Impact of Social Media on Organizational Culture: Evidence from PakistanMuhammad Arslan
This paper investigates the impact of social Media on Organizational culture. The approach used in this paper
was to give the application and significance of development of Social media for organizations. With an
introduction to social media, organizational culture is focused by studying communication, business focus,
workplace harmony, workplace behaviors, and business discipline. A self-administered survey is used to collect
responses from employees working at different organizations through e-mail and various social media tools. The
main result of the research is the validation of the research framework of employees operating in the SME’s of
Pakistan. It has been found that organizational culture is considerably affected by development and application
of social media for business related activities in organizations.
Impact of Social Media on Organizational Culture: Evidence from PakistanMuhammad Arslan
This paper investigates the impact of social Media on Organizational culture. The approach used in this paper
was to give the application and significance of development of Social media for organizations. With an
introduction to social media, organizational culture is focused by studying communication, business focus,
workplace harmony, workplace behaviors, and business discipline. A self-administered survey is used to collect
responses from employees working at different organizations through e-mail and various social media tools. The
main result of the research is the validation of the research framework of employees operating in the SME’s of
Pakistan. It has been found that organizational culture is considerably affected by development and application
of social media for business related activities in organizations.
APPLYING THE TECHNOLOGY ACCEPTANCE MODEL TO UNDERSTAND SOCIAL NETWORKING ijcsit
This study examines the individuals’ participation intentions and behaviour on Social Networking Sites (SNSs). For this purpose, the Technology Acceptance Model (TAM) is utilized and extended in this study through the addition of “perceived social capital” construct aiming to increase its explanatory power and predictive ability in this context. Data collected from a survey of 1100 participants and distilled to 657 usable sets has been analysed to assess the predictive power of proposed model via structural equation modelling. The model proposed in this study explains 56% of the variance in “Participation Intentions” and 55% of the variance in “Participation Behaviour”. Participation of behavioural intention in the model’
explanatory power was the highest amongst the constructs (able to explain 28% of usage behaviour).While, “Attitude” explain around 11% of SNSs usage behaviour. The study findings also show that “Perceived Social Capital” construct has a notable impact on usage behaviour, this impact came indirectly through its direct effect on “Attitude” and “Perceived Usefulness”. Participation of “Perceived Social Capital” in the models' explanatory power was the third highest amongst the constructs. “Perceived Social Capital”, alone explain around 9% of SNSs usage behaviour.
Corporate Communication & Social Media: A study of its usage patterninventionjournals
Social media helps corporate communication professionals to build and maintain relationships with
all the publics. Nowadays a company’s reputation also depends on the image built by the company in social
media. This study aims to examine; on how corporate communication professionals use social media for
corporate communications. The data for the study was collected from 125 corporate communication
professionals across Bengaluru city through a scientific survey method and sampling procedures. The research
study found that Facebook, Twitter and LinkedIn were extensively used for corporate communication. The most
popular uses of social media for corporate communications were employee communication, customer/consumer
relations, relationship with general public and media relations. Majority of the messages shared on social
media were pertaining to events organised by the company, achievements, news, promotional messages and
corporate social responsibility. Social media is the future; hence, corporate communication and PR
professionals should exploit this media for all their corporate communication uses, needs and campaigns
COLLABORA: A COLLABORATIVE ARCHITECTURE FOR EVALUATING INDIVIDUALS PARTICIPAT...ijseajournal
The execution of collaborative activities enables interaction among its participants, however, the real
problem is to evaluate how much each subject contributed in the development of the activity. The
evaluation process allows to inform important aspects about the individual or the group, such as:
reliability, interdependence, flexibility, commitment, interpersonal relationship, productivity and
management strategies. This work proposes is based in domain based architecture and computer-supported
collaborative learning (CSCL) in order to measure individual and group contributions to the
accomplishment of its activities. The evaluation of the collaboration is made in a semi-automated way
using as criteria measures of collaboration present in the literature like counting the amount of meaningful
and valid words in conversations, which allows to evaluate its commitment. After the activity finalizes, a
collaboration score is given to the participant of the group. The proposed architecture was implemented in
the education domain. In addition to generate a set of exercises to the studied subject, the architecture
helped to provide statistic data related to the collaboration assessment among the peers during the
development of collaborative activities.
2009-JCMC-Discussion catalysts-Himelboim and SmithMarc Smith
This study addresses 3 research questions in the context of online political discussions:
What is the distribution of successful topic starting practices, what characterizes the content
of large thread-starting messages, and what is the source of that content? A 6-month
analysis of almost 40,000 authors in 20 political Usenet newsgroups identified authors
who received a disproportionate number of replies. We labeled these authors ‘‘discussion
catalysts.’’ Content analysis revealed that 95 percent of discussion catalysts’ messages
contained content imported from elsewhere on the web, about 2/3 from traditional news
organizations. We conclude that the flow of information from the content creators to the
readers and writers continues to be mediated by a few individuals who act as filters and
amplifiers.
Team D Self Guided Social Media Training Manual Presentation Mark Hill
Self-Guided Social Media Training Guide Presentation
LaTrece Bright, Marie Gladue, Lisa Hill, and Melinda Jeffrey
AET/562
February 20, 2017
Dr. Sean Spear
Impact of Social Media on Organizational Culture: Evidence from PakistanMuhammad Arslan
This paper investigates the impact of social Media on Organizational culture. The approach used in this paper
was to give the application and significance of development of Social media for organizations. With an
introduction to social media, organizational culture is focused by studying communication, business focus,
workplace harmony, workplace behaviors, and business discipline. A self-administered survey is used to collect
responses from employees working at different organizations through e-mail and various social media tools. The
main result of the research is the validation of the research framework of employees operating in the SME’s of
Pakistan. It has been found that organizational culture is considerably affected by development and application
of social media for business related activities in organizations.
APPLYING THE TECHNOLOGY ACCEPTANCE MODEL TO UNDERSTAND SOCIAL NETWORKING ijcsit
This study examines the individuals’ participation intentions and behaviour on Social Networking Sites (SNSs). For this purpose, the Technology Acceptance Model (TAM) is utilized and extended in this study through the addition of “perceived social capital” construct aiming to increase its explanatory power and predictive ability in this context. Data collected from a survey of 1100 participants and distilled to 657 usable sets has been analysed to assess the predictive power of proposed model via structural equation modelling. The model proposed in this study explains 56% of the variance in “Participation Intentions” and 55% of the variance in “Participation Behaviour”. Participation of behavioural intention in the model’
explanatory power was the highest amongst the constructs (able to explain 28% of usage behaviour).While, “Attitude” explain around 11% of SNSs usage behaviour. The study findings also show that “Perceived Social Capital” construct has a notable impact on usage behaviour, this impact came indirectly through its direct effect on “Attitude” and “Perceived Usefulness”. Participation of “Perceived Social Capital” in the models' explanatory power was the third highest amongst the constructs. “Perceived Social Capital”, alone explain around 9% of SNSs usage behaviour.
Corporate Communication & Social Media: A study of its usage patterninventionjournals
Social media helps corporate communication professionals to build and maintain relationships with
all the publics. Nowadays a company’s reputation also depends on the image built by the company in social
media. This study aims to examine; on how corporate communication professionals use social media for
corporate communications. The data for the study was collected from 125 corporate communication
professionals across Bengaluru city through a scientific survey method and sampling procedures. The research
study found that Facebook, Twitter and LinkedIn were extensively used for corporate communication. The most
popular uses of social media for corporate communications were employee communication, customer/consumer
relations, relationship with general public and media relations. Majority of the messages shared on social
media were pertaining to events organised by the company, achievements, news, promotional messages and
corporate social responsibility. Social media is the future; hence, corporate communication and PR
professionals should exploit this media for all their corporate communication uses, needs and campaigns
COLLABORA: A COLLABORATIVE ARCHITECTURE FOR EVALUATING INDIVIDUALS PARTICIPAT...ijseajournal
The execution of collaborative activities enables interaction among its participants, however, the real
problem is to evaluate how much each subject contributed in the development of the activity. The
evaluation process allows to inform important aspects about the individual or the group, such as:
reliability, interdependence, flexibility, commitment, interpersonal relationship, productivity and
management strategies. This work proposes is based in domain based architecture and computer-supported
collaborative learning (CSCL) in order to measure individual and group contributions to the
accomplishment of its activities. The evaluation of the collaboration is made in a semi-automated way
using as criteria measures of collaboration present in the literature like counting the amount of meaningful
and valid words in conversations, which allows to evaluate its commitment. After the activity finalizes, a
collaboration score is given to the participant of the group. The proposed architecture was implemented in
the education domain. In addition to generate a set of exercises to the studied subject, the architecture
helped to provide statistic data related to the collaboration assessment among the peers during the
development of collaborative activities.
2009-JCMC-Discussion catalysts-Himelboim and SmithMarc Smith
This study addresses 3 research questions in the context of online political discussions:
What is the distribution of successful topic starting practices, what characterizes the content
of large thread-starting messages, and what is the source of that content? A 6-month
analysis of almost 40,000 authors in 20 political Usenet newsgroups identified authors
who received a disproportionate number of replies. We labeled these authors ‘‘discussion
catalysts.’’ Content analysis revealed that 95 percent of discussion catalysts’ messages
contained content imported from elsewhere on the web, about 2/3 from traditional news
organizations. We conclude that the flow of information from the content creators to the
readers and writers continues to be mediated by a few individuals who act as filters and
amplifiers.
Team D Self Guided Social Media Training Manual Presentation Mark Hill
Self-Guided Social Media Training Guide Presentation
LaTrece Bright, Marie Gladue, Lisa Hill, and Melinda Jeffrey
AET/562
February 20, 2017
Dr. Sean Spear
Impact of Social Media on Organizational Culture: Evidence from PakistanMuhammad Arslan
This paper investigates the impact of social Media on Organizational culture. The approach used in this paper
was to give the application and significance of development of Social media for organizations. With an
introduction to social media, organizational culture is focused by studying communication, business focus,
workplace harmony, workplace behaviors, and business discipline. A self-administered survey is used to collect
responses from employees working at different organizations through e-mail and various social media tools. The
main result of the research is the validation of the research framework of employees operating in the SME’s of
Pakistan. It has been found that organizational culture is considerably affected by development and application
of social media for business related activities in organizations.
Social Media and Social Media Marketing: A Literature Reviewiosrjce
Social media and social media marketing are sometimes used interchangeably, but two indeed are
different. The purpose of this research paper is to revisit the literature on both concepts and correlates them in
technical terminologies. We have studied the literature available on Social media first and identified the basic
functionalities of it. Then the literature available on social media marketing helped us in identifying its
dimensions. In conclusion section of the research paper we have correlated the two concepts and redefined
social media marketing in technical terms.
BBA 2026, Organizational Communication 1 Course Learntroutmanboris
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
8. Create a communication strategy that fosters change and innovation.
8.1. Develop a solution that will solve an organizational issue and meet the needs of the people
involved.
8.2. Compile a report that includes potential audience analysis, a purposeful message, and a
type of channel that could be used for feedback.
Reading Assignment
In order to access the following resource(s), click the link(s) below:
Law, S., & Verville, J. (2011). Human roles and communication strategies of corporate identity performance:
Enhancing global image, leadership, and legacy of a high-tech leader. Academy of Marketing Studies
Journal, 15(2), 17-32. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c
olumbiasouthern.edu/docview/915080810?accountid=33337
Neal, K. (2010). Stepping up to the plate: Developing an effective business communication strategy.
Information Management Journal, 44(2), 38-41. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c
olumbiasouthern.edu/docview/227765267?accountid=33337
Click here to view the Unit VIII Presentation.
Click here to view the Unit VIII Presentation transcript.
Course/Unit
Learning Outcomes
Learning Activity
8
Unit Lesson
Unit VIII Presentation
Article: “Human roles and communication strategies of corporate identity
performance: Enhancing global image, leadership, and legacy of a
high-tech leader”
Article: “Stepping up to the plate: Developing an effective business
communication strategy”
Unit VIII Mini Project
8.1
Unit Lesson
Article: “Stepping up to the plate: Developing an effective business
communication strategy”
Unit VIII Presentation
Unit VIII Mini Project
8.2
Unit Lesson
Article: “Stepping up to the plate: Developing an effective business
communication strategy”
Unit VIII Presentation
Unit VIII Mini Project
UNIT VIII STUDY GUIDE
Creating a Communication Strategy
that Fosters Change and Innovation
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/915080810?accountid=33337
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/915080810?accountid=33337
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/227765267?accountid=33337
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/227765267?accountid=33337
https://online.columbiasouthern.edu/CSU_Content/Courses/Business/BBA/BBA2026/16I/UnitVIII/UnitVIII_Presentation.htm
https://online.columbiasouthern.edu/CSU ...
THE SURVEY OF SENTIMENT AND OPINION MINING FOR BEHAVIOR ANALYSIS OF SOCIAL MEDIAIJCSES Journal
Nowadays, internet has changed the world into a global village. Social Media has reduced the gaps among
the individuals. Previously communication was a time consuming and expensive task between the people.
Social Media has earned fame because it is a cheaper and faster communication provider. Besides, social
media has allowed us to reduce the gaps of physical distance, it also generates and preserves huge amount
of data. The data are very valuable and it presents association degree between people and their opinions.The comprehensive analysis of the methods which are used on user behavior prediction is presented in this paper. This comparison will provide a detailed information, pros and cons in the domain of sentiment and
opinion mining.
Assignment Process RecordingsA process recording is a written t.docxlynettearnold46882
Assignment: Process Recordings
A process recording is a written tool used by field education experience students, field instructors, and faculty to examine the dynamics of social work interactions in time. Process recordings can help in developing and refining interviewing and intervention skills. By conceptualizing and organizing ongoing activities with social work clients, you are able to clarify the purpose of interviews and interventions, identify personal and professional strengths and weaknesses, and improve self-awareness. The process recording is also a useful tool in exploring the interpersonal dynamics and values operating between you and the client system through an analysis of filtering the process used in recording a session.
For this Assignment, you will submit a process recording of your field education experiences specific to diversity and cultural competence.
The Assignment should be 3 to 4 pages using the process recordings template in the attachments. Make sure to use the Process Recordings Template in the attachments. Each question below needs to be answered.:
· Provide a transcript of what happened during your field education experience, including a dialogue of interaction with a client. (Create a made up dialogue and scenario of interaction between Daniel the case worker and the family mentioned at the bottom of the instructions. Details of the family are at the bottom of the page.)
· Explain your interpretation of what occurred in the dialogue, including social work practice theories, and explain how it might relate to diversity or cultural competence covered this week.
· Describe your reactions and/or any issues related to your interaction with a client during your field education experience. (Use client’s at bottom of instructions.)
· Explain how you applied social work practice skills when performing the activities during your process recording.
Support your Assignment with specific references to the resources below to support your information. Be sure to provide full APA citations for your references.
Gallina, N. (2010). Conflict between professional ethics and practice demands: Social workers' perceptions. Journal of Social Work Values and Ethics, 7(2), 1–9. Retrieved from http://www.socialworker.com/jswve/fall2010/f10conflict.pdf (IN ATTACHMENTS)
Kimball, E., & Kim, J. (2013). Virtual boundaries: Ethical considerations for use of social media in social work. Social Work, 58(2), 185–188. (IN ATTACHMENTS)
National Association of Social Workers. (2017). Code of ethics of the National Association of Social Workers. Retrieved from https://www.socialworkers.org/About/Ethics/Code-of-Ethics/Code-of-Ethics-English (VISIT WEBSITE)
Information on Family to create dialogue for:
Service to be Provided: Supervised visitation of Chistopher Cook and Luci Cook Spending time with their daughter Lucy Cook who is 8 months old.
Christopher Cook is a 30 year old Somoan/Hawaiian male from a small town in I.
Literature Review of Information Behaviour on Social MediaDavid Thompson
Using your knowledge about information resource and skills in searching and evaluating information achieved in the first half of the semester, now you are required to choose a specific topic in the area of information research, explore the exisiting literature within this domain and write a literature review.
Value Creation & the Evolution of Organizational Business ModelsPaul Di Gangi
Presentation by Paul M. Di Gangi on January 31, 2011 at the Stockholm School of Economics in Second Life (SSE Island) for Robin Teigland.
This presentation outlines the key shifts in people, technology, and the economy that have led to the growth of new types of organizational business models and how value can be created.
This presentation is also available here: http://www.slideshare.net/eteigland/lecture-by-paul-digangivalue-creation
ReferencesAlhabash, S., & Ma, M. (January 2017). A Tale of F.docxlorent8
References
Alhabash, S., & Ma, M. (January 2017). A Tale of Four Platforms. Motivations and Uses of Facebook, Twitter, Instagram, and Snapchat Among College Students?,3(1). Retrieved from https://journals.sagepub.com/doi/full/10.1177/2056305117691544. Comment by Imported Author: 4/2/19, 3:19 PMMelanie Shaw April 2, 2019 at 8:51 PMHanging indentation needed. Omit italics from URL. Review title capitalization.
American Psychological Association. (2010). Ethical principles of psychologists and code of conduct. Retrieved from http://www.apa.org/ethics/code/index.aspx
Bratt, W. (2010). Ethical Considerations of Social Networking for Counsellors Considérations morales de gestion de réseau sociale pour des conseillers. Retrieved from https://files.eric.ed.gov/fulltext/EJ912086.pdf
Chambers, C. T. (2018). Navigating Your Social Media Presence: Opportunities and Challenges. COMMENTARY, 6(3). Retrieved from https://www.apa.org/pubs/journals/features/cpp-cpp0000228.pdf.
Giota, K. G., & Kleftaras, G. (2014). Opportunities, Risks and Ethical Considerations. Social Media and Counseling, 8(8). Retrieved from https://waset.org/publications/9998905/social-media-and-counseling-opportunities-risks-and-ethical-considerations.
Hitchcock, J. M. (2008). Public or private?: A social cognitive exploratory study of privacy on social networking sites. California State University, Fullerton, California, US. Retrieved from https://antioch.worldcat.org/title/public-or-private-a-social-cognitive-exploratory- study-of-privacy-on-social-networking-sites/oclc/257752789&referer=brief_results
Jent, J. F., Eaton, C. K., Merrick, M. T., Englebert, N. E., Dandes, S. K., Chapman, A. V., & Hershorin, E. R. (2011). The decision to access patient information from a social media site: What would you do? The Journal of Adolescent Health: Official Publication of the Society for Adolescent Medicine, 49(4), 414–420. doi:10.1016/j.jadohealth.2011.02.004
Kaplan, A. M., & Haenlein, M. (February 2010). Business Horizons. Users of the World, Unite! The Challenges and Opportunities of Social Media,53(1). Retrieved from https://www.sciencedirect.com/science/article/pii/S0007681309001232.
Kord, J. I. (2008). Understanding the Facebook generation: A study of the relationship between online social networking and academic and social integration and intentions to re-enroll (Ph.D.). University of Kansas, Kansas, US. Retrieved from http://search.proquest.com//docview/304638957
Lamont-Mills, A., Christensen, S., & Moses, L. (2018). Confidentiality and informed
consent in counselling and psychotherapy: a systematic review. Melbourne: PACFA.Lannin, D., & Scott, N. (2014). Best practices for an online world. CE Corner, 45. Retrieved from https://www.apa.org/monitor/2014/02/ce-corner.
Lehavot, K. (2009). “MySpace” or yours? The ethical dilemma of graduate students’ personal lives on the Internet. Ethics & Behavior, 19(2). Retrieved from http://search.proquest.com.antioch.idm.oclc.org/psychology/do.
World Civilization I Professor Cieglo Spring 2019 .docxdunnramage
World Civilization I
Professor Cieglo
Spring 2019
“Cracking the Maya Code” Assignment (15 Points)
DUE Thursday, March 7th by 11:59pm on Blackboard
Link to Documentary: https://www.youtube.com/watch?v=OQLG0RF5UZY
Link to Transcript: http://www.pbs.org/wgbh/nova/ancient/cracking-maya-code.html
Answer each of the three questions below with a minimum of 75 words per question (although you may
need more to fully answer one or more of the questions.) THIS ASSIGNMENT MUST BE SUBMITTED AS A
.WORD OR PDF attachment on Blackboard, or I will not accept it and you will receive a “0.” You can
number your answers 1, 2, and 3.
1) What was the common historical view of the Maya before their writing was deciphered?
2) How did the events of a) World War I and b) the Cold War influence J. Eric Thompson’s study of the
Maya? Be sure to explain the influence of BOTH World War I and the Cold War.
3) How did the decipherment of the Maya writing system change scholars’ understanding of the Maya
Civilization?
https://www.youtube.com/watch?v=OQLG0RF5UZY
http://www.pbs.org/wgbh/nova/ancient/cracking-maya-code.html
MK390 Marketing across Cultures – Individual Assignment 2 – 2018/19 – subject to external examiner approval
Tutors: Dr Keith Perks and Dr Carmen Lopez
Aims of the Assignment
· To enable students to learn about a new culture of their choice
· To explore the effects of a different culture on consumer attitudes and behaviour and how exporting firms can use this knowledge effectively
· To identify and review appropriate literature on culture and social media to apply relevant theories and concepts on consumer and exporting firms use of social media.
Assignment Brief
Select an overseas country of interest (but it cannot be the UK, your home country, or the main one selected for assignment 1). You should then address the following 4 points:
1. Based on the theories and concepts from the literature, describe, discuss and interpret what is known, in general, about consumers, customers and managers motivations and behaviour in the social media environment.
2. Using your research of what is known from the literature about social media discussed in point 1, critically evaluate and apply appropriate cultural theories and concepts to explain how and why they might affect motivations and behaviour in social media in your selected country.
3. From your findings discuss the implications of this knowledge of culture and social media for SME exporters.
4. Identify any future avenues for further research.
5. Conclusion
Marking Scheme
Marking criteria
Proportion of Marks
Secondary research
Use of relevant secondary data and research literature from a suitably wide range of sources, appropriately integrated, summarized and referenced (Harvard system).
25%
Relevant discussion, application and integration of knowledge and theories in the areas of culture and social media
Demonstration of a sound understanding of cultural .
Hyvää Maailmanlaajuista Yhteisömanagerien päivää kaikille! Vaikka en päässyt tänään Hämeenlinnaan Suomen #cmadfi tapahtumaan, niin laitan näin Slidesharen kautta some-pomoilun terveiset some-suvulle, :)
Työskentelyssä tarvitaan uudenlaisia online-vuorovaikutustaitoja, joita face-2-face- kokoustamisen työkulttuuriin tottuneet työntekijät/johtajat tarvitsevat. Ota yhteys katri@katriluukka.fi , niin räätälöidään sinun työyhteisölle sopiva valmennusohjelma.
Pidän työyhteisöiden tarpeisiin räätälöityjä koulutuksia ja seminaareja uudenlaisista #onlinevuorovaikutustaidoista ja työnmuutoksesta kohti sähköistäasiointia ja työskentelystä sosiaalisissa intraneteissä
Katri Luukka pitää Golfista Tunnepelinä esityksiä Golf Klubeilla ja työyhteisöiden golfkerhoille.
Tämä esitys johdattelee, miksi golf on tunnepeli. Tämän lisäksi on esitys 24:stä erilaisesta ratkaisukeskeisestä menetelmästä, joilla voidaa edistää tunnepelaamista golfissa.
Siirtotyöläinen on ei-diginatiivi, jolla ei ole yhteisöllisiä online-työskentelyn taitoja. Katri Luukka Solutions järjestää työyhteisöille valmennuksia yhteisölliseen online-offline- työskentelyyn ja sen johtamiseen. Ota yhteys www.katriluukka.fi
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
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1. Towards to the Social Media Leadership Theory
Katri Luukka, Vice Principal, PhD, Salpaus Further Education
Abstract
The article’s theoretical background considers the basics of social media and open
leadership theory. This article focuses on a discussion of the three following research
questions: 1. How does an international group of managers perceive their use of social
media as part of their work now? 2. Can their experiences be related to theory of open
leadership (Li 2010)? 3. How do the participants perceive negative experiences, feelings
and face-to-face leading involved in social media leadership? The data was collected on a
private Facebook group and researcher’s 14 blogs. The main results of the research are
that Li’s (2010) open leadership theory considers the basics for social media leadership.
However, there is a need to develop a new more detailed social media leadership theory.
1 Introduction
The article presents outcomes of the author’s MBA research (Luukka 2011a) which had
three aims: 1) to investigate managers’ social media leadership experiences on, how open
leadership theory (Li 2010) works in practical leadership situations, 2) to research how
negative experiences, feelings and face-to-face leading are parts of social media
leadership, and 3) to expand the author’s knowledge and skills of social media and to find
useful practical solutions for the use of social media as part of her leadership in an adult
education organization from offline /face-to-face leading culture to new online- offline
leading culture. This article has the following structure: introduction is followed by
theoretical framework that considers the main social media tools like blogs, Facebook,
Twitter and LinkedIn. Open leadership theory’s ten elements from sharing and decision
making to transformation of organization culture are also presented. After that follows
research questions, methods, results and finally conclusions and discussion. This article
focuses on describing the study’s conclusions of the need for a practice-based social
media leadership theory.
2. 2 Theoretical Framework
The theoretical framework of the article considers social media tools; blogs, Facebook,
Twitter and LinkedIn possibilities to improve leadership. The latest Charlene Li’s (2010)
open leadership theory is presented as a theoretical background of the study. The other
previous leadership theories from trait theories (Taylorism) to behavioral, contingency,
transactional to transformational leadership theories were part of the research, but they
are not presented in this article.
2.1 Social media (Web 2.0) definition
Tim O’Reilly (founder of O’Reilly Media) used the term Web 2.0 to describe the significant
shift in how software developers and users were interacting with the Web in 2004. You
could not do this with earlier Web sites, which were primarily used for two things: to
provide information or as Web services. Web 2.0 is working like a relationship Web for
users. Organizations use sites to attract, create, build and deepen relationships with
people: internally with employees and externally with customers, partners, investors or
prospective employees and customers. (Brown, 2009 p. 9, Lincoln, 2009 p. 7, Pauker
Kreizberg 2009, Mustonen, 2009 p.10-11, Safko and Brake 2009 p 6-7.)
At the beginning of the study the author used Jue et. al.’s (2010) definition of social media
to describe to the research participants, what social media meant in the study. Jue et. al.
(2010 p. 44) defines social media as follows: “today social media encompasses all the
Internet-enabled capabilities for communicating through different means: audio, video,
text, images and every other combination or permutation imaginable”. At the end of the
study, the author made her own definition for social media. “Social media is collaborative
online working by using social media tools or social networking communities and other
Internet based solutions to achieve a common goal for online working” (Luukka 2011a, p.
9).
Blogs
Web logs are better known as blogs (Blossom, 2009 p. 32, Briggs and Burke, 2009 p. 281,
Burrows 2007, Kilpi, 2006 p.11). Private persons are writing blogs e.g. to expose their
public opinions and for keeping their online journals. Blogs are also used as a learning
method to improve and share reflection on e-learning (Ferriter 2009, Imperatore 2009,
Yang 2009). Enterprises are writing blogs for improving their business brand but also for
3. internal communication as to implement the organisation’s strategy for personnel (Kilpi,
2006 p. 25-27). An important feature of blogging is that readers are able to leave their own
personal comments in an interactive format (Burrows 2007). An ever-growing number of
online markets are using blogs to replace more traditional e-commerce web sites
(Meyerson 2008). The use of blogs as part of leadership is quite common nowadays. The
author has also written blogs as part of her work for two years. The author’s social media
leadership blogs were part of the MBA research project and also secondary data of the
study (Luukka 2011b, Luukka 2011c).
Social media networks: Facebook, Twitter and LinkedIn
Facebook, Twitter and LinkedIn are globally the most widely used social media networks
for private and business purposes and therefore they were chosen to be presented as
examples of leadership social media tools. Social networking services (e.g. Facebook,
Twitter and LinkedIn) focus on building online communities of people who share interests
and/or activities, or who are interested in exploring the interests and activities of others.
(Bennet et al. 2010.) These social networking sites generally provide several ways for
users to interact and communicate with each other including writing to each other’s profile,
instant messaging, chat rooms, e-mail, webcams, file sharing, blogging and discussion
groups. Social networking tools foster transparent communication visible to all, the
collaborative input of any employee, could be recognized and potentially be rewarded.
Status and prestige incentives are thus built into the collaborative process, which are the
key factors to contribute to productivity and satisfaction of employees. Transparency is the
key issue of social networking. The benefits of social networking are the following:
community, collaboration and contribution.(Bennet 2010.) Eyrich et al. (2008) argues that
social media has moved to the status of strategic tool and more practitioners are
developing skills related to online communication technology.
2.2 Open Leadership
The Basics of Open Leadership
Charlene Li (2010) has stated in her Open Leadership theory that while using social
technology, it “can transform the way you lead”. She argues that her research shows, “the
biggest indicator of success has been an open mind set- the ability of leaders to let go of
4. control at the right time, in the right place and in the right amount” (Li, 2010 p. 8). She
continues by defining open leadership as follows: “having the confidence and humanity to
give up the need to be in control while inspiring commitment from people to accomplish
goals”. Open leadership fosters new relationship with new rules like:
1) respect that your customers and employees have power,’
2) share constantly to build trust,
3) nurture curiosity and humility,
4) hold openness accountable,
5) forgive failure (Li, 2010 p. 14-15.)
The key issue in open leadership is confidence. A leader has to have faith that the
people he/she passes power to will act responsibly. This means that a leader must
understand that there are actually more capable people who can do the things that the
leader does. This requires humility from a leader (Li, 2010 p. 18.) Li (2010) also defines
four open leadership archetype mind-sets for social media users:1) Cautious Tester, 2)
Worried Skeptic, 3) Realist Optimist and 4) Transparent Evangelist.
Ten Elements of Sharing in Open Leadership
The open leadership theory’s key issue is sharing by using social media tools. Li (2010 p.
17-48) defines ten elements of the openness as following: A. Open Information Sharing:
1) Explaining, 2) Updating, 3) Conversing, 4) Open Mic, 5) Crowdsourcing, 6) Platforms,
B. Decision-making: 7) Centralized, 8) Democratic, 9) Self-managing (Consensus) and
10) Distributed. Explaining and updating are the kind of information that originates from
within the organization. Conversing, Open Mic and crowdsourcing mean the kind of
information where information comes from outside the organization back into it. Platforms
offer technological solutions for openness in information sharing. Decision-making four
types 1) centralized, 2) democratic, 3) Self-managing (Consensus) and 4) Distributed are
changing because of the openness of the organizations. No one type of decision-making is
best. They just differ in terms of the degree of control, extent of information shared, and
choice of people involved as appropriate for each situation. (Li, 2010 p. 17-48.) Sharing
makes the organization culture more transparent and therefore there is a need to
transform the organization culture.
5. Organisation’s Culture and Transformation in Open Leadership
Li (2010 p. 245) emphasizes that company’s cultural issues are the following: 1) values
drive the vision, 2) leaders set the tone and example for others to follow, 3) extending the
old culture into new and 4) systems and structure sustain the transformation. She has
developed an action plan to improve transformation towards open leadership in an
organization. The action plan contains seven recommendations: 1) create a sense of
information sharing, 2) identify the values that will carry you through the transformation, 3)
lead by example, 4) encourage risk taking; reward risks taken, 5) start small to win big, 6)
institutionalize systems and structures and 7) be patient. (Li, 2010 p. 267-268.)
3 Research Questions
1. How does an international group of managers perceive their use of social media as part
of their work now?
2. Can their experiences be related to theory of open leadership (Li 2010)?
3. How do the participants perceive negative experiences, feelings and face-to-face
leading involved in social media leadership?
4 Methods
The research had a case study and action research approaches (Dul and Hak 2008,
Loxman 2007). The primary data was collected from six international managers (one from
Italy and Portugal and four from Finland), who were invited to join a private discussion
group on Facebook (Gaiser and Schreiner 2009, James and Busher 2009). The secondary
data of the research consists of researcher’s own participation on Facebook group
discussions with the participants and researcher’s 14 blogs written between July 2010 and
February 2011 (Luukka 2011b, Luukka 2011c). The data were analyzed by using a content
analysis method (Latvala and Vanhanen-Nuutinen 2001, p. 30-36, Strauss and Corbin
1998, p. 66).
5 Results
The results of the study show that Li’s (2010) open leadership theory considers the basics
for the social media leadership theory. However, there is a need to develop a more
detailed social media leadership theory, based on the transformation of communication
from face-to-face leadership, offline working culture, to new online-offline working culture.
6. Li’s (2010) open leadership theory had disadvantage in that it doesn’t put attention to: 1)
sustainable and green business while using more social media as part of leadership, 2)
how negative experiences in the use of social media should be handled, 3) comparing
face-to-face- leading and leading online social networking and 4) discussion of changes to
the emotional part of leadership while working changes from offline to online working
culture. The author’s knowledge and skills have expanded on how to use social media as
part of her leadership in an adult education organization during the research project.
6 Conclusions
Charlene Li’s (2010) open leadership theory was used as a theoretical framework for a
discussion of social media as part of work of international group of managers. The
Facebook discussion themes; sharing, organization culture, transformation, mind-sets and
traits, learning, benefits, monitoring and risks followed Li’s (2010) theory. These themes
adapted to social media leadership discussion very well and supported that Li’s (2010)
open leadership theory has got the basic key elements, while using social media as part of
leadership.
7 Discussion: towards to the social media leadership theory
A Quick Social Media Skills test
During the research project the author has developed a social media skills quick test
(Figure 1.) which describes social media users to four levels as following: 1) SoMe-
Preventer, 2) SoMe- Suspector, 3) SoMe- Tester and 4) SoMe- Crowdsourcer. This test
got its roots from the author’s own experiences and also from her observations how
colleagues are acting and struggling while trying to use social media as part of their
leadership. As test results there are four levels for social media (SoMe) users:
- the 0- level person is SoMe- Preventer, who has never been in online social media
networks (e.g. Facebook, Twitter, LinkedIn). He or she is afraid of social media and
defends himself/herself against social media which is nonsense and waste of time. He/she
feels fear against social media.
- the 1- level person is SoMe- Suspector, who has created profiles or accounts to social
media networks. He/she is a passive watcher, who follows what others are doing, but
7. he/she is not participating in e.g. online discussions. He/she feels insecure while being on
social networks.
- the 2- level person is SoMe- Tester, who is both an active and passive social media
user, while sharing and participating in online communities. He/she is wondering is or isn’t
social media "my cup of tea". He/she feels insecurity/security while acting on social
networks.
- the 3- level person is SoMe- Crowdsourcer, who is an active social media user in
several social media networks. He/she gets positive feedback from others participants and
therefore he/she is also engaged in social networks development work. He/she feels
security and success while acting on social networks.
1 YEAR 2 YEAR 3 YEAR
1- LEVEL
2- LEVEL
3- LEVEL
To be or not to be ?
Testing,
commenting,
sharing online-
communities
0-LEVEL
SoMe- fear
Unsafe, passive,
watching and
following online
communities
TIME FOR ORGANIZATION’S TRANSFORMATION
Offline- no
use of SoMe-
tools
Security and safety
active
participation,
production and
renewing online
communities
”SoMe-
tester”
”SoMe-
crowdsourcer”
”SoMe-
suspector”
”SoMe-
preventer”
MANAGER’S SOCIAL MEDIA SKILLS DEVELOPMENT
Online
Figure 1. A Quick Test for Manager’s and Organization’s Social Media Skills
These kind of nominations of social media users are as examples of the current situation,
how the older generation is trying to make sense, what social media is and how it is as
part of our work and lives. These kind of nominations are quite irrelevant for the new
young generation, whom Tapscott (2010) calls “grown up digital generation”, because they
are used to using social media in their lives from the beginning. The kind of classifications
8. of social media users can be useful to help organizations to evaluate their personnel’s
skills and attitudes against social media and it can be an opening for a discussion, how
social media is going to be part of the organization’s strategy and/or business plan.
Online-offline Leadership
The three issues: negative experiences, feelings and face-to-face leading are all very
much linked together. Negative experiences might appear while using social media as part
of leadership, if communication between workers has only taken place online and that
affects bad feelings and also it makes one to miss face-to-face leading. The issue of using
social media as part of leadership is not to use only social media rather than combining
social media together with face-to-face leading. While using social media as part of
leadership, the managers must ensure that all participants have skills and will to work
collaboratively online. Managers have to lead and follow online work to make sure that
objectives of the common online work project will be achieved. Managers also have to be
patient and encourage people to work online with using social media as part of work.
Managers have to work as role models for their followers to show how social media can be
used as part of leadership. Finally, managers need a social media action plan as part of
their leadership, which includes: 1) a list social media tools, which are used for internal and
external communication, 2) a plan, how social media is going to be linked together with
face-to-face leading as part of leadership (an online-offline leadership plan) and 3) an
evaluation plan, how social media helps or hinders organization’s current business
(monitoring of social networking’s benefits and risks).
The Social Media Leadership Theory
The study’s outcome was that there is a need for a more detailed social media leadership
theory. The theory should focus on renewing a manager’s leadership skills to see the
perspectives from employee’s private - public issues to different openness levels (intra-,
extra- and internet) of the organization. The social media leadership theory should also
contain broader cultural issues: from social media users (e.g. age, gender, religious and
nation) to organization- related, societal and global issues because the Internet-based
social media is a person’s both private and global working tool.
The more detailed social media leadership theory should outline a manager’s social media
communication skills such as: online writing/drawing, using of images/videos, online chats,
9. talking online, video conferences, document sharing, micro-blogging, the use of work
related social media networking tools (e.g blogs, Skype, Facebook, Twitter, Yammer and
LinkedIn), leading of online discussions and projects, legal issues (e.g. who owns the
online materials and privacy-publicity of the organization), monitoring and evaluating the
risks of using social media.
The new social media leadership theory should be also more detailed to point out
differences and similarities between offline and online leadership and mixed offline-online-
leadership cultures. That kind of leadership theory is going to need knowledge from many
science fields (e.g. psychology, sociology, education, business and information
technology) and therefore the author suggests that e.g. WIKI- social network/platform
could be a functional social media tool to create and develop new social media leadership
theory with voluntary participants/professionals from all over the world.
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