The Social Media Effect

A Review

Two weeks ago (yes, two weeks ago!) we were challenged by our professor to challenge the framework he developed on the effects of new social media on today’s organizations.

This is really a challenge, you know. This is the framework he presented to class.

What does this mean?

If this is your thesis framework, the three arrows represent your independent variables and the four overlapping circles are your dependent variables. The title of the study might be “The Perceived Effects of New Social Media, Collaborative Economy and the New  Breed of Consumers on the Organizational Culture of *name of organization here. ” But since we were told not to study organizational culture for our thesis because it would require us to really experience the culture ourselves, this might not be a good topic to consider. One of our professors once told us that in order to study the  culture of an organization, the researcher must immerse himself or herself in the organization, and that would require months.

Research Clipping No. 4

To better understand the framework, I tried to use the format in our research clippings in our thesis writing subject. If this were a study, it would have the following components:

Title: “The Perceived Effects of New Social Media, Collaborative Economy and the New  Breed of Consumers on the Organizational Culture of  Company A”

Statement of the Problem: What are the perceived effects of New Social Media, Collaborative Economy and the New  Breed of Consumers on the  organizational culture of Company A?

The specific questions on one hand would include how  New Social Media, Collaborative Economy and the New  Breed of Consumers affect  each component of the organizational culture (processes, people, formal networks and informal networks).

Independent Variables: New Social Media, Collaborative Economy and the New  Breed of Consumers

Dependent Variables: organizational processes, people/organizational members, formal networks of company A, informal networks of Company A

For the methods and instruments, one should not forget to choose those that would really enable the study to know the perceived effects of New Social Media, Collaborative Economy and the New  Breed of Consumers on the four components of organizational culture. The framework tells us that there is/are an effect/effects. The study aims to know what those effects are.


It’s my turn

A New Model for Social Media

This is inspired by the framework presented by Sir Barry, Ken Blanchard Companies’ Revised Work Passion Model and my friend, Ms Karen dela Cruz’ own version of the organizational culture and social media mix. The framework presented by Sir Barry  establishes the claim that  New Social Media, Collaborative Economy and the New  Breed of Consumers affect the culture of an organization while the one made by Ms Karen showed that culture affects the organizational output. With these, I was able to combine related concepts and came up with a new framework.

HYPOTHESES

1. New Social Media, Collaborative Economy and the New  Breed of Consumers affect the Organizational Culture.

2. Work Passion is part of the organizational culture.

I believe that the work passion of organizational members is a component of the the organization’s culture. This definition by the Ken Blanchard Companies would further give light to a concept often confused with other related concepts like organizational commitment, engagement, motivation etc.

Work passion is defined as “an individual’s persistent, emotionally positive, meaning-based state of
well-being stemming from continuous, recurring cognitive and affective appraisals of various job and
organizational situations, which results in consistent, constructive work intentions and behaviors”

The following points are highlighted by the definition:

1. Work passion is persistent, emotionally positive and meaning-based

2. It stems from the individual’s appraisal of the conditions in the organization. A member’s work passion is dependent on her/his perceptions of the eight work passion factors namely meaningful work, autonomy, career growth, recognition collaboration, fairness, connectedness to leaders and connectedness to colleagues and her own set of personal characteristics.

3. Work passion translates to constructive work intentions and behaviors. A member passionate about his/her work will most likely be excellent in his/her job, encourage others to join the organization and do things for the good of the organization even if it’s not part of the job.



3. The New Breed of Consumers, New Social Media and Collaborative Economy affect the members’ perceptions on meaningful work, autonomy, career growth, recognition, collaboration, fairness, connectedness to leaders and connectedness to colleagues.

In class, we discussed how these three promote empowerment, freedom and participation in the workplace. My hypothesis is that the presence of these three positively affects the members’ perception on the autonomy in the organization, their career growth, the recognition process, fairness and the connectedness they have to their leaders and colleagues.


4. The perceptions of members on the eight work passion factors translate to work intentions.

I also believe that these perceptions have positive effects on a member’s work intentions/passion (intent to stay, organizational commitment, job commitment, discretionary efforts)


5. These intentions result in the actual performance and other organizational behaviors of the members.

A third hypothesis would be this one: Work passion results in the members’ productivity, commitment, excellence and altruism.


6. These organizational behaviors affect the bottom line.

Productive, excellent and committed members produce high-quality services and products. This means more customers and higher net earnings for the organization.

In summary, I believe new social media, collaborative economy and the new breed of consumers affect a specific part of organizational culture which is work passion. Work Passion in turn affects the bottom line. I think the diagram below would further illustrate the points I have raised in this post.

P.S. What I have presented are only educated guesses. It’s only through a study that they will either be rejected or accepted.You could try 🙂

I also believe that the three other components of culture shouldn’t be disregarded. It is only that I focused on work passion as something that characterizes people in an organization since I couldn’t think of any other major components of org culture. Haha.



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3 thoughts on “The Social Media Effect

  1. wow, Kimmy! i believe you really took time in creating this post that’s why it’s an excellent one. 😀

    Indeed, New Social Media, the collaborative economy and the new breed of consumers and how the organizations would react or respond to these three would affect the org’s bottom line. It is certainly possible that these factors, having an interplay with other organizational elements, would affect the people inside the orgs particularly their attitude towards their work,i.e. work passion. And i believe we could use our OrCom skills in communicating with the target audience (this time, employees in organizations) to make sure that these factors would really result in increased work passion, and not decrease it. I’m looking forward to applying this to my soon workplace as an HR officer. 😀

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