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Powerpoint social media training manual
- 1. Social Media Training Manual Kimberly Colquitt, Krista Jackson, Aimee Morin, Jacob Sheber, and Anthoney Stampp AET/562 April 4, 2016 Professor Beerman
- 2. Overview • The phrase ‘social learning’ denotes something very specific in the modem lexicon. • Certainly, it is learning from, and through, interactions with others. However, more specifically, ‘social learning’ is learning through online interactions using social media tools. • Wikis, Twitter, Facebook, and Blogs are just some of the many social media tools online learners use. • So, what exactly are they?
- 3. Social Learning with E-Learning Introduction
- 4. Social Learning I. What are some barriers to effective social learning? II. How might these be overcome? III. Given the nature of today’s organization, what role does social learning play in ensuring effective workforce training? IV. What ethical dilemmas might be encountered within the social learning environment? V. How will ethical conflicts be resolved? VI. What level of importance is assigned to social learning? VII.How might you help promote its importance within an organization?
- 5. I. Barriers to Effective Social Learning • Lack of participation • Lack of knowledge and understanding of Web 2.0 • Weak infrastructure and networks • Lack of confidentiality
- 6. II. How to Overcome Barriers • Create a uniform workplace culture where people feel comfortable • Avoid firewall and security issues • Create social media policies
- 7. III. Role of Social Learning in Training • Collaboration • Encouraging informal learning • Sharing of knowledge and information • Trusting peers • Increased interaction among peers • Mentoring/coaching opportunities
- 8. IV. Ethical Dilemmas in Social Learning • Blogging or posting negative comments about the company • Being friends with a customer or the company’s competition • Using company credit cards and memory for personal items • Using cell phone or other technology to access personally identifiable information (PII) • Harassment
- 9. V. Resolving Ethical Conflicts • Establishing policies • Understanding social media tools and how they can risk the company’s infrastructure • Monitoring and auditing of social media use • Educating employees
- 10. VI. What Level of Importance is Assigned to Social Learning? • High level of importance is assigned to social learning because it ensures: • Employees are safe from potential threats and security breaches to organization infrastructure.
- 11. VII. Promoting the Importance of Social Learning • Training • Communication • Policies • Incentives
- 12. Problem Solving Through Social Learning I. Role of Social Learning in Solving Business Problems II. Role of Social Learning on Employee Perception of Problems III.Social Learning vs. Formal Training
- 13. I. Role of Social Learning in Solving Business Problems • Facilitate collaboration and communication • A social media tool for visual communications • YouTube to store video clips
- 14. II. Role of Social Learning on Employee Perception of Problems • Social interaction vs. productivity • Concerns from the past or stories • Authenticity
- 15. III. Social Learning vs. Formal Learning Similarities • Opportunities for social learning • Social Learning = Collaborative Formal Training = Personalized • Occurs during regular activities Differences • Learning in different spaces • Certified vs. not necessarily certified • Unintentional vs. intentional
- 16. Addressing Business Issues & Strengthening Relationships Through Social Learning I. Affects of Social Learning on Organizational Goals and Objectives II. Indicators of the Success of Social Learning III. Effects of Resource Allocation on Organizational Social Learning IV. Methods of Accountability in Social Learning V. Effects of Social Learning on Employee Perception of Power VI. How Social Learning Fosters Relationships Among Staff
- 17. I. Effects of Social Learning on Organizational Goals and Objectives • More sources = Better information • More ways to access information = Less time explaining • More collaboration = Better workflow
- 18. II. Indicators of the Success of Social Learning • Employee-to-employee communication • Employee ownership • Employee draws in other employees
- 19. III. Effects of Resource Allocation on Organizational Social Learning • Costs • Time • Money • Benefits • Productivity • Efficiency • Increased morale • Analysis and investment optimization
- 20. IV. Methods of Accountability in Social Learning • Personal learning • Sharing responsibility • Setting specific guides
- 21. V. Effects of Social Learning on Employee Perception of Power • Dissolve barriers • Communities evolve • Clear roles but flexible
- 22. VI. How Social Learning Fosters Relationships Among Staff • Allows for new roles • Leverages work but accelerates the process • Diverse and committed people with shared goals
- 23. Social Media Tools • Descriptions, Benefits, Limitations, & Examples of: I. Wiki II. Twitter III.Facebook IV.Blog
- 25. I. Wiki I. Description of a Wiki II. Benefits of a Wiki III. Limitations of a Wiki IV. Examples of organizational application of using a Wiki
- 27. II. Twitter I. Description of Twitter II. Benefits of Twitter III. Limitations of Twitter IV. Examples of organizational application of using Twitter
- 28. Facebook and Social Media Introduction
- 29. III. Facebook I. Description of Facebook II. Benefits of Facebook III. Limitations of Facebook IV. Examples of organizational application of using Facebook
- 31. IV. Blog I. Description of a Blog II. Benefits of a Blog III. Limitations of a Blog IV. Examples of organizational application of using a Blog
- 32. Conclusion • The manual and presentation gives everyone in the organization a more in depth look into social learning and the use of social media tools. The proposal is supposed to help integrate these into our organizational environment because social media will only grow, and without policies in place it can be detrimental. Encouraging and embracing social media is the best way to approach these concerns.
- 33. References •Balakrishnan, V. (2016). Learning via a social media enabled tool - do learning styles make a difference? International Journal of Information and Education Technology, 6(1), 35-38. doi:http://dx.doi.org/10.7763/IJIET.2016.V6.654 •Bingham, T., & Conner, M. (2010). The New Social Learning: A Guide to Transforming Organizations through Social Media. San Francisco, CA: Cognella, Inc. •Bozarth, J. (2010). Social Media for Trainers: Techniques for Enhancing and Extending Learning, 1e. Retrieved from: University of Phoenix website. •Cournoyer, B. (2012). Informal vs. Formal Learning: What's the Difference? Retrieved from: https://www.brainshark.com/ideas- blog/2012/February/informal-vs-formal-learning-difference •Continues in the notes section
Editor's Notes
- (Craft, 2008)
- Barriers to Effective Social Learning Lack of participation: Social learning can only exist when employees are willing to participate. Without participations individuals will miss out on social learning that happens on the Internet. Lack of knowledge and understanding of Web 2.0: The lack of knowledge can be because of their experiences or understandings of the technology. Weak infrastructure and networks: The network needs to be professional, and they need to overcome social learning barriers with trust and a safe working environment. Lack of confidentiality: Organizations fear the lack of confidentiality will leak employee and organizational information.
- II. How to Overcome Barriers Create a uniform workplace culture where people feel comfortable: People learn from interacting with one another, and professionalism, trust, and politeness go a long way when making an environment comfortable. Avoid firewall and security issues: Programs can be used to avoid any of these issues, and if something happens technical support can be 24/7, especially for such important emergencies. Create social media policies: If social media policies are not put in place, then the employee will be unsure on what they are allowed to share and post. Policies being put in place will help these issues before they happen.
- III. Role of Social Learning in Training Collaboration: It plays an important role in social learning in training because employees need to learn how to work together. With the help of social media tools employees will have the opportunities for social learning to occur. Encouraging informal learning: Learning that happens outside of the classroom is informal learning. Social learning is informal, and people gain so much knowledge with the encouragement to just try it. Sharing of knowledge and information: This benefits all learners because the more knowledge they have, the more beneficial they are in the organization. Social learning offers this opportunity. Trusting peers: Trust is hard to build, but with social learning it is easier to interact learn more about the individual. Tone of voice, respect, communication, and participation will help with building trust. Increase interactions among peers: Social learning increases interactions because peers are able to communicate asynchronously and outside of the organizational environment. They can continue to share knowledge. Mentoring/coaching opportunities: When others are on their learning path they may need some assistance along the way. Mentoring and coaching these people can help while they are still learning. Classes can even be held online for individuals learning on a certain topic.
- IV. Ethical Dilemmas in Social Learning Blogging or posting negative comments about the company: These actions are not good for the company’s image or the employee’s image. The comments can have serious affects after the fact, and companies need to avoid these challenges. Being friends with a customer or the company’s competition: Being friends with a customer can reflect negatively on the business because they may not have the same views and opinions. A friend of the organization’s competition can get messy because they can use the person as leverage, fired, or company secrets release by accident. It can also offend the organization they are working for currently. Using company credit cards and memory for personal use: These are both ways to get fired, and this is not a form of social learning. The possible issue should be monitored carefully, just in case. Using cell phones or other technology to access personally identifiable information (PII): Accessing personal information about employees should be a given not to do this, but the ethical dilemma still happens. Cell phone use for getting this information should be monitored by what people are doing on the company’s internet. Harassment: Social media can end up in harassment in certain circumstances, so privacy settings are important to have knowledge of. If harassment is going on in an organization's social learning environment it should be addressed.
- V. Resolving Ethical Conflicts Establishing policies: Resolving ethical conflicts is as easy as establishing a specific social media policy for every employee in the organization to follow carefully. The purpose of establishing a social media policy is to set expectations and outline the behavior that each employee should model. Understanding social media tools, and how they can risk the company’s infrastructure; Following the guidelines outlined in the policy will ensure that employees, the privacy of the organization, as well as the reputation and welfare of employees are protected (Hamer, 2013, p. 18) Monitoring and auditing or social media use: Monitoring how often social media is being used during organizational hours, and comparing it to any improvements in the organization will help establish guidelines on times and timing. Educating employees: Employees need to be aware of the policies put in place to protect the organization and their job. If policies are broken because the employee was not educated on the policies, then it is hard to point fingers.
- VI. What Level of Importance is Assigned to Social Learning? There is a high level of importance of social learning within the workplace which creates opportunities for growth and development. Social learning allows for employees to share information within and outside of the organization, which increases organizational and brad awareness (Ricoy & Feliz, 2016, p. 240). Social media tools allow employees to share their latest new and information instantaneously where connections can grow. Building these connections turn to trust, and employees need to rely on one another for reliable sources of information.
- VII. Promoting the Importance of Social Learning Training: The example of using social learning in training can help promote how effective social media tools can be for learners. Communication: Organizations need to encourage communication, as well as, communicate to the employees. Promoting and communicating the importance of social learning can help. Policies: The organization needs policies for social learning, but they should be approached as guidelines where they come off more positive. People can fear the unknown and adding policies can make them resist even more. Incentives: The organization can promote social learning in their environment with incentives. The incentives can be from candy to a raise or promotion. Getting the employees motivated and engaged will get more people involved to participate.
- Role of Social Learning in Solving Business Problems Facilitate collaboration and communication: allowing employees to interact freely without having to be in the same place. A social media video tool: such as YouTube, can communicate solutions visually. YouTube: can also be use to store video clips to which an organization holds copyright, to run tutorials on software applications.
- II. Role of Social Learning on Employee Perception of Problems Social interaction vs. productivity: Social interaction improves employee engagement, productivity, and innovation. Concerns based on personal experiences: or worrisome stories they feel compelled to share. Authenticity: The more authentic and unfiltered the message; the more credible it generally is.
- III. Social Learning vs. Formal Learning Similarities Both are present opportunities for learning and development. Social learning requires a collaborative approach, while formal training is more personalized. Social learning occurs during regular activities associated with work, family, and leisure. Differences They do not require everyone to learn from the same place. Social learning is not necessarily certified while formal training usually results in certification. Social learning may be unintentional, while formal learning is always intentional (Cournoyer, 2012).
- Effects of Social Learning on Organizational Goals and Objectives More sources = Better information: While not all sources are created equal, this increased access often leads to better information (Bingham & Conner, 2010). More ways to access information = Less time explaining: The variety of social media tools means that each learner can pursue information in the manner that suits him or her best. The upside to such an approach is that less time is spent explaining, and often repeating, vital information. More collaboration = Better workflow: Social media has the benefit of being able to connect members of an organization with each other; facilitating collaboration, and improving work flow.
- II. Indicators of the Success of Social Learning Employee-to-employee communication; If the volume of emails between learners decreases, that would be a good indicator that more communication was occurring via social media, increasing collaboration and work flow. Employee ownership: Employees need to show ownership of contributing to the social media environment. One easy indication of success is found by calculating and tracking the number of times learners logged into the social media site. Employee draws in other employees: Employees need to motivate others to join the social learning environment. They need to encourage repeat visits to social media sites, and show persistence and participation. Employees gaining new knowledge shows that the employees are drawing on the information they are sharing in a social media environment.
- III. Effects of Resource Allocation on Organizational Social Learning Costs: The costs the organization will have to use resource allocations is time and money. It takes time to train, and it takes money to pay for the training. Then to keep the social learning continuing they will still have the costs of time and money. Benefits: The benefits are productivity, efficiency and increased morale, which all benefit the organization. A careful analysis of the costs of a social learning project must be weighted against its benefits. Analysis and investment optimization: Some labor will be involved in setting up a system and promoting its use across an organization. However, this consideration must be offset by the possible increases in productivity, efficiency, and morale that usually come with a plugged in and connected workforce.
- IV. Methods of Accountability in Social Learning Accountable for learning: Social learning encourages people to be accountable for their own learning (Nussbaum-Beach & Hall, p.31). This is because they are responsible for what they get out of it and for what they contribute and participate. Sharing responsibility: for educating one another (Bingham & Conner, p. 58). Participants begin to rely on one another to help build on their knowledge and understanding through the relationships they have formed, which makes them accountable for their contributions because they do not want to let each other down. They want to ensure the relationships they have built remain strong and reliable. Setting specific guides, policies, and expectations: in the virtual environment helps to hold people accountable for their contribution. These guidelines and policies also help to hold people accountable for their contributions.
- V. Effects on Social Learning on Employee Perception of Power Dissolve barriers: between learners and instructors: According to Bozarth (2010) social learning dissolves barriers between learners and instructors because it creates a more flexible and interactive learning. Needs and strengths: Social learning also allows room for communities to evolve based on the needs and strengths of the participants. (Nussbaum-Beach & Hall, 2012). Clear roles: are established but flexible, allowing participants to take on as much or as little power as they want or need.
- VI. How Social Learning Fosters Relationships Among Staff Allows for new roles: It allows individuals to try different roles to see what fits best (Naussaum-Beach & Hall, 2012). Social learning allows staff to get hands-on practice in different roles and get experience before making a commitment. Leverages work but accelerates the process: It fosters relationships because it “leverages how we already work but accelerates the process because of online tools” (Bingham & Conner, 2010). Diverse and committed people with shared goals: It allows diverse and committed people with shared goals, to work together beyond the four walls of the office (Bringham & Conner, 2010). The connections can offer different perspectives, furthering the topic of discussion, and forming connections with others who want to join in on the conversation.
- (Craft, Wikis in Plain English, 2007)
- Wiki Description of a Wiki: An online page where everyone can interact, read, and change content. Privacy settings can be put up where people cannot change content unless they are part of the wiki. A place where people can collaborate on information or a project. People can build up knowledge on the page without changing the content, and it is a good source for commenting and adding to the information. Benefits of a Wiki: The owner of the page can be alerted when a change is made, so the owner can check the information as soon as possible. Previous versions, before the change(s), can still be viewed and changed back. It is not a permanent change, and the information from before can be added back into the wiki. The content can have a password to change or even access the wiki page. Limitations of a Wiki: If the owner of the page does not approve of the content added, then they can edit the change and delete most or all of the change made. The wiki can become disorganized and messy from all of the content changes happening. People can get offended when their work is changed, and some people are afraid of changing that content. Examples of organizational application of a Wiki: Ability to create a training session or an educational class on this platform, and the use of a comment section would benefit its’ use. A place for everyone to collaborate and learn from each other, while using the wiki for what it is intended for. Somewhere for employees or students to compile information for a project, and a space to work on the project collaboratively.
- (Craft, Twitter in Plain English, 2008)
- II. Twitter Description of Twitter: The short tweets make the social media tool a microblogging tool because the posts are so limited. Individuals can follow who they would like, and others can follow the individual. It allows the follower to read what the author tweets. Their name shows in their tweet, and they can add hashtags (#) for searches. They can also imbed links to resources, articles, or their own blog with more lengthy information. Benefits of Twitter: Ability to follow anyone or any page someone would benefit from with education or work. Individuals are capable of searching for topics that are tagged by hashtags. Individuals can manage the people they are following into groups. Balakrishnan (2012) shows that collaborative learners learn better from “function”, which is the ability to use the social media tool. Twitter has a collaborative feature with the interactive and fast tweets. Limitations of Twitter: Only allows for 140 characters in each individual tweet. So, people add links in their tweets often. It is difficult to stay up-to-date on each tweet posted throughout the day. Unless a specific time is established to be online, then people will reply asynchronously. Examples of organizational application of using Twitter: Collaborating with individuals in the organization with this social media tool with short tweets. Continuing conversations during a meeting or a class in the form of tweets for further discussion.
- (Fainberg, 2015)
- III. Facebook Description of Facebook: Individuals create their own personal profile, and they can add many topics to create a better understanding of who they are as a person. People can make posts with text, video, audio, links, and many others. They also have the ability to send other people messages depending on being “friends” and privacy settings. A way to communicate with friends, family, professional networks, pages, groups, and events online. Benefits of Facebook: Most people already have a Facebook page, so it is easier as a starting off point with integrating social media tools into the environment. People can make longer posts about any topic, and the comments are organized and easy to read. Ability to have a personal and professional page, and any pages they would like to create for work or educational purposes. In the privacy section individuals can block all users to content unless they are a friend. Gaytan (2013) the social constructivism theory presented has one focus of reflection. Facebook gives the reader a minute to reflect before commenting or posting. Limitations of Facebook: The people they add as friends can affect their professional image. The privacy settings can make it impossible to contact or add some individuals. No video interaction, so people would have to use a video conferencing tool for those instances. Distractions on Facebook can lead the individual to other topics than what their focus should be on. Examples of organizational application of using Facebook: Organizations can create event pages for others to follow and stay current on updates. The ability to host a class or training session on the Facebook platform. Utilizes the ability to collaborate and communicate for certain projects in a work environment. Creating a collaborative culture in the organization to help employees.
- (Craft, Blogs in Plain English, 2007)
- IV. Blog Description of a Blog: Blogs usually have one author that writes the blog posts. The blogs are easy to update and create for the author, and the pages are longer to read with more information. Text, video, links, audio, and photographs can be added within the blog page. Benefits of a Blog: People who have subscribed can get update when a new blog in posted. They can allow comments if they would like, and the comments encourage social learning and collaboration. The blogs can be protected by a password for educational or organizational purposes. Limitations of a Blog: The author must be an active author and participant, which can be difficult to keep up with. The posts are longer then other social media site, so the author and reader have to be dedicated to the text provided. Some authors do not provide a comment section. Lacking a comment section affects social learning and collaboration. Plante & Asselin (2014) share that caring, community, politeness, social learning are essential. Blogs can lack this character when they do not interact with their readers. Examples of organizational application of using a Blog: Users can create a classroom online using a blog as the platform. Employee updates can be set up in a blog to read chronologically in an organizational social media blog. Students can subscribe and keep up with certain blogs for a classroom as requested by the educator.
- References Balakrishnan, V. (2016). Learning via a social media enabled tool - do learning styles make a difference? International Journal of Information and Education Technology, 6(1), 35-38. doi:http://dx.doi.org/10.7763/IJIET.2016.V6.654 Bingham, T., & Conner, M. (2010). The New Social Learning: A Guide to Transforming Organizations through Social Media. San Francisco, CA: Cognella, Inc. Bozarth, J. (2010). Social Media for Trainers: Techniques for Enhancing and Extending Learning, 1e. Retrieved from: University of Phoenix website. Cournoyer, B. (2012). Informal vs. Formal Learning: What's the Difference? Retrieved from: https://www.brainshark.com/ideas- blog/2012/February/informal-vs-formal-learning-difference Craft, C. (2007, Novermber). Blogs in plain english. Retrieved from YouTube: https://www.youtube.com/watch?v=NN2I1pWXjXI Craft, C. (2007, May). Wikis in plain english. Retrieved from YouTube: https://www.youtube.com/watch?v=-dnL00TdmLY Craft, C. (2008, May). Social media in plain english. Retrieved from YouTube: https://www.youtube.com/watch?v=MpIOCIX1jPE Craft, C. (2008, March). Twitter in plain english. Retrieved from YouTube: https://www.youtube.com/watch?=ddO9idmax0o Fainberg, G. (2015, July). E-Learning in plain English. Retrieved from YouTube: https://www.youtube.com/watch?v=3NNp59xMQvc Gaytan, J. (2013). Integrating social media into the learning environment of the classroom: Following social constructivism principles. Journal of Applied Research for Business Instruction, 11(1), 1-6. Retrieved from http://search.proquest.com/docview/1362379566?accountid=458 Hamer, S. (2013). Creating an Effective Workplace Social Media Policy. HR Focus, Vol. 90 Iss: 10, pp. 17-20. Nussbaum-Beach, S., & Ritter Hall, L. (2012). The Connected Educator: Learning and Leading in a Digital Age. Bloomington, IN: Solution Tree Press. Plante, K., & Asselin, M. E. (2014). Best practices for creating social presence and caring behaviors online. Nursing Education Perspectives, 35(4), 219-23. Retrieved from http://search.proquest.com/docview/1547708716?accountid=458 Ricoy, M., & Feliz, T. (2016). Twitter as a Learning Community in Higher Education. Journal of Educational Technology & Society, 19(1), 237-248. Retrieved from http://search.proquest.com/docview/1768612628?accountid=458