Monday, February 25, 2013

HOW SOCIAL IS YOUR NETWORK

 
HOW SOCIAL IS YOUR NETWORK

Response to question (a)
The recent past has witnessed emergence of significant technological development across the globe and this has enhanced development of ideal communication channels. With the aspect of globalization, the establishment of development has also encompassed the consideration of communication paradigm that considers the consideration of incorporation in the aspects of communication. In reality, the development of the social media has been of immense benefit because it has created a realm of developments with the consideration of internet. The recent past has witnessed emergence of significant number of social networking sites like face book, twitter, YouTube and others like net log and blogs. In this regard, social networking services can be identified as the attributes of online platform that focuses on the attributes of building social relations and networks that comprises of people with similar background, interests, activities and real-life connections (Marchington & Wilkinson, A 2006). Ideally, the aspect of social networking is composed of the establishment of user profiles that are used to enhance identification and connectivity. Over the period, there has been the consideration for the organization and its workers to ensure that the provisions of social networking are not detrimental for the performance because the members of the organization have the capacity of posting defaming updates that may influence performance and output of the organization. Analysis conducted across the board has suggested that HRM professionals must incorporate the attributes of technology by engaging in social networking.  This attribute will be extremely beneficial for the advancement of organizational performance. According to the provisions of information across the globe, 83% of employers have embedded the usage information from the social networking sites as an attribute of eliminating potential employees because the social networking sites provides credible information about personalities. An example depicted in the findings is and a potential whose hobbies includes drinking and smoking. This information derived from their profiles is critical and derails the objectives and ethical standards of the organizations therefore; the potential employees are not hired. Furthermore, social networking services have also been used by employers to spy on the activities of the employees. The aim of engaging in this activity is to derive crucial information that amounts to violation of policies. Given the dimension and scope of social networking development, it is advisable that both stakeholder theories and ethical theories be applied to enhance efficiency of the usage. This sentiment is ideal because considerable number of organizations have adopted the provisions of globalization where they develop significant number of contacts that comprises of sellers, employees, buyers and other competitors in the same industry.
Ethical theories and stakeholders of social networking
In the wake of the recent developments, critical development and disparities have been realized through the contributions of social networking sites. The development of this realization has the impact of anticipating the attributes of development of theories and incentives with the motive of protecting both organizational and personal rights of the workers in the organization. First, the incorporation of ethical theories has proven to be extremely beneficial for this consideration and it has formed the basis of social networking operations (Marchington & Wilkinson, 2006). Furthermore, the basis of the foundations of ethical practices in the organization is based on the establishment of norms that enhances positivity and discourages the vices in the society. In the same regard, the development of internet has resulted in the formation of an online community where people interact through the establishment of the internet. In this regard, ethical practices must be observed because they enhance peaceful coexistence and harmony between the members of the society (Barsade, Brief & Spataro, 2003). The observation and establishment of the privacy policies highlighted under the usage of social networking sites and the organizations should be critically followed because they enhance the establishment of peaceful coexistence of the friends in the social media.
The establishment of ethics largely concerns the attributes of morality which depicts the feeling of right as noted by the society. In this regard, the aspect of ethics can be classified into values, norms and virtues. Over the period, significant aspects of ethical theories and practices have been established to enhance development of the organization. However, analysis of the records has shown that only two categories are immensely crucial and these categories that include relativism and absolutism. Normative theory was developed with the consideration that various communities have different set up for the beliefs and regards for morals. Therefore, the differences in the depiction of morals have the meaning that virtues and morals accepted by one community may not be accepted by another community and this enhances emergence of conflict (Barsade, 2003). The development of privacy terms and conditions has the attribute of preventing the conflicts in the organization that may arise because of the differences in morals and virtues. On the other hand, absolute or universalism theory asserts that morals and ethics are ideal across the globe. This theory states that values and norms are universally accepted and applicable to everyone at any specific time.
On the same note, stakeholder theory highlights that the aspects of organizational management and ethical standards in business should be enhanced. This theory is also beneficial because it capitalizes on the aspect of using morals and values. In reality, the organization comprises wider diversity and establishments of technology thereby prompting the members to adopt various policies that that are crucial in enhancing understanding between the parties involved in the organization (Barsade, 2002). Analysis of the reports collected has stated that the establishment of stakeholder theories is crucial in providing corporation highlights because it integrates both the market aspects and the resources of the corporation. The HRM of various organizations have incorporated the incentive of analyzing the corporate aspects of the organization. On the other hand, the establishment of the social networking has enabled increased understanding with regard to corporate establishment. This view of the firm has proved to be extremely beneficial in assisting the management of various organizations to incorporate the aspects of modern corporate organization (Baker & Faulkner, 1993, Barsade, 2002). In the era of technological advancement, the aspect of stakeholder theory has proven to be ideal because it has the aspects of enhancing performance and regulations of the social network. Over the period, advancement of the social media has taken toll and the consideration of ethics is extremely vital. In this regard, the establishment of the stakeholder system has gained significant incentive because of its attribute in enhancing ethics in business ethics field and other corporate fields.
Response to question (b)
            Over the period, analysis of the research findings has stated that workers have different attitude towards their work and this difference is witnessed with workers of different ages. Human resource managers have also considered that differences in the organization are witnessed in terms of commitment, responsibility and the aspect of privacy between the workers of the organization can be explained through the use of different legislations and theories. To begin with, the young employees of the organization have always stated that they have the right to have the privacy of their communication. According to the privacy act of 1998, the employees are given the freedom to engage in the attributes of development and other activities that will enhance maintains and observation of individual privacy (Bacharach & Lawler, 1980). The employers are also given the authority and the capacity to enjoy the establishment and enactment of codes and privacy attributes that they view to be beneficial for the organization. Over the period, the young workers have been engaged in communication in various social networking sites and the hope of engaging in these sites is to air their voices to the public and the audience. However, the employers of the organization normally eavesdrop on some social channels and this may be detrimental for the performance of the employees because they stand higher chances of being sacked form their jobs.  In this regard, the consideration of initiating communication between the employees is done with the aim of concealing the aspects and other attributes of the organization. The older employees on the hand are of extremely different opinion because they have the belief that privacy should be significantly enhanced and the private affairs should not be posted in the social sites where the public can access the information. In reality, analysis conducted across the existing social networks reveals that there are higher number of younger people than older generation in the site because the private life of the older employees are not highlighted into the social networking sites like those of the younger generation that keeps updating information about their feelings and attitudes (Amabile, 1996, Asch, 1951). In this regard, the older generation is highlighted as those with ideal understanding about the attributes of privacy laws. On the verge of increased developments, various organizations have initiated development s that will ensures that each particular organization will install unique set of privacy terms and conditions because this will enhance realization of communication as required by the human resource managers. In reality, the younger generation has continued to experience significant challenges because they do not realize that the information posted in the social media belongs to the public and this has significantly affected number of them who have been sued for breach of privacy policies. The younger workers must identify that the establishment of the activities of the social media are governed by the aspects of policies and Acts that are highlighted in the terms and privacy policy attributes (Amabile, 1996). Consideration of this will regulate the pieces of information shared across the social networking sites like the case of Manis who was sacked based on the information posted on the social media.
            Notably, the existing levels of commitment and responsibilities between the younger and the older employees can also be explained through the usage of theories. These differences will be considered based on the theories of motivation that have been significantly applied in many human resource management discourse and the ideal sentiment where the differences are highlighted are the attributes that considers Herzberg Hygiene-Motivator theory and it states that there are factors in the organization that highlights satisfaction to other employees while they represent dissatisfaction to the other members of the same organization. The motivator theory has been of immense benefits in the explanation of the different levels of commitment and assumption of responsibilities. The usage of these theories largely considers the attributes of two factors that include hygiene factors that are critical for motivation in the workplace that acts as a motivator for the workers and its absence in the work place results in the cases of demonization. It is noted that hygiene factors pacify employees thereby making to comprehend the extrinsic factors that are generally present in the organization. Analysis conducted has shown that the older generation are usually more pacified than the younger employees hence the ability to work in the organization and enhance output is achieved cooperation the workers and realization of the factors that enhance production (Adler & Kwon, 2002). Another factor that differentiates the two generations is the attributes of dependence on the payment structures and the older generation have placed more reliance on the existence payment programs of the organization to enable them  develop the idea of commitment to the organization. This is in absolute contrast with the younger organizational workers who not commitment to the organizations. The older generation is motivated by the security for their jobs while the younger generation of workers has more emphasis on the development of interpersonal relationship and development. Another significant differences between the two generation of the employees is the older generation prefer the monetary reward mechanism while the younger generation are of the attribute that recognition and praise is ideal and this consideration has the consideration of initiating development in the organization (Li, Hongyan & Xuhui, 2012, Adams, 1965).  With the establishment of the sense of achievement, the younger employees will have the feeling of being contented while the counter parts on the other hand are of the view of attaining significant amount of financial gains and this explains the reason for the establishment of responsibility and commitment.
Finally, there is the level of difference that exists in the terms of the responsibility and commitment between the two age sets. With consideration of McGregor’s theory X and theory Y, it is evident that majority of the older generation belongs to theory X and therefore, the hate to be involved with the jobs that are tedious and this calls for the attributes of using rewards and punishments to stimulate them to work more harder in the organizations. It is evident for the analysis conducted that the older workers will accept conduction of extra responsibility with the condition of extra monetary reward (Kaupins, Coco & Little, 2012). On the other hand, the younger people in the organization belongs to generation Y are always committed and willing to work without extra earning and this incentive has helped in the consideration of commitment and establishment of responsibility. Satisfaction in the work place forms the basis of consideration for the younger generation for better posts because they do not the threats and rewards to increase their output.
Response to question (c)
The employers are challenged because they need to turn the use of social networking sites by the employees from a win-lose situation to a win-win situation. There are a number of strategies that can be used by the firm. The emergence of technological advancement has been of adverse effects to various organizations across the globe but he employers of various organizations may initiate ideal measure that will ensure that the attributes of social networking works to the advantage of the organization. in reality, the differences in the generational gap has resulted in adverse effects in the organization because the members of the older employers have observed the attributes of social networking as win-lose situation. In reality, this sentiment by considerable employers is biased and the employers can turn the situation to attain win-win situation.
The aspect of unitarism is significant and the majority of the employees have used the social networking sites as podiums for airing their views about the activities of the organization. This activity is sometimes detrimental for the performance of the organization and the organization because critical factors that impact on the development and performance of the organization may be posted for the general public (Roberts & Roach, 2009, DeKay, 2009). The competitors of the organization may also violate the provisions thereby helping them to gain competitive advantage. In this regard, the employers and manager so various organizations have been advised to formulate separate sets of terms and conditions that includes the establishment of privacy policy governing the usage of social networking sites. This incentive will be extremely beneficial because it will regulate the type of information posted in the social networking sites. Apart from regulation of information, the organization will gain form the attributes of pluralism which will ensure that members of the organization discus issues on the same platform without formalities. The establishment of these attributes will ensure that the entire workers of the organization discus ideal features of the organization in the same platform that is unique and private for the organization members only. This will increase performance because it will enhance implementation of new ideas.
The elements of strategic human resource management are extremely beneficial for the performance of the organization because they enhance realization of organizational goals and visions. In reality, the establishment of organizational missions, goals and objectives is a collective idea and the contribution of all the member of the organization and the establishment of social network provides ideal incentive for the members of the organization to interact and exchange beneficial ideas of development (Williams, 2004, Collins, 1998). Strategic human resource management is concerned with the realization and implementation of the factors and policies that help in the establishment of organizational performance. The establishment of these factors may take eternity is the attributes of the organization are not collaborating together. However, the elements of collaboration lead to the enhancement of factors that should be implemented by the organization to initiate changes and development. The establishment of the social media has proved to be a very important tool for the consideration of impacting development because the incentive leads to the development of collective ideas that can be highlighted for development. The aspect of initiating change in the organization can only be achieved upon realization of disparities and this is where the attribute of social networking are handy (Marchington & Wilkinson, 2006, Whitener, 2001). Incorporation of this system in the management of the organization will enhance establishment of decision making thereby leading to the realization of the organizational missions and objective and this results n the establishment of a win-win situation for the employers.
Finally, the incorporation of social networking into the management and operations of the organization has proven to be ideal because of its effect in the establishment of high commitment human resource management and development of relational psychological contracts. These two attributes are extremely beneficial because they enhance understanding within the scope of the organization. The extreme factor that enhances establishment of understanding in the organization is the establishment of relational management in the organization. In reality, the organization is composed of people from various diversified regions and understanding between these parties must be enhanced through development of a medium. In the recent past, social networking has emerged as a medium that collects data from a cross the global divide and the organizations concerned must seek to develop unique system within the social networking attribute that will ensure the privacy terms are observed and this consideration is significantly dependent on the relationship between the workers of the organization. Another significant aspect that has been enhanced through eh establishment of the social networking in the organization is the attributes of human capital and knowledge advancement. Ideally, human capital is one of the absolute incentives that results in the consideration of organizational development because it involves constant analysis of the factors that enhances development of the goals and objectives. The consideration of adopting social networking in the organization has the effect of increasing the knowledge scope and sharing because it provides a platform for all the participants in the organization to work together and share information (Rowley and Jackson, 2010). Finally, the evidence form the analysis conducted has revealed that incorporation of social networking in the management of the organization is extremely beneficial because it enhances performance of the organization by a significant margin when an employer identifies ideal privacy attributes. This leads to the establishment of a win-win situation for the organization.
















References
Rowley, C and Jackson, K 2010, Human Reource Management: The Key Concepts, Taylort and
            Francis
Marchington, M and Wilkinson, A 2006, Human resource management at work: people
management and development, London: Chartered Institute of Personnel and Development
Whitener, EM 2001, Do “high commitment” human resource practices affect employee
commitment? A cross-level analysis using hierarchical linear modeling. Journal of Management, 27, 515-535.
Williams, JG 2004, The Effects of 'High Commitment' HRM Practices on employee attitude: The
            Views of Public Sector Workers. Public Administration, 82(1), 63-81
Collins, D 1998, Organizational Change: Sociological Perspectives
Roberts, S, & Roach, T 2009, 'SOCIAL NETWORKING WEB SITES AND HUMAN
RESOURCE PERSONNEL: SUGGESTIONS FOR JOB SEARCHES', Business Communication Quarterly, 72, 1, pp. 110-114, Business Source Complete, EBSCOhost, viewed 5 February 2013.
DeKay, S 2009, 'ARE BUSINESS-ORIENTED SOCIAL NETWORKING WEB SITES
USEFUL RESOURCES FOR LOCATING PASSIVE JOBSEEKERS? RESULTS OF A RECENT STUDY', Business Communication Quarterly, 72, 1, pp. 101-105, Business Source Complete, EBSCOhost, viewed 5 February 2013.
Kaupins, ,, Coco, M, & Little, A 2012, 'ORGANIZATIONAL SOCIAL NETWORKING
USAGE AND POLICY RESTRICTIONS', International Journal Of Business & Public Administration, 9, 1, pp. 38-51, Business Source Complete, EBSCOhost, viewed 5 February 2013.
Li, L, Hongyan, Y, & Xuhui, L 2012, 'Managing Social Security Data in the Web 2.0 Era', I-
Business, 4, 3, pp. 222-227, Business Source Complete, EBSCOhost, viewed 5 February 2013.
Adams, J. S. (1965). Inequity in social change. In L. Berkowitz (Ed.), Advances in
experimental social psychology (pp. 267-300). New York: Academic Press.
Adler, P. S., & Kwon, S. (2002). Social capital: Prospects for a new concept. Academy of
Management Review, 27, 17-40.
Amabile, T. M. (1996). Creativity in context: Update to the social psychology of
creativity. Boulder, CO: Westview.
Asch, S. E. (1951). Effects of group pressure upon the modification and distortion of
judgments. In H. Guetzkow (ed.), Groups, leadership, and men. Pittsburgh:
Carnegie Press
Bacharach, S. B., & Lawler. E. J. (1980). Power and politics in organizations. San
Francisco: Jossey Bass.
Baker, W. E., & Faulkner, R. R. (1993). The social organization of conspiracy: Illegal
networks in the heavy electrical equipment industry. American Sociological Review,
58: 837-860.
Barsade, S. G. (2002). The ripple effect: Emotional catagion and its influence on group
behavior. Administrative Science Quarterly, 47, 644-675.
Barsade, S. G., Brief, A. P., & Spataro, E. (2003). The affective revolution in
Organizational behavior: The emergence of a paradigm. In J. Greenberg (ed.),
Organiztional Behavior: The State of the Science (pp. 3-52). Mahwah, NJ:
Lawrence Erlbaum.