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Essay / Research Paper Abstract
A 6 page paper discussing the potential benefit of using the equivalent of the social network within an organization. Dell has IdeaStorm; Starbucks operates My Starbucks Idea; and the Federal Reserve Bank of Cleveland uses one to share information internally. A specific-use network modeled after a purely social network can be of direct benefit to the organization supporting and providing it. Idea exchange can result in knowledge greater than the sum of its information parts, and the social network setting provides a venue for that exchange. Bibliography lists 7 sources.
Page Count:
6 pages (~225 words per page)
File: CC6_KSmgLrnOrgSoc.rtf
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Unformatted sample text from the term paper:
The business organization has been compared to a "brain" in which many bits of information are stored. These bits must be retrievable to be useable,
however, indicating the need for a central repository system. In the past that central repository system has been understood to be the organizations information management systems, but it has
become apparent in the past several years that "real" knowledge is stored with the organizations employees. The advent of Facebook, MySpace and other
social networking sites has given rise to several similar organization-limited structures. Dell has IdeaStorm; Starbucks operates My Starbucks Idea (Bersin, 2008). IBM "uses social networking to find expertise
throughout the organization and for learning on demand by its global consultants" (Bersin, 2008) and the Federal Reserve Bank of Cleveland uses one to "share technical and business information" (Bersin,
2008). Organizational Learning Sandra Kerka (1995) uses the principles discussed by Peter Senges (1990) The Fifth Discipline to create a framework in which
to identify and discuss individual characteristics of the learning organization. Though she states that at the time of writing there was no consensus on what constitutes a learning organization,
there are at least six characteristics common to all organizations that others can label as being attuned to learning from events that have occurred in the past. A learning
organization is one that possesses several qualities, and of course every organization differs in its approaches to and use of information. Kerka (1995) states that true learning organization possess
six characteristics: * "They provide continuous learning opportunities. * "They use learning to reach their goals. * "They link individual performance with organizational performance. * "They foster inquiry and dialogue,
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