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Rene

Onderzoek naar waarde intern bloggen

Moet het nog lezen, maar dit is het wetenschappelijke onderzoek waar Nu.nl over berichtte met de kop dat bloggend personeel productiever is (http://www.nu.nl/tech/2460762/bloggend-personeel-productiever.html). Uitgebreider verslag volgt...

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1 reactie – 12 juli 2015

Rene

Nog altijd interessant, eigenlijk wordt hier mooi de ROI van fase 2 van het SEMM model samengevat:

Our results establish why employees contribute to blog forums and how these effects vary based on whether these are top-level/senior management employees or entry level/junior level employees.

  • Employees derive higher utility from readership of their work-related posts than their leisure-related posts.
  • The low status employees derive higher self-expression utility from posting than high status employees.
  • Further, reputation depreciation factor is also higher for low status employees as compared to high status. This indicates that, in comparison to low status employees, high status employees continue to benefit more from past reputation.
  • We also find that knowledge-based utility from work is higher for low status employees and that low status employees feel higher levels of peer pressure to hold/share information than high status employees do.

So what can organizations do to spur knowledge creation through social media tools like blogs and wikis?

  • Our results highlighting the effects of reputation, knowledge, and knowledge sharing suggest that enterprises would benefit more from feedback systems that provide a picture of how knowledge workers in the organization are interacting with the tools you make available to them.
  • Better yet, these feedback systems should generate metrics that quantify the reputation of the content creator and incentivize people to engage in this practice. This can be done by adding some basic instrumentation to the knowledge sharing system. For example, they can make it simple to count things like blog posts made, comments made, documents contributed, documents consulted, and pointers shared and make these metrics salient and visible to all employees.
  • Such metrics can thus help senior management evaluate junior employees on their knowledge sharing performance and use it as an additional tool in their annual evaluation.
  • Furthermore, organizations can use such data to distill and identify patterns of content sharing practice that are worth emulating.

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