Make the Difference You Want to Make by Expanding Your Network, Mindfully

a post by Lori Deschene for the Tiny Buddha blog




I used to hate the word “networking”. It evoked images of impersonal conversations and awkward business card exchanges, neither of which excite me. More importantly, I defined “networking” as meeting people with an agenda: to use them to further your goals.

But something’s shifted for me since I began working with a kindred spirit who’s been mentoring me as I write my first screenplay: seeking help isn’t using people. In fact, this is something we do with friends all the time. We share what we’re up to, elicit their support, and let them know we’re there for them as well. This is what it means to love.

“Networking,” when viewed through the lens of love, isn’t about getting things from other people. It’s also about giving. It’s about synergy. It’s about finding ways to benefit each other, so we can all live more meaningful lives and use our gifts to create things that can help the world at large.

And isn’t that what we all want? To invest our time and energy into things that matter to us, to feel we’re making a positive difference in the world, and to genuinely connect with other people in the process?

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Perceived Effectiveness of Social Networks for Job Search

an article by Maayan Zhitomirsky-Geffet and Yair Bratspiess (Bar-Ilan University, Ramat Gan, Israel) published Libri Volume 65 Issue 2 (June 2015)

Abstract

One of the most common uses of the capabilities of social networks is for professional, and business purposes. The literature presents conflicting evidence as to the effectiveness of different networks for professional purposes. Therefore, our primary research aim is to conduct a comparative investigation of the effectiveness and factors which influence the effectiveness of different social networks for finding a job.

This study focuses on the two most popular networks, Facebook and LinkedIn; the former is not intended specifically for professional purposes while the latter is. To

this end, we conducted a user study based on over 220 responses to a questionnaire especially designed for this goal.

In our analysis, we distinguish and compare between the users’ perceptions and attitudes toward the effectiveness of the network and its actual helpfulness for finding a job in past experience.

Our results indicate that different demographic and network usage variables influence the attitude to effectiveness and helpfulness of the networks. Thus, users with lower incomes preferred Facebook, while more educated users with higher incomes perceived LinkedIn as more effective.

Interestingly, we found that despite the fact that LinkedIn was perceived as significantly more effective for finding a job by the majority of the users, the actual helpfulness of the two networks was assessed as quite similar.

Our findings provide direct evidence for bridging social capital increase by online social networks. This study has practical implications and recommendations that will enable job candidates to improve their job-hunting strategies.

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Online people tagging: Social (mobile) network(ing) services and work-based learning

an article by John Cook (London Metropolitan University) and Norbert Pachler (Institute of Education, University of London) published in British Journal of Educational Technology Volume 43 Issue 5 (September 2012)

Abstract

Social and mobile technologies offer users unprecedented opportunities for communicating, interacting, sharing, meaning-making, content and context generation. And, these affordances are in constant flux driven by a powerful interplay between technological innovation and emerging cultural practices.

Significantly, also, they are starting to transcend the everyday lifeworlds of users and permeate the workplace and its practices. However, given the emergent nature of this area, the literature on the use of social and mobile technologies in workplace practices is still small.

Indeed, social media are increasingly being accessed via mobile devices.

Our main focus, therefore, here is on the question of what, if any, potential there is for the use of social media in informal, professional, work-based learning.

The paper provides a critical overview of key issues from the literature on work-based learning, face-to-face and technology-supported, as well as social (mobile) networking services, with particular attention being paid to people tagging.

It then introduces an initial typology of informal workplace learning in order to provide a frame for understanding social (mobile) network(ing) services in work-based learning.

Finally, a case study (taken from the literature) of People Tagging tool use in digital social networks in the European Commission-funded MATURE project is used to illustrate aspects of our typology.

Practitioner Notes

• The importance of social networks and associated technologies in everyday life and commerce.
• Some conceptualisations of learning through and at work exist, but they tend to be based on the empirical study of professionals and graduate employees.
• The concept of tagging in relation to digital resources is well established.
• A consideration of the use of social networks in learning in informal and work-based context.
• An exploration of some of the affordances of social media for work-located learning.
• A widening of the concept of tagging to the classification of knowledge embodied in users and their social networks.
• A typology of factors in social network(ing) services and work-based learning.
• An analysis of a case study of people tagging in relation to the typology of factors.
• A conceptualisation of aspects of technology-enhanced and enabled learning through and at work.
• An understanding of the potential of social media for work-located learning.
• A realisation of some of the potential of the use of social media in informal, professional work-based learning.

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The relationship between networking behaviors and the Big Five personality dimensions

an article by Hans-Georg Wolff, (University of Erlangen-Nürnberg, Germany) and Sowon Kim, (University of Geneva) published in Career Development International Volume 17 Issue 1 (2012)

Abstract

Purpose
The purpose of this paper is to suggest a comprehensive framework to elucidate the relationship between personality and networking. Using the Five Factor Model as a framework, the paper aims to argue that traits tapping into social (i.e. extraversion, agreeableness) and informational (i.e. openness to experience) features are relevant in explaining how individual dispositions facilitate networking behaviours. Moreover, it aims to delineate structural and functional differences in networking (i.e. building, maintaining, and using contacts within and outside the organisation) and to theorise how these differences yield differential relationships of personality traits with networking dimensions.
Design/methodology/approach
Online surveys were administered to two samples, from Germany and the UK, respectively (n=351). Structural equation modelling is used to test the hypotheses.
Findings
Personality traits reflecting social (extraversion) and informational aspects (openness to experience) are broadly related to networking in general. The paper also finds support for differential relationships, for example, agreeableness is related to internal, but not external networking. Both conscientiousness and emotional stability are not related to networking behaviours.
Practical implications
The findings help explain why some individuals experience more barriers to networking than others and can be used in networking trainings. Practitioners should also note that there is more than extraversion to accurately predict networking skills in selection assessments.
Originality/value
The paper provides further insights into determinants of networking, which is an important career self-management strategy. It also offers an integrative framework on the personality-networking relationship as prior research has been fragmentary. Establishing differential relations also furthers understanding on core differences between networking dimensions.

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Knowledge sharing through informal networking: an overview and agenda

an article by Michael Schwartz and Christoph Hornych published in International Journal of Knowledge-Based Development Volume 2 Number 3 (2011)

Abstract

Informal inter-organisational networks provide manifold opportunities to organise the transfer of information, knowledge and technology between actors. The importance of informal networks as channel of knowledge transfer is widely acknowledged by academics and practitioners. However, there is a significant lack of discussion on their theoretical foundations and systematic empirical research on the origins, dynamics and effects of informal networking. The objective of this paper is threefold.
First, we review the fragmented academic discussion of the notion of informal networking, thereby focusing on how these relationships emerge initially and what conditions (presumably) are required to make them a mutually fruitful and sustainable channel of the transfer of information and knowledge.
Second, we give an up-to-date overview over most important and recent studies trying to disentangle the mechanisms of inter-organisational informal networking.
Finally, we outline an agenda of future research directions that we encourage researchers to pursue in future empirical studies.
Overall, six important research gaps are identified.

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Using networks to access international internship opportunities

an article by Mary Loyland and Dee Ann H Ellingson published in International Journal of Networking and Virtual Organisations Volume 6 Number 4 (2009)

Abstract
As the business world becomes more global, there is an increasing need for students to gain an international perspective and international experience. One way to accomplish this is through international internships. How do students access international internship opportunities? Networks play a key role in enabling students to obtain knowledge and advice, gain self-confidence, and access opportunities. This paper describes the networks used by four students from the University of Shanghai Science and Technology in China to study at the University of North Dakota, and then go on to do an internship with Ernst & Young, a prestigious “Big Four” international accounting firm at their headquarters in New York City. The paper goes on the describe the internship experiences the students had and the benefits gained from the experience including increased self-confidence, communication, interpersonal, and teamwork skills, and exposure to business in a different culture.

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