The document discusses concepts related to collaboration, networks, and knowledge sharing in social media. It includes images and text covering topics like trust, belonging, collective action, sharing, open innovation, participation, and challenges of user adoption and governance in social networks. The overall theme is exploring how knowledge can be managed using social media.
We way we learn and train:
- how have learning methods evolved over the last 10 years?
- what was the impact of the technology?
- how will we learn tomorow?
- how will distance learning evolve?
- what will be the impact for the peopel and companies?
How will semantic web enhance the emerging social business arena, and tailor linked enterprise data with both external resources and internal digital workplace?
We way we learn and train:
- how have learning methods evolved over the last 10 years?
- what was the impact of the technology?
- how will we learn tomorow?
- how will distance learning evolve?
- what will be the impact for the peopel and companies?
How will semantic web enhance the emerging social business arena, and tailor linked enterprise data with both external resources and internal digital workplace?
Findability and wayfinding for the future. Where linked-data and other semantic means, help out with organising princples to enhance the information architecture.
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Slides for a postgraduate workshop at the British Psychological Society's Social Psychology Conference at Canterbury Christchurch University in Kent, UK.
Accelerate Trust Building to UInleash Innovation. Early results from the Innovation Ecosystems Network showing networks of executive women in technology-based businesses, investments into and out of China, and emerging globalization of Norwegian technology-based businesses in the information technology sector. Lecture by Martha Russell, of Media X at Stanford University.
“Knowledge Across Borders: Accelerate Building Trust to Unleash Innovation” - A presentation given by Dr. Martha Russell in Business Institute, Olso, Norway on October 7, 2010.
A summary of the thoughts and directions for the work on researching Open Educational Resources after one year of the Hewlett Foundation supported work on OLnet - The Open Learning network.
Original content CC-BY. Some images CC-BY-NC
In this collaborative forum the Social Business Design framework will be outlined and enable participants to evaluate their social business landscape, determine immediate actions to get started, and review examples and case studies.
*Evaluate your social business learning landscape
*Review examples and case studies
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*Determine immediate actions to get started
F.A.I.R Data Principles with Knowledge Graphs & AI. Challenges and opportunities with emerging new technologies and paradigm shift of information management and data governance.
Findability and wayfinding for the future. Where linked-data and other semantic means, help out with organising princples to enhance the information architecture.
Selling social psychology to industry: working in enterprise and research con...Jenna Condie
Slides for a postgraduate workshop at the British Psychological Society's Social Psychology Conference at Canterbury Christchurch University in Kent, UK.
Accelerate Trust Building to UInleash Innovation. Early results from the Innovation Ecosystems Network showing networks of executive women in technology-based businesses, investments into and out of China, and emerging globalization of Norwegian technology-based businesses in the information technology sector. Lecture by Martha Russell, of Media X at Stanford University.
“Knowledge Across Borders: Accelerate Building Trust to Unleash Innovation” - A presentation given by Dr. Martha Russell in Business Institute, Olso, Norway on October 7, 2010.
A summary of the thoughts and directions for the work on researching Open Educational Resources after one year of the Hewlett Foundation supported work on OLnet - The Open Learning network.
Original content CC-BY. Some images CC-BY-NC
In this collaborative forum the Social Business Design framework will be outlined and enable participants to evaluate their social business landscape, determine immediate actions to get started, and review examples and case studies.
*Evaluate your social business learning landscape
*Review examples and case studies
*Consider how social learning networks can be applied
*Determine immediate actions to get started
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F.A.I.R Data Principles with Knowledge Graphs & AI. Challenges and opportunities with emerging new technologies and paradigm shift of information management and data governance.
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3. The scent of
information....
emergence of
http://www.flickr.com/photos/photonquantique/
networks
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
6. Cognitive
Surplus?
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
7. Collective Action
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
8. Seeing in the
Individual & Agency
Collectives
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
9. Strategy?
Wayfinding - where are we heading...
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
http://www.flickr.com/photos/fylkesarkiv/4598345656/
10. Sharing
Create a culture of sharing
http://www.flickr.com/photos/oochappan/70545772/
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
11. "...when the rate of change
outside an organization is
greater than the change inside,
the end is near...."
Jack Welch…
2
12. http://www.slideshare.net/eteigland
Closed model
Organizations internalize resources for value
creation; restrict access to knowledge, and
protect intellectual property. DiGangi 2010
13. http://www.slideshare.net/eteigland
Open model
Organizations leverage both internal and
external resources for value creation;
strategically interact with environment
DiGangi 2010
14. Oxymoron
How do I give up control
and still be in command?
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
15. A new workforce is appearing…
“Digital Natives” “Digital Immigrants”
Professional loyalty Company loyalty
Work = Personal Work ≠ Personal
Learning=Fun and games Learning=Behind the desk
http://www.slideshare.net/eteigland
Prensky 2001, Beck and Wade 2004, Mahaley 2008
16. Open Innovation
Where do good ideas come from?
http://www.flickr.com/photos/66718489@N00/47491263/
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
17. Think
Tinkering
Collaborate
Play
Learn
Create
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
20. Collaboration Themes Participation -
Human behaviour, we like
to work together
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
http://www.flickr.com/photos/statelibraryofnsw/4658725597/
21. Solitude
Contemplate
“Without great solitude, no serious
work is possible,” P. Picasso
http://www.flickr.com/photos/capturedtime/940477703/
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
24. http://www.slideshare.net/eteigland
Co-created model
Organizations encourage flow of knowledge
between internal and external resources; focus
on common good where both parties benefit
DiG
26. Spatial
Annotation: User-
Generated content
created in real-
time about your
Networking: is real-time location
conversations, and media sharing
with strangers and friends in your
immediate proximity 26
27. Challenges...and uses
1# Critical Mass
2# Platforms
3# Monetization
Messaging
4# Privacy
Annotation
Sharing
Dating
Q&A
Games
Introductions
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
33. Framtidens kunskapshantering via Sociala Medier
Information Shadow
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
34. Web of Things!
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
35. The Social Bot
• @TowerBridge
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
36. You got the technology
now what?
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
37. User Adoption
Engage
Cultivate
Participate
Enjoy
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
http://www.flickr.com/photos/library_of_congress/3549665322/
38. Governance
Finding the patterns of collaboration - game plan/rules
‘geology of minds’
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
http://www.flickr.com/photos/smithsonian/4730112454/
39. Framtidens kunskapshantering via Sociala Medier
Adaptation
Agile
Knowledge
Flux Architecture Strategy
Networking
Roles
Process
Everyday Intelligence
Emergent
Open Governance
Irrational Tools
Arbitrary
Management
Demystify
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
40. What do these have in common?
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
41. Every Large Enterprise site is a
complex adaptive system
• John Holland
”A complex system is a dynamic
network of agents (which may
represent cells, species,
individuals, firms, nations) acting
in parallel, constantly acting and
Source: http://en.wikipedia.org/wiki/John_Henry_Holland
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
43. Can we Govern a
series of moving
targets?
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
44. More from John Holland:
• ”the control of a complex adaptive
system tends to be highly dispersed
and decentralised…
• ”the overall behaviour of the system is
the result of a huge number of
INSTITUTIONEN FÖR TILLÄMPAD INFORMATIONSTEKNOLOGI | www.ait.gu.se
What do these younger people expect? Many people 50 years – high dedication – \nMindset – continues to be huge effort to get people to change - \n\nhttp://www.youtube.com/watch?v=MbX_I2fuqJk&feature=PlayList&p=079F3CFE9701D083&index=0\nhttp://www.youtube.com/watch?v=fOfUR1d9Lsw&feature=related\n\nSpeaker notes:\n\nAnd that is exactly what we are seeing now. Here on this chart you can see the distribution of the population (US figures). On the right of the red line are the “digital immigrants” or those who did not grow up with digital technology such as the computer and the internet, while on the left of the red line we see the “digital natives” or those who have grown up with the internet always there. I would just like to say that I am not wild about this categorization, especially since I belong to the baby boomers but I see myself more of a digital native – I used to visit the university computer center with my father in the early 1970s, but I think that it works as a generalization to help explain the changes we are seeing.\n\nThe interesting thing is that this new generation of workers is huge and is even larger than the babyboomers and in fact in the US, 56 mln are old enough to be employees with 7 million already managers. Those that are 38 and younger are the gamers and those that are 28 years and younger are the net-generation and we now have a new generation that is entering the workforce that has grown up with mobile phones. These generations have a different outlook on work, learning, and play. On the right hand side, we have individuals with a high degree of company loyalty and in which there was a clear line between work and one’s personal or social life and play was something to be done only in one’s free time. However, in these new generations we have individuals who are more loyal to their peers and their professions – choosing to mix their working life with their personal life while also not seeing such a clear line between work and play. And anyway, who ever said that we cannot combine work and play?\n\n(Next slide)\n\n\ndanah boyd: Unlike adults, who are relearning how to behave in public because of networked technologies, teens are simply learning how to behave in public with networked publics in mind.\n\nOther notes\n\nThe new generation is huge - 90 million people in USA alone\nLarger than baby boomers\n81% of US business population ≤ age 34 are gamers\n56 million old enough to be employees\n7 million already managers \n\nCNRS – isabelle berrebi\n\n\nPoints: we are looking at a wave of Digital Natives that are already in our workforce.\n\nThat design of learning will in large part be for some portion of these 90 million americans, not to mention the internationals. 38 years old and younger – they are the gamers. 28 years old and younger – these are the net-generation, having grown up with the internet always being there.\n\nThese are people for whom the technology has always been available to provide them with engaging experiences, connections beyond the realm of their home towns to people and information that otherwise would never have been available or accessible. \n
\nRT: presents Threadless, http://www.nickburcher.com/2009/05/threadless-twitter-tees-another-example.html\n\n1,530,000 followers on Twitter\nThe whole business model for Threadless is based on an implicit understanding of how the social web works and gives a great demonstration of how communities can be built and harnessed across an organisation. Identifying online enthusiasts and passion groups and then using social platforms to bring them into the core of a business would appear to be a more powerful way of utilising social opportunities than just running ads on Facebook - but it requires a good deal more commitment. The media aspect of social offers some exciting opportunities for brands, but the potential of the social web can be significantly greater if the power of community is fully realised.\n\n In summary, there has to be purpose behind why you use social media. Largest challenge is about changing the mindset though – where create value? Use of social media considerably larger in smaller companies: Inc 100 vs Fortune 100. In these smaller companies, social media being used as a leadership tool as well. Let’s hear from some of you now on your thoughts about social media. \n\n(Next Slide)\n
Adaptation: Fredrik Lindström exempel!\n\nFocus hos IM (BI/DW) = Architecture, Strategy, Roles, Process, Governance, Tools and Management!!!\n\nMänniskor: Tar godtyckliga beslut baserade på hörsägen, vänner/nätverk, tidigare erfarenhet, uppfattade signaler utifrån!\nVerkligheten är föränderlig, upprepande, öppen och framväxande….\n\nIM måsta ta avstamp i vardagen!\n\nIM är både strukturerad och ostrukturerad data i en salig blandning, och mitt i detta arbetar vi med kontrollerade vokabulär, taxonomier, ontologier, master-meta-data för åtminstone skapa en informationsstruktur! Detta arbete är LÅNGSAMT, TIDSKRÄVANDE, NÖDVÄNDIGT och blir aldrig klart!\n”Good Enough”?\n
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Speaker notes\n\nAs a result, we are seeing significant pressure being put on traditional forms of organizing. On the left is what we are used to thinking about when we speak about organizations. A formal organization - a hierarchy in which information and knowledge goes up and down through the formal lines of an organization. Work tasks are broken down and coordinated through formal processes. However, research has shown that the large majority of work is actually done through informal networks – some say even 80% in knowledge-intensive organizations which is what we see on the right hand side. Here we have mapped the informal or social organization within one organization we were researching - how many of you have seen one of these sociograms or network diagrams before? This is what my research focuses on – investigating knowledge flows through social networks. In this diagram you can see the dots or nodes are individuals and the lines are the knowledge flows between these individuals. And this is becoming of increasing importance to understand and leverage these informal or social networks as the digital natives continue to enter the workforce – bringing with them their way of solving problems, organizing and learning.\n\n(Next slide)\n\nScreen shots: revolving social media sites and pictures of digital natives\n\n\n\nOther notes\n\nOrg on the left is Built around the expert – put the expert in the box\n\nBut in this new social organization – \n\nLarge majority of work done through informal networks, some even say approx 80%.\n\nImportant to understand both these worlds and how relate to one another…\n\nSuggests that as much as 90% of information that people take action on comes from people in their own network – Cross dissertation\n\nexperts are all over the place and you need to find where the expertise lies in the org and how to connect these individuals\n