Social Media And Organizational Psychology At Harvard...

Many teachers, professors, and businesses are using group work thinking it will help reduce the amount of work each person will have to contribute. The truth behind this is that the majority of the work usually gets put on one person entirely. Opinions from other members of the group interfere with the success of the group as well. In recent years, some research has been done on finding out just how much better is group work than solo work. The findings might come as a surprise to you. J. Richard Hackman, the Edgar Pierce Professor of Social Media and Organizational Psychology at Harvard University has ran a few experimental groups to find out the answer. Even though many people will say that group work will bring people together; factors such as group thinking, opinion and larger groups can make for a failing group. Are Opinions Good For Working In Groups? One of the problems with group work is that some of the members may have different views. People believe that with group work there will be more ideas being contributed to the task at hand. The issue with having more people in the group is that they all have different opinions. This factor here can be the cause for conflict throughout the group. According to J. Richard Hackman, the Edgar Pierce Professor of Social and Organizational Psychology at Harvard University, the main problem with group work is coordination and motivation typically chip away at the benefits of collaboration. (Diane). Members from the group willShow MoreRelatedSocial Medi A Big Part Of The Internet Industry1431 Words   |  6 PagesSocial media Improvements have been made in technology causing the number of users on social media to rise every day. The use of social media depicts the relationships between people and how the communication progresses. 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TETLOCK University of California, Berkeley LLOYD TANLU MAX H. BAZERMAN Harvard University A series of financial scandals revealed a key weakness in the American business model: the failure of the U.S. auditing system to deliver true independence. We offer a two-tiered analysis of what went

Effective Interpersonal Relations Effective Communication

Effective Interpersonal Relations Interaction with people in the workplace can be challenging and frustrating. Technology has changed the way we communicate with one another; for instance, email is a preferred method of communication compared to an in person meeting. This way of communication can create problems and tension among employees. One’s perception of the message becomes reality, causing lack of communication and for the message to be lost in translation. It is crucial to develop listening skills in order to be responsible for receiving and sharing accurate information. Interpersonal Communication Experience Autumn Oliveras is a former employee of the Cultural Council of Palm Beach County. She encountered an interpersonal†¦show more content†¦She also used the opportunity to help them strategize the organizational chart to better reflect the need for additional staff. Perhaps, if the executive team would have listen to Ms. Oliveras feedback, they would still have a valuable employee that would have grown with the company. In addition, they would have avoided the expense of having to hire her as an independent contractor. Ms. Oliveras is now is a management position and due to her experience, she is sensitive to the needs of the employees and the organization. She emphasizes on communication with staff and sees the value in having executive team meetings to discuss the priorities and who is responsible for each project. Although her experience was not a pleasant one, she learned and implemented an environment where her team member and Executive Team have open communication in order to share ideas that will benefit and further the mission. Organizational Impact Reflection Lack of communication is detrimental for any organization. In the case of the Palm Beach Cultural Council, the lack of communication among the leadership staff caused a disconnect between employee and management. This caused a negative impact on the organization. There were costs related to training, in addition to lack of coverage. When management assessed the working conditions of Autumn Oliveras, a conclusion was reached. The organization hired three

Knowledge Management

Question: Write an essay onKnowledge Management. Answer: Introduction The study is based upon the social media and its role in multinational corporations. The essay presented here is considering several multinational companies and giving the comfortable in a generalized way. The question still keeps pounding our minds that how does social media helps to enhance knowledge sharing, supporting new innovative ideas, building social capitals and last but not the least solving problem related to aid. The most important factor that needs to be considered by any organization is communication. But it still depends on upon many other aspects such as language, political situations and other conditions that may not be present in many international enterprises. It has been seen for some years now that many of the Multinational companies are showing interest in the social media arena. It's a still a question that remains that how do big companies under-estimated the power of communication tool by which they can reach to their potential customers and keep an eye on d ay to day activities around the globe. The presented document explains how social media is helping multinational corps to deal with various aspects as mentioned in above. 2. Social Media and Knowledge Management Social media is a tool that allows individuals or companies to share information publically with their known once. It is sharing and exchanging information's, ideas and career interests, etc[1]. It is the most influential in today computing world. It keeps us updated on a regular basis providing us that extra bit of information and tells us what exactly has been going around in the world[2]. Whereas Knowledge management is a process of gathering or capturing data, developing them, share it and use it in an organizational knowledge. It is used to reach or achieve the organization objectives by using the gathered knowledge. As far as knowledge management is a concern, yes it does play a critical role for multinational companies because the company performance ultimately depends on upon their existing knowledge[3]. 2.1 Social Media There are many multinational corporations such as IBM, NIKE, etc. are getting to know the importance of social media and contributing significantly to the latest trends in global consumption and production. Multinational companies as mentioned above are creating their straight channel to personalize their branding and operations for their global customers[4]. The company does use various tools to attract much of their potential customer using LinkedIn, Facebook, Twitter, and Google Plus, etc. For an example in Australia KFC keeps sending messages to their customer about its latest recipes such as its Pepsi Max that is being added to the menu which is of zero calorie cola etc. It shows that food brands like KFC are trying to communicate with their potential buyers and customers and to be in the race and give a healthy competition to their rivals by reaching to their local and global customers using the powerful tool of social media[5]. Considering big multinationals companies from other parts of the country then we can review their Twitter account, we can see how they are posting a message to engage with their clients who are so useful for any big multinational corporations. But it is also true that only using the social media tool is not at all about sending messages and trying to communicate with potential leads or customers[6]. The multinational companies need to understand that its just a tool to reach them and using it they can express their words and make their clients feel that whatever they are saying is honest, and their aim is only to provide a better quality product with a better service experience. 2.2 Social Media and Knowledge Sharing Knowledge Sharing and Social Media have a significant relationship. Sharing something is so simple for everyone, but when it comes to sharing the experience in an organization, then things becomes many complicated and complex issues. Knowledge share refers to a single person experience which is turned and presented in such a way, that it can be understood by other individuals in the same organization or this case for any multinational company[7]. It also refers to tasks to help another person with their knowledge and collaborating with them to develop new innovative ideas, solve any issues and implement processes. Another significant feature of social media is to maintain and build relationships. They do provide the strength to get connected with their potential customers and create a healthy business relationship between them and their clients[8]. Social media plays a critical role in any organization whether its big or small. The purpose of it is to build up the business relationship and to find out who their right customers are. So that they customers can directly reach to them through it and can provide the feedback and experience of using their service and products. Social media do strengthen the knowledge sharing. Mainly to stimulate the learning process, there are three significant characteristics of social media Firstly the possibility of individual or person to develop their content, and they can easily share that content with others[9]. The shared content is not imposed on other persons by any means of rules; they are free to pursue their requirement or needs. It means that the knowledge or information the person is sharing is of its own, and it can be expressed by any way they want. The knowledge sharing cannot only be dependent on an individual; it also depends on upon the organizations. Multinational companies those who established that their learning is no longer relate to their multinational corporation challenges must shift their focus to making changes to their multinational corporation culture and structure[10]. The primary object of shifting the focus is to optimize the learning. So the multinational corporation structure and culture needs to be entirely focused on easing the knowledge sharing. Three organizational infrastructures are information technology infrastructure, organizational structure, and culture. Based on the latest survey it has been found that the corporate culture plays a significant role in influencing knowledge sharing. It is vital that the multinational corporations have to be flexible regarding enterprise structure which will help them to encourage and combine knowledge sharing between different departments inside or outside a business[11]. 2.3 Social Media and Building Social Capital Social Capital is a form of cultural capital or economic in which social media the main aspect to be considered and the transactions are marked by cooperation, trust, and reciprocity. It is the most significant and vital concept for the multinational corporations. Because these big companies need to operate outside their comfort zone and had to have a right amount of resources to be in the race with the other competitors in the global market[12]. So either informally or formally then needs to be in a business relationship with the other companies to access the needed resources. The social capital refers to the value of resources and resources both intangible and tangible. It can be split into two types bridging social capital and bonding social capital. Where bridging relates to building the links between the individuals that don't know each other's interest and the bonding refers to building up the strength of the person they are already linked up or connected[13]. The social capital has been embedded like informal networks among the multinational corporation employees or workers. Reciprocity is the key tool for understanding and explaining the social capital functionalities between individuals. Therefore, we can understand that the social media plays a significant role in building up and maintaining the social capital because if its social and technical affordances of social networking sites which enable communicational interaction and reciprocity with a huge network of social connections[14]. The vast networks may include weak ties (friends of friends, acquaintances) that can provide some diverse perspective and new information. Bonding social capital is another dimension of social capital and within an enterprise or multinational company this idea or concept may be related to the feelings of tangible and social support, and it allows evaluating the way in which the social relations might ease the knowledge exchange. It has been observed that social media makes the social capital more real. It has been seen that social media does help in building up the social media. 2.4 Social Media and Supporting Innovation Social Media has been the best tool so far till date that supports various aspects such as presenting a new idea of the company in front of the potential customers using social media platforms. It will give the company an instant feedback about what people think about their new ideas or concept that they are planning to launch or manufacturing[15]. There are few ways in which the multinational companies can involve individuals in developing new services and products. They are: Open Innovation: It will allow the individuals to showcase their inventions and competitive ideas for any multinational company to harness. Crowdsourcing: Asking the individuals to solve a particular problem the company is experiencing either on their own or solving it by making a group. Social media plays a significant role in supporting innovation. The benefits we can have is that the potential customers can point out the issues in the new ideas which the individual or the company is not aware. It decreases the cost of production and improves the product or service outcome, and they become sure with their success because of their early changes and improvements were done. It has been observed by various surveys that 6% companies use social media for innovation, and 50% of them use it for to know the customer demand and other 29% use it for aid in product development. Most of the companies are using social media for their product innovation whereas some companies are still in an initial phase of their projects. However, more than 90% of multinational corporations does use social media for their product or service innovation planned to improve or increase the utilization in the coming days[16]. However, there is a lack of understanding concerning the efficient implementation and possibilities of innovation fostering campaigns in social media. Most of the companies are not familiar with the best estimation and practices possible for financial growth which makes things difficult for them. But there are some success factors by involving social media in innovation such as: Social media strategy. Quantifying engagement. Co-creation methods applications. Openness Culture. 2.5 Social Media and Aiding problem-solving Social Media helps in aided in problem solving. The multinational companies use it to simplify the dealing processes for legal situations. Social media is a tool where it gives various problem solving solutions for a single issue. For example, if any company has posted a post in their business page in social media it will be reviewed in public and will be solved by many numbers of people at once[17]. Moreover, if the company has any queries in mind, they can use the social media tool to ask solutions within the business or share it with free people to get answered to those questions which will help them in developing products and services. Sharing knowledge is also enabled by social media by which the problem solution can be shared with many companies and can have a better and number of suggestions related to that issue. Moreover, there are some downsides of SM (Social Media) in solving problems like the social media can fall into the hands of illegal practices, so the companies need to aware of those online or digital crimes[18]. In multinational corporations, the ex-employees can have the access to the list of customers, and they do know the methodology which will be helpful to them. 2.6 Risks of Social Media Social media does carry some critical risks that need to be addressed by companies. The company needs individuals who can check the company page on day to day basis and update the content of it on a regular timeline. Otherwise, there may be some fake customers or clients who want to perform a post negative feedback on the company page which is not at all genuine, and it can affect the business reputation[19]. Based on the survey made few years back it has been seen that there are some major risk factors in social media, they are: Hacking: This risk refers that your brand name can be taken away by a stranger and they can use it for fraud activities. Malware: The content when downloading from the social media websites or ads may have harmful malwares and can affect the enterprise network. No control on corporate content: Some content is been posted on the company page by mistake and the admin doesnt want it to be seen by customers that can lead to some legal activities. Non-compliance: The Company needs to need careful what they are posting on the wall which may lead to violation of government regulations which may expose the enterprise to legal action. Unrealistic clients expectations: If the company presence is been moved to online then customers might change their view towards that company. 2.7 Benefits of Social Media The main advantages of social media are that they are cost-effective because they provide us a platform where companies do not have to invest much to reach to their potential customers which are plus point for the enterprise[20]. Unlimited access is there for the industry for making the promotion of their products and services. They can reach global customers by using few clicks at their convenient location. It's simple, flexible and user-friendly to use and its measurability and building contacts are high which gives the companies that extra advantage. 3. Recommendations MNCs can easily have their presence globally by using social media as their promotional platform for their products and services. But it is also true that without investing time and effort it will not give them their potential clients. If a company wants to use social media tool for their branding, then they need to ensure that the page has to be attended on a regular basis because if the page is not visited, then there will be some customers who will negative feedback the company page which will create a negative impression on others. Multinational corporations or any organization should consider their resources before they are planning to use social media as their marketing strategy. Once they are into social media, they have to ensure that they pay regular attention to their page and need to communicate frequently with their potential customers who will leave a significant impact on their branding. Conclusion The study concludes that there are many benefits of using social media, but it is also true that there are many risks as well. So the big companies such as IBM, NIKE, ADIDAS, or any other big business need to make sure that they address those benefits and drawbacks before they think of utilizing the power tool of social media. Knowledge Management and Social Media play critical roles in Multinational Corporations by knowledge sharing using social media which is significant for any company to growth, and the employees can utilize that shared knowledge in good practices. Knowledge sharing is also important for the individuals working in the companies so that they can enhance their knowledge which will be helpful to the companies as well. Moreover, social media helps in aiding solution to a problem, and it does help for building up the social capital. The overall study indicates that social media, when used by large enterprises, leads to various aspects as mentioned in the above-documen ted essay. References Chetty, Sylvie, and Cecilia Pahlberg."Networks and social capital." The Routledge Companion to International Entrepreneurship (2014): 117. Dabbagh, Nada, and Anastasia Kitsantas. "Personal Learning Environments, social media, and self-regulated learning: A natural formula for connecting formal and informal learning."The Internet and higher education15, no. 1 (2012): 3-8. Duggan, Maeve, Nicole B. Ellison, Cliff Lampe, Amanda Lenhart, and Mary Madden. "Social media update 2014."Pew Research Center19 (2015). Fuchs, Christian.Social media: A critical introduction. Sage, 2013. Hislop, Donald.Knowledge management in organizations: A critical introduction. Oxford University Press, 2013. Iyer, MK Prasanna. "Best Practices in Social Media for Knowledge Management: With Special Reference to Communities." Product Innovation through Knowledge Management and Social Media Strategies (2015): 1. Jalonen, Harri. "A framework for dealing with fundamental knowledge problems through social media." VINE: The journal of information and knowledge management systems 44, no. 4 (2014): 558-578. Kaur, Prabhjot, Shikha Sharma, Japneet Kaur, and Sanjeev Kumar Sharma."Using Social Media for Employer Branding and Talent Management: An Experiential Study." IUP Journal of Brand Management 12, no. 2 (2015): 7. Klitmller, Anders, and JakobLauring."When global virtual teams share knowledge: Media richness, cultural difference and language commonality." Journal of World Business 48, no. 3 (2013): 398-406. Mkel, Kristiina, and VesaSuutari."The social capital of traditional and self-initiated expatriates."In Talent Management of Self-Initiated Expatriates, pp. 256-277. Palgrave Macmillan UK, 2013. Marion, Tucker J., Gloria Barczak, and Erik Jan Hultink. "Do Social Media Tools Impact the Development Phase? An Exploratory Study."Journal of Product Innovation Management 31, no. S1 (2014): 18-29. Michailova, Snejina, and Wu Zhan."Dynamic capabilities and innovation in MNC subsidiaries." Journal of World Business 50, no. 3 (2015): 576-583. Oparaocha, Gospel Onyema. "Towards Building Internal Social Network Architecture that Drives Innovation: A Social Exchange Theory Perspective." Journal of Knowledge Management 20, no. 3 (2016). Panahi, Sirous, SirousPanahi, Jason Watson, Jason Watson, Helen Partridge, and Helen Partridge. "Conceptualising social media support for tacit knowledge sharing: physicians perspectives and experiences." Journal of Knowledge Management 20, no. 2 (2016): 344-363. Peltokorpi, Vesa. "Corporate language proficiency and reverse knowledge transfer in multinational corporations: interactive effects of communication media richness and commitment to headquarters." Journal of International Management 21, no. 1 (2015): 49-62. Peterson, Evan A. "Business Strategies for Managing the Legal Risks of Social Media." Journal of Management and Sustainability 4, no. 3 (2014): 96. Picazo-Vela, Sergio, Isis Gutierrez-Martinez, and Luis Felipe Luna-Reyes. "Understanding risks, benefits, and strategic alternatives of social media applications in the public sector." Government information quarterly 29, no. 4 (2012): 504-511. vanDijk, Arjen, Arjen van Dijk, Paul Hendriks, Paul Hendriks, Ivan Romo-Leroux, and Ivan Romo-Leroux. "Knowledge sharing and social capital in globally distributed execution." Journal of Knowledge Management 20, no. 2 (2016): 327-343. Vuori, Vilma, and JussiOkkonen. "Refining information and knowledge by social media applications: Adding value by insight." Vine 42, no. 1 (2012): 117-128. Zhao, Meng, Seung Ho Park, and Nan Zhou."MNC strategy and social adaptation in emerging markets." Journal of International Business Studies 45, no. 7 (2014): 842-861.

Duties of a Gender Officer free essay sample

JOB DESCRIPTION OF A GENDER OFFICER IN AN ORGANIZATION The Gender Officer is responsible for gender mainstreaming and proactive technical support to the organization. S/he will work with all departments and partners to ensure that gender equity principles are incorporated into all policies and activities. S/he will plan, implement and follow up on gender-related activities and provide support to Counterpart staff, partners and grantees on mainstreaming gender in their programs and activities, including design and implementation of trainings on gender-related topics. Provide support, training and technical assistance to the partners on gender and related topics. * Ensure gender integration in the day-to-day activities * Provide support to all departments specific to gender mainstreaming, with particular emphasis on helping relevant departments analyze program implications for men and women in various communities and ways to address issues. The incumbent should ensure that the gender checklists are used and should be able to work with various departments on revising and revisiting the gender sensitive indicators for improved mainstreaming. * Design and implement trainings for Counterpart and partners staffs on gender related topics and mainstream, including but not limited to gender awareness and integration, humans right program management, gender inclusiveness toward more efficient and effective organizational operation * Develop bi-weekly, monthly and quarterly reports on gender department activities. Participate in gender-related events (meeting, workshops, conferences) and network within the country in-order to stay updated about gender related development * To train, support and coordinate field project teams on all gender related activities. * To develop training and promotional materials in conjunction with the Gender Expert on gender approaches Mainstreaming a gender perspective is the process of assessing the implications for women and men of any planned action, including legislation, policies or programmes in all areas and at all levels. It is a strategy for making womens as well as mens concerns and experiences an integral dimension of the design, implementation, monitoring and evaluation of policies and programmes in all political, economic and societal spheres so that women and men benefit equally and inequality is not perpetuated. The ultimate goal is to achieve gender equality. This process is the responsibility of us all, and not just gender experts or isolated units. A Competence Development Programme A competence development programme has been developed which aims to create greater awareness, commitment and capacity for gender mainstreaming division by division within departments / organizations. The competence development programme on gender mainstreaming should assess: †¢ Past and current efforts of each division to bring a gender perspective to their substantive work; †¢ Leading-edge thinking in integrating a gender perspective into the specific area of expertise of each division; †¢Concrete ways each division can respond to the Organizations commitment to gender mainstreaming across all substantive work areas. Through a participatory methodology based on each divisions work areas and specific needs, the Competence Development Programme aims to: †¢ Document what each division has already done to mainstream gender perspectives; †¢Clarify concepts and advance the analysis involved in applying gender perspectives in the substantive areas of the division (the focus will be on identifying how and why gender issues are relevant in both the broad mandate of the division and within specific initiatives); †¢Identify resources (research, organizations and individuals) that could assist the divisions to incorporate gender perspectives; †¢Identify concrete entry points and priorities for future work. THE IMPLICATIONS OF THE PROGRAMME FOR EACH STAFF MEMBER The competence development programme involves three elements at divisional level: 1. A meeting (approximately 1 hour) of the whole division, led by the Director, to introduce the competence development programme objectives, struct ure, expected staff participation and anticipated outcomes and present basic concepts. The facilitators are also introduced at this meeting. The meeting provides an opportunity for the senior management to show commitment to gender mainstreaming and the competence development programme and for staff to raise concerns and provide concrete suggestions on the development of the programme. 2. Small-group meetings (2-3 hours) with the facilitators to discuss the work of the division (priorities, past work on gender equality issues, day-to-day challenges, current work-tasks / assignments, etc. ). Staff receive advance notice of when they should participate and specific questions to think about before this meeting. 3. A one-day workshop tailored to the specific work of the division. (The larger divisions have more than one workshop in order to keep the number of participants to around 20 in each specific workshop). The workshop methodology should be participatory and the agenda tailored to each division. Once the divisional level process is completed in each division, a town-hall meeting is organized for the whole department / organization, led by the head of the department / organization, to consolidate the learning and recommendations made. * Ensure gender mainstreaming in the processes of the Commission including planning, implementation and reporting; * Provide technical inputs to different departments including finance, research, investigation and documentation. * Enhance capacity of staff to ensure gender perspectives in planning and implementation. * Regular report writing and documentation capturing gender perspectives and achievements. * Co-ordinate and facilitate training on gender aspects of Commission’s working including mandate and responsibilities. * Attend, facilitate and/or monitor Commission events as required in relation to gender perspectives.