Social networking tools in the workplace,bars hiring in nyc,jobs in mobile alabama area,find a job after 50 - Review

12.12.2014
Social technologies, aka social media, are a new breed of technologies that have emerged over the last few years and have changed the face of the Web. If Facebook were a country it would be the world’s 3rd largest ahead of the United States and only behind China and India. Consequently, social media use is having a big impact on all aspects of our daily life – including our work and the way we learn.
If only one word could be used to describe the Early Web and one to describe Web 2.0 then those words would be CONTENT and PEOPLE.
It is ironic to point out, that some organizations who use these tools to promote their products and services to consumers, do not allow their own employees to make use of them inside the organization. For the last 4 years have been compiling a list of the Top 100 Tools for Learning generated from the Top 10 Tools contributions of those working in education (i.e.
Although it is often pointed out to me that the contributors to the list are a self-selecting bunch of contributors – ones who are perhaps more web savvy than a large number of workplace learning professionals – the Top 100 Tools list generates a huge amount of interest each year. When you take a look at the list you will note that it also provides the rankings of each of the tools over the last 4 years.
Over the last 4 years there has been a steady increase in the use of consumer tools for organizational learning purposes, as the majority of the tools on the list demonstrate. It seems that many of the contributors to the list are making significant use of their own software tools, and in doing so are by-passing the normal channels of both L&D and IT.
Because it is very easy for individuals to set up accounts on online tools (the vast majority of which are free) and then use them with others, a lot of “learning activity” is now taking place outside the organizational firewall – “in the cloud”.


This increase in consumerization of IT is resulting in the merging of tools for personal as well as professional and organizational purposes. In addition to the reasons given above why these tools have become so popular, another is that many learning professionals prefer to exploit the tools that they and their learners are using on a daily basis (e.g. Many of the tools on the Top 100 Tools list, which started life as personal tools have therefore evolved into valuable working and learning tools. With the easy availability of tools, as we have seen above, people are now “doing their own thing”. Instead of going to the LMS to find answers to their questions or solve problems, they are using tools like Google, Wikipedia or YouTube, or simply posting questions to their networks on Twitter or Facebook in order to get immediate, up-to-date and relevant answers. It is also interesting to note that the success of their “learning” is measured in how well it helps them to address the learning or performance issue in hand, not in course completion data in the LMS. The term “social learning” therefore has a much wider meaning than simply “social training” – where the focus is on the top-down creation, delivery and management of the LEARNING (see Fig 5). In their recently published book, The New Social Learning, Marcia Conner and Tony Bingham reinforce the significance of social media for organizations.
Fig 6 (below) is a modified version of Fig 3, and shows that social media is having an impact on all areas of learning, but significantly in the area of informal workflow learning. By helping individuals work smarter, organizations can reap huge rewards, for it is in social (workflow) learning where the “real” learning in the organization takes place. In the next chapter I take a look at some examples of the use of social media for learning.


Table 1 summarizes the main difference between the two technologies, which are explained further below. As we shall see, social media is having a major impact on learning in the workplace in more ways than you might think! This offers some valuable insights into the trends that are emerging in terms of the popularity and use of learning tools and systems – particularly when read in conjunction with the individual contributions to the list, which often provide reasons for tool choices. Previous comments about the Top 100 Tools list have been that the tools appearing on the list are not “dedicated” learning tools; and this would be fair comment again this year. In very many cases, individuals are therefore now directing and managing their own learning primarily though the use of these new tools. We can see that social media tools are increasingly being used to engage learners both in the classroom and in online courses, but what is also becoming very clear is that it is not only in the area of formal learning where they are having an impact. There is a huge amount of evidence that shows that individuals (and teams) are using these tools for their own personal, informal learning. Social media tools are also being used in the workplace by individuals and teams to solve business and performance problems.




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