The use of Web 2.0-based technologies to enable higher levels of collaboration throughout an organization is called Enterprise 2.0 (McAfee, 2006). Implicit in Enterprise 2.0 is authenticity, transparency, and trust anchoring the Web as the platform for sharing information. The Web 2.0 Meme Map (O'Reilly, 2006), which is serving as the blueprint for many of the social networking applications in use today, illustrates the key factors changing the social responsibilities, ethical issues and implications for human resources departments.
Knowledge has also had a great deal of political power associated with it in organizations (Parise, 2009). Social networks are forcing a more egalitarian-based approach to the distribution of knowledge. Only by doing this can organizations and governments become more trusted. Only through trust can any company or organization growth and prosper.
Conclusion
The politics of information and knowledge need to be more carefully managed by human resources than ever before. It is no longer just an internal issue, as social networks are...
Establishing standards for social networking participation helps, yet changing the mindset in an organization of service and focusing on customers helps. Ultimately social networks act as a means to either gain or lose trust with the public and customers. For the human resources departments the challenge is to change the cultures of their companies to reflect this new freedom and the responsibilities that come with it.
Appendix
Appendix a: Web 2.0 Meme Map
References
Bernoff, J., & Li, C.. (2008). Harnessing the Power of the Oh-So-Social Web. MIT Sloan Management Review, 49(3), 36-42.
Andrew P. McAfee. (2006). Enterprise 2.0: The Dawn of Emergent Collaboration. MIT Sloan Management Review, 47(3), 21-28.
Tim O'Reilly. (2006, July). Web 2.0: Stuck on a Name or Hooked on Value? Dr. Dobb's Journal, 31(7), 10.
Parise, S. (2009). Social Media Networks: What Do They Mean for Knowledge Management? Journal…
