She was always ready with a smile, a hug, and a cinnamon roll in my support. During this period she also supported me through two job changes and the purchase of a new house. I wish to thank my many teachers, mentors, and role models who have guided me over the years. I want to give special thanks to Geoff Gray, Juan Osuna, Dr. Richard Greenhaw, Dr. Elizabeth Unger, Dr. Jan Chomicki, Dr. Rod Howell, and Dr. Saule Kulubekova. All of you have inspired me and with your friendship, wisdom, and intelligence. I could never have made this journey without your influence in my life. Finally, I wish to thank the university and everyone else I have not mentioned yet who contributed in some fashion to the completion of my doctoral study.