Management, organizational, and technological factors can impede adoption of internal corporate social networks. Management issues include a lack of incentives for employees to use new social software. Organizational issues include resistance to change from employees accustomed to traditional work practices. Technological issues include social networks that are difficult to use, lack relevant content, and do not demonstrate clear job benefits. For example, NASA's internal social network called Spacebook failed because it did not consider organizational culture and politics or explain how the network would help employees' work.
2. A social networking service is an online
platform which people use to build social
networks or social relations with other
people who share similar personal or career
interests, activities, backgrounds or real-life
connections. The social network is
distributed across various computer networks
3. IT organization need to take charge to ensure
that the internal and external social
networking efforts of the company are
providing genuine value to the business
.social business tool should be appropriate
for the task on hand and the organizations
business processes, and users need to
understand how and why to use them
4. Information Week 2013 Social Networking found
that only 18% of respondents believed their social
networking programs were successful. But one of
the major issues faced by the employees was
learning new software tool.
5. Q1: Identify the management, organization, and
technology factors responsible for impeding
adoption of internal corporate social networks
Management:
No matter young or old employees, who were
collaborating and doing business in more traditional
settings normally need an incentive to use social
software. However, majority of the companies are
not providing incentives to the employees, there are
only 22 percent of the users of the social software
believe the technology is useful and necessary to
their job.
6. Organization:
Those companies that have tried to set up the internal
social network have found out that the employees who are used
to do business in a certain way and overcoming the
organizational inertia can prove difficult. About half of the survey
respondents said that internal social networks had a “very little
impact” on employee’s retention, the speed of making decision
or the reduction of meetings.
Technology:
To increase the motivation to adopt the social
networking technologies, ease of use and increased job efficiency
are more important compared to peer pressure. Most of the IT
professionals consider their own internal social networks are only
average or below average and the biggest reason is low adoption
rates of the employees. The content on the networks must be
relevant, up-to-date and easy to access. Users prefer to use the
network that is more user-friendly rather than difficult to reach.
7. NASA’s Goddard Space Flight Center is the
example who failed to implement the internal
social network. They set up a custom-built
enterprise social network called Spacebook, and
it is to help small teams to collaborate without
e-mailing the larger groups. Spacebook included
user profiles, group workspaces like wikis,
discussion forum, file sharing and group
creation. However, spacebook was failed, and it
was due to it is not focus enough on people and
the network was not taking into consideration on
the organization’s culture and politics. The
employees do not understand and do not realize
how the network would help them to do their
jobs.
8. Yes, I think all companies should implement
internal enterprise social networks. Internal
social network is actually a very useful tool for
the companies to reduce expenses, time and
improve productivity. People in the company can
simply share documents and information online
and communicate via this platform, and this help
to save time and as well energy compared to the
traditional way which is to deliver the hardcopy
of the document manually and using phone call
which will cost money. Companies should provide
incentives to encourage the employee to adopt
the new system. I believe that if the employees
are clear of what benefits they will receive with
the new system, they would be more willing to
accept the changes.
