...Canadian mining interests being involved in human rights violations in foreign countries. Both networks play a significant role in these two key social justice issues within the denomination. Both provide thousands of volunteer hours. The leadership of these networks take seriously the Biblical call to proclaim social justice. These networks stand in solidarity with our international partners who have turned to the United Church of Canada seeking our support in their struggle to have their voices heard in our churches and beyond. To date, there has been no formal acknowledgement, affirmation or appreciation expressed for their ongoing work and commitment from either GCO or GC. 2. Currently, there has been no direct or indirect contact with UNJPPI or UMJN about the future of social justice work in the denomination even though the Comprehensive Review provides an appendix to the main report and notes the key role networks will play in animating the social justice ministry of the United Church of Canada. It would make sense for these networks who already understand the struggles and the blessings of their existing structure to provide direct input into how we might effectively embrace the concept of networks as we explore how to live out God’s call to work for social justice. 3. Currently, the Permanent Committee (PC) - Programs for Mission and Ministry has not invited the networks to provide any input directly to the PC which could assist the PC in supporting the work...
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...Applying Social Network Interventions in Men Who Have Sex With Men: A Systematic Review Communication 623 Final Paper Presented in partial fulfillment of the requirements for Health Psychology Seminar at Annenberg School for Communication, University of Pennsylvania by Qijia Chen May 2014 Instructor: Professor John B. Jemmott, Annenberg School for Communication Abstract The current paper provides a comprehensive review of the literature on social network intervention in HIV prevention among MSM. I performed a systematic literature research in multi-lingual databases and located a relatively exhaustive collection of articles on social network interventions in MSM. There is strong evidence that such interventions are efficacious in generating changes in behavioral and psychological constructs that might lead to risk reduction in HIV infection and transmission. This paper identified several urgent issues in the current state of research development, particularly, a lack of theoretical development, an insufficient numbers of methodologically rigorous studies, and an absence of clear conceptual distinctions and implementary recommendations. The review also proposes potential solutions and suggestions for future research. Introduction Men who have sex with men (MSM) comprise the largest proportion of new HIV infections in the USA (CDC, 2011). Efforts to curtail the incidence of HIV infection require that at-risk individuals adopt effective behavioral changes....
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...Performance Review Takes a Page from Facebook Human Resource Management Foundations May 20, 2012 Abstract Performance reviews are an important, if not necessary, management obligation. Yet all too often it is not done well if at all. There are a many of reasons why performance appraisal is not as effective as it could be. The first is that many organizations do not have clearly established corporate objectives for undertaking performance reviews. Many supervisors, particularly in large organizations, routinely complete the required forms which are then filed and the subject not mentioned again until the next review period, usually a year hence. To be effective, there should be clear objectives for doing performance appraisals and everyone in the organization should understand why it is being done. Social network performance reviews are faster and much more efficient. Performance Review Takes a Page from Facebook 1. Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” The performance evaluation is always unnecessary even if a supervisor is has regular meetings and conversations with their employees. Even if a supervisor feels like the employee understands their current performance ability and possible improvements, the employee may not be aware or may not know what steps to take in order to improve their performance...
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...Performance Review Takes a Page from Facebook Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” I would have to disagree with the above statement. In my opinion and experience, I have seen some individuals who have a wonderful relationship with their supervisor or boss, but their work performance was a totally different story. I have also seen instances where individuals have poor work performance, but because of their availability and the fact that they are the only one who is willing to do a certain job they get away with a lot. I think that a performance evaluation is necessary and it needs to be written or typed out, dated, and signed. There are so many things happening as far as lawsuits that you can never be too vulnerable. I understand that a few companies have the social sites, but a standard evaluation record would not hurt. Sometimes supervisors or managers do not communicate an individual’s performance in regular conversations. Some people really do believe that if they have a good relationship with their supervisor then they have nothing to worry about and when an evaluation is done they are shocked at the scores or recommendations for improvement. I remember when I worked as an assistant store manager, I had some excellent workers and we had good relationships with one another. As the manager...
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...Using Social Networking for Performance Reviews Introduction Managers within any company are called upon to complete many tasks. One of their many tasks is to evaluate their subordinates work performance. Evaluating an employee’s work is critical to the company, department, and division. As a manager time has to be set aside for an employee’s performance review so that the manager can inform that employee of their performance over a specific time frame. If completed right, performance reviews will be a great tool to measure the effectiveness of all employees within any organization. Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” Performance evaluations or performance appraisals are the process that assesses an employee’s job performance and productivity according to certain pre-established criteria and organizational objectives (Bacal, 2004). Some reasons for performance evaluations are performance improvement, promotions, terminations, and more (Noe, Hollenbeck, Gerhart, & Wright, 2011). Most performance evaluations are conducted annually but they can be conducted sooner if need be. Performance appraisals when conducted must be conducted correctly because there can be legal ramifications in not done right. To hold a regular conversation with people will never take the place of a performance...
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...Performance Review Takes a Page from Facebook Student’s name HRM500(Include Full course ID) Strayer University Instructor Month, Day, 2011 1. Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” The performance evaluation is never unnecessary regardless of the regularity of meetings with their employees. Employees prefer to know where they stand. They dislike surprises but they do desire clearly defined goals and objectives in order to performance successfully. In 2011, Noe Hollenbeck, Gerhart & Wright reported that, “Most Employees are motivated by direct and regularly scheduled feedback: they want to know that they are on the right track” (p. 245). However, it is important to consider the generation preferences within the group. Millennial employees have grown up in an era with continual guidance from parents; therefore, they prefer frequent and candid performance feedback. Baby boomers on the other hand, were raised more independent and earned their statuses, which results in their preference for less interactive feedback. Generation X leans more toward the Millennial preferences regarding evaluation feedback. They too want constant feedback but it must be” accurate, specific and timely” (Tulgan 1996, para 4). They want each feedback encounter to provide learning and career growth opportunities...
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...Performance Reviews via Social Networks LaTavia Willis Dr. Sherbert HRM 500 May 15, 2012 Abstract In this assignment I will be expressing my views on the reference of social networking and how it applies to the daily supplement of assessing performance and the development of employees. This assignment will describe my response in regards to “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” My views whether I agree or disagree with what the statement presents. I will also be comparing and contrasting the effectiveness of the social network performance review to the following age groups: veterans, baby boomers, generation X and Y. “The biggest payoff of these social network style tools may prove to be better performance by the boss.” To state whether or not this statement justifies the time and cost of implementing these systems and provide a rationale. Finally the discussion in this assignment consist of O’Toole statement: “It has been said that Americans are increasingly overworked.” Whether social network type evaluations aid or hinder the overworked American. This assignment will fully explain all views that need to be answered. Introduction: I agree with the statement, “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” In this assignment my views will be proven. I will also be comparing and...
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...balance within one’s life. Among other elements which need to be maintained, the foremost is the balance between professional and social skills. It is this balance which renews our human experiences and paves our way to success. This balance is achieved through networking; professional and social. Like all career paths in engineering practice this stability is vital as it equips us with the skills necessary for interaction with others. Thus the social and professional networking is highly invaluable to engineering as together they provide a balance ultimately leading to success in the field. By definition networking simply means connecting with people or operating with a network. Engineering at its core is about networking as it requires you to cooperate and work with other people within a team structure. To be successful in engineering one not only needs the social skills to connect with people but also the professional opportunities whereby one can apply those skills. Thus, the social and professional networks work in harmony providing balance in an individual’s life paving way to success. Professional networking in a broad definition provides professional development. In an article in Harvard Business Review, Ibarra, INSEAD Professor and Hunter an investigative journalist, describes networks of being three kinds . One is operational Network which is ‘to build good working relationships with the people who can help them do their jobs’ (Ibarra and Hunter 2007)[1]. This...
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...impact of social ties on individuals’ perceptions manifests itself in different ways. Moreover, it shows that there is a privileged path (highlighted with bold arrows in Figures 1 and 2) leading to strong participation in social movements. Of all perceptions, individual effectiveness is the factor in the decision process that most closely influences the level of participation in both the Bern Declaration and the WWF. Prospective members with a strong feeling that if they engage in protest, their participation will serve at least to a certain extent to bring about social change will actualize their potential for mobilization at the highest level of involvement. Individual effectiveness is also one of the perceptions of the model that is most influenced by social networks, directly but also indirectly via interest in the political issue and the perception of the organization’s effectiveness . This last result highlights the close interweaving between social ties and individual effectiveness. In other words, it stresses the interconnectedness of relational factors and human agency, and demonstrates that both structuralist and rationalist accounts are indispensable to explanation of individual participation. Conclusion Social networks matter, but they do so by performing various functions in the process of individual participation. They intervene at least three different ways. First, they intervene in the socialization and construction of identities. In this function, networks yield...
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...International Trade & Academic Research Conference (ITARC ), 7 – 8th November, 2012, London.UK. Network-based theories and internationalization of firms: applications to empirical studies Mojtaba Hosseini and Hosseini Dadfar Linkoping University, Sweden Key Words Network based theories, Internationalization, Revised Uppsala Model, ARA-Model, and Network Embeddedness. Abstract By using a topology of the most frequently used network-based theories on the firms’ internationalization; this paper is going to present some recommendations to correctly apply those theories in future internationalization studies. We have identified eight network-based theories that are broadly used in internationalization studies. These theories are Relationship Approach, Social Network Analysis and Network Mapping in American schools, and Industrial Marketing and Purchasing Group (IMP) Interaction Approach, ARA-Model, Network Embeddedness, Revised Uppsala Model and Network-based Internationalization Theory, which are developed by European universities. This paper, will explain these theories, their applications to internationalization and then making some recommendations for the future empirical studies. Figures and tables are used to clarify and summarize the theories and their empirical applications. Introduction Researchers have been using of different basic theories to explain the internationalization of companies. For example, transaction cost approach (TCA) (Anderson 1986; Lee,...
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...Response For years, there has been this dark cloud over the annual performance review. Employers and employees dread the meeting for different reasons, but both can benefit from the occurrence and help the organization grow. I disagree with the statement made by Robert Sutton of Stanford University, “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” Performance reviews are never “unnecessary” no matter how frequent because it helps employees to improve work performances to accomplish organizational goals (Noe, Hollenbeck, Gerhart, & Wright, 2011, p. 226). When employees are frequently advised on how their efforts are helping the organization, this keeps them motivated because they are interested in knowing that they’re on the right track. According to Noe, Hollenbeck, Gerhart, and Wright (2011), when information is communicated on a regular basis, the employee is less shocked of the feedback which elevates the effectiveness of the performance review. I feel that the more frequent the review the better because the employee can stay on track and motivated to give a good performance in order to achieve organizational success. Comparison of the Possible Effectiveness of the Social Network Performance Review to the Veterans, Baby Boomers, Generation X, and Generation Y Age Groups Social network performance reviews can be effective among all generations. The workforce now is becoming increasing...
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...“Electronic Word-Of-Mouth Influence Purchase Intension of customers: Case of Social Network” Submitted By Ms. Riddhi Shah ID NO. 542-9245 Submitted in Partial Fulfillment of the Requirement for the subject Individual Research Project Master of Business Administration Assumption University Semester 2/2012 Submitted To: Dr. Vorapot Ruckthum Table of Contents ABSTRACT 4 CHAPTER 1 5 GENERALITIES OF STUDY 5 1.1 INTRODUCTION 5 1.2 TOPIC OF INTEREST 6 1.3 RATIONALE OF STUDY 7 1.4 RESEARCH OBJECTIVES 7 1.5 PURPOSE OF STUDY 8 1.6 METHODOLOGY 8 1.7 RESEARCH DESIGN AND DATA ANALYSIS 8 1.8 LIMITATION 9 1.9 SCOPE OF RESEARCH 9 CHAPTER 2 10 LITERATURE REVIEW 10 2.1 INTRODUCTION 10 2.2 THEORIES 10 2.2.1 Effects of Electronic Word-of-Mouth 10 2.2.2 Observation Learning 11 2.2.3 Influence of Trust on Purchase Intention 13 2.2.4 Source of Information 14 CHAPTER 3 15 THEORETICAL AND CONCEPTUAL FRAMEWORK 15 3.1 THEORETICAL BACKGROUND 15 3.2 CONCEPTUAL FRAMEWORK 21 3.2.1 Explanation of Conceptual Framework 22 3.3 HYPOTHESES 24 CHAPTER 4 26 RESEARCH METHODOLOGY 26 4.1 RESEARCH METHODS 26 4.2 POPULATION OF STUDY 26 4.3 SAMPLING UNIT 27 4.4 SAMPLE SIZE 27 4.5 RESEARCH INSTRUMENT 27 CHAPTER 5 28 DATA ANALYSIS 28 5.1 INTRODUCTION 28 5.2 INTERPRETATION OF DATA 28 5.2.1 Descriptive Analysis 28 5.2.2 Hypothesis Testing 37 ...
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...Performance Review Takes a Page from Facebook HRM500 – HR Management Foundations May 12, 2013 Today’s workforce has evolved just as technology. The dynamics of the labor force consist of generational differences. These differences can support organizational success as well as cause its failure. What constitutes as a productive workforce are the tools provided by the employer. Performance management systems have become essential to the development, productivity and retention of top producers. It is imperative that employers understand the needs and listen to the concerns of their employees. The old way of conducting performance appraisals are no longer efficient because they are seen as outdated and cumbersome. Organizations should use technology especially the widespread acceptance of social networking as their new found way to communicate and provide feedback. This style of communication promotes comradery, supports inclusion and allows managers to perform better. It also supports the notion of 360 degree feedback but also provides the entire workforce an outlet to recognize accomplishment and seek guidance. I will attempt to explain and show how social media network performance systems are beneficial to the organization and their employees. Keywords: Social network, performance management, communication, generational workforce. Performance Review Takes a Page from Facebook Agree or disagree with this statement and provide reasons for your response....
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...QUESTION: Does the availability and use of social media on the Internet really provide businesses with new and different useful information? If so, how? If not, why not? MY POSITION: The availability of social media can and will provide business with new and different useful information. DISCUSSION: Social media is now widely used throughout the world. Below are some statistics in the social network use in the United States. * 38,000,000 people in the US age 13 – 80 said their purchasing decisions are influenced by social media, a 14% increase in the past six months (Graham, P., 2011) * 1,000,000 people view customer service related tweets every week, with 80% of them being critical or negative in nature (Dugan, L., 2011) * 132.5 million people in the US will use Facebook this year; by 2013 the number will increase to 152.1 million (Reese, S., 2011) These numbers are still expected to grow in the next couple of years. With the popularity of social media a lot of different use has emerged in the past years. Advertising organizations are now well engage in the social network trends. Advertising through social media can reach not only national customers but global customers. Feedbacks from a consumer using a product can be posted and seen by hundreds if not thousands in a matter of seconds. These feedbacks are very useful quality improvement of a product. This information is essential when competing with hundreds of different organization in the same “playing...
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...SMEs and the Networks Governance Structure in Tanzania: Literature Review and Research Issues Lettice Rutashobya Issack Allan Faculty of Commerce and Management, University of Dar es salaam P.O Box. 35046 Dar es salaam, Tanzania Tel: 255 741 323661, 255 22 2410221 Fax: 255 22 2410510 Email: Lettice@fcm.udsm.ac.tz Jan-Erik Jaensson Umea University school of Business Administration and Economics, Sweden Jan-Erik.Jaensson@fek.umu.se Abstract This paper reviews the networks and the IMP literature to inform research on the network phenomenon in small and medium enterprises in Tanzania. It is noted that while a lot of work in this area has been done in Western Industrialized countries, little by way of serious research has been undertaken in Sub-Saharan African (SSA) countries. The role of networks in enterprise development and growth in these countries remains unexplored and therefore unclear. It is argued here that research on networks needs to be contextualized if it is to gain currency. Integrating the networks and the IMP perspectives this paper identifies three crucial areas relevant for future research in Tanzania: viz, the network-performance nexus, female versus male networks and social networks. Introduction The main purpose of this paper is to provoke research on networks in Small and Medium Enterprises (SME) in Tanzania. We integrate the networks, IMP and entrepreneurship literature to justify research in this area. In the entrepreneurship literature networks have been identified...
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