Seminar paper from the year 2013 in the subject Communications - Public Relations, Advertising, Marketing, Social Media, grade: 1,0, University of Duisburg-Essen (Wirtschaftswissenschaften), language: English, abstract: For many organizations the alignment between social media and organizational culture is a massive challenge because these two concepts do not match in general. The integration of social media in organizations demands preliminary change-oriented cultures which, however, often have inflexible structures that prevent changes. In this thesis, there will be an investigation on the effect of social media integration on the organizational culture by use of literature review, with a special focus on the internal communication within organizations. This thesis first defines the term of social media which are very up-to-date but which are used in many cases so that a differentiated point of view has to be taken. In almost the same manner, the term organizational culture is described. This concept, however, is underestimated because the majority of people do not think of an organizational culture when looking at an organization, but they are rather profit-oriented. Thus, it is crucial to consider this social aspect of an organization. The thesis investigates this concept critically. One of the concerned elements in consequence of the combination between social media and organizational culture is the communication within an organization. An integration of social media technologies has influence on both the internal and external communication. To that effect, changes, consequences, and opportunities of social media integration the context of organizational culture are analyzed and discussed in this thesis. Therefore, the critical analysis of the subject provides an assessment and serves as a basis for the consideration of the effect of social media integration on the organizational culture. Social media may have beneficial outcomes for the organizational culture. Hence, organizational performance and job satisfaction, which are both closely related to organizational culture, are likely to increase. This is because e.g. the chance for work groups is provided by social media to organize themselves efficiently, although the members of the group might avoid each other at the workplace. Nevertheless, using social media also entails risks for the organizational culture. These risks are likely to weaken job satisfaction of employees and, thus, also the organizational culture. One example is the abuse of social media by employees in order to argue or to develop riots at worst.

The definitive guide for using social media to build more effective organizations Today's networking technologies-wikis, blogs, and social networking sites-are changing how we build professional relationships and work collaboratively. In this insightful book, three organizational development experts from Oracle Corporation offer executives down-to-earth strategies for leveraging the power of social media to build more effective and agile organizations, engage employees, and sustain competitiveness. Offers practical advice for using social media (wikis, blogs, and social networking sites) to increase organizational effectiveness Presents proven recommendations for building teams, accelerating learning, and fostering innovation by adopting social networking tools Shows how to tap into the power of social networks to improve organizational performance Demonstrates how social media will help organizations thrive for years to come by drawing on case studies from companies like Intel, Cisco, Nokia, and others

In today's digitally connected world, social media has become an integral part of our daily lives. From personal interactions to business transactions, social media platforms have changed the way we communicate and interact with others. With the rise of social media, organizational culture has also undergone a significant shift. In his book "How Social Media Affects Organizational Culture," author Alfared Marshall explores the impact of social media on organizational culture and provides valuable insights for businesses looking to leverage the power of social media in their operations. The book begins by defining organizational culture and its importance in today's business landscape. Marshall then delves into the evolution of social media and its impact on the way we work and communicate. He explains how social media has changed the way organizations interact with their customers, employees, and stakeholders, and how it has influenced organizational behavior and decision-making processes. Marshall also examines the challenges that come with integrating social media into organizational culture. He discusses issues such as privacy, data security, and the potential for social media to amplify negative feedback and criticism. The author provides practical strategies and guidelines for managing these challenges and leveraging social media to create a positive and inclusive organizational culture. Throughout the book, Marshall draws on case studies and real-world examples to illustrate the impact of social media on organizational culture. He showcases companies that have successfully integrated social media into their operations and those that have failed to adapt to the changing landscape. These examples provide readers with a clear understanding of the benefits and risks associated with social media use in business. Overall, "How Social Media Affects Organizational Culture" is a must-read for business leaders, HR professionals, and anyone interested in the intersection of social media and organizational culture. Marshall's insights and recommendations provide valuable guidance for businesses looking to stay ahead of the curve in today's digital age.

The Social Organization sheds light on how social media usage is transforming the way organizations make sense of their identity and processes. By adopting a human capital perspective and merging research from communication studies and management, it argues that social media could be fruitfully exploited by organizations as a competitive advantage.

"Social Media Management: Persuasion in Networked Culture is designed for graduate students taking courses in social media or digital media strategy. It will equip readers with the frameworks and tools to answer the "Now what?" question. Based on the author's extensive experience in the social media industry and his qualitative and quantitative research on best practices, this book will uncover the formula for social media success today and in the future. After reading this book, students will be prepared to maximize social media to accomplish their key objectives, whether it's to build a brand, increase sales, or create an organizational culture"--

"This book provides relevant theoretical frameworks, latest empirical research findings, and practitioners' best practices social knowledge, for improving understanding of the strategic role of social knowledge in business, government, or non-profit sectors"--Provided by publisher.

"Knowing the tools of social media is a must for successful marketing these days, but the real promise of social media is the way it can teach us a whole new way of doing business. Humanize takes the principles underlying social media's growth and applies them to the way we lead and manage our organizations"--Back cover.

Discover how to transform company culture by embracing the interconnectedness of business and social interests to promote an inclusive workplace. Organizational Culture offers a comprehensive roadmap for transforming company culture. Using a strategic framework for navigating change, this essential guide provides business leaders and change catalysts with a holistic strategy for building a dynamic and inclusive culture. It highlights the importance of leveraging psychological principles, interpersonal dynamics, employee interest-driven initiatives and cooperative leadership to create lasting change. Featuring case studies for practical insight into how to cultivate trust and employee engagement, Organizational Culture highlights how these steps can help align Diversity, Equity, Inclusion and Belonging (DEIB) initiatives to support culture transformation. The resulting resource breaks down the best ways organizations can start engaging in inclusive culture change.

This two-volume set LNCS 12774 and 12775 constitutes the refereed proceedings of the 13th International Conference on Social Computing and Social Media, SCSM 2021, held as part of the 23rd International Conference, HCI International 2021, which took place in July 2021. Due to COVID-19 pandemic the conference was held virtually. The total of 1276 papers and 241 posters included in the 39 HCII 2021 proceedings volumes was carefully reviewed and selected from 5222 submissions. The papers of SCSM 2021, Part I, are organized in topical sections named: Computer Mediated Communication; Social Network Analysis; Experience Design in Social Computing.

Context: Culture is a set of values, opinions and beliefs which shape people lives, societies, nations and organizations. However, organizational culture is the most essential context at the heart of the organizational development career but national culture has an effective impact on the organizational members behaviours and attitudes. The appearance of social media and its popularity among people have created different variables in the way that organizational members communicate, which impact on the stability of organizational development. But how organizational behaviours turn into challenges when social media as a new communication technology is introduced to the companies where the national culture of their countries has not embedded democracy principles? Objectives: This research proposed to determine how the use of social media impacts negatively and positively, on organizational behaviors inside of organizations hold in non-democratic countries in terms of leadership, collaboration, communication, interaction between seniors and subordinates. Method: The empirical research in this research consists of two qualitative proposals based methods by applying semi-structured interviews with 18 different level managers (Middle and Senior, CEO) from different large and medium companies in Iran. Hofstede Cultural Dimensions are the main cultural analysis framework which have been applied to the data analysis collected from interviews. Results: A framework for conceptualizing organizational behaviours in challenging with new communication technology in non-democratic cultural context which results a categorization of organizational behaviours specification variables and a set of propositions about their causes. Conclusions/Implications: The influence, importance and implication of both the national culture and organizational culture on challenging with social media networks have been focused and a set of new discussions have been developed for the future studies. Moreover, the detailed concentration of this research on the relation between social media effects and non-democratic culture context have brought many new views for the future researchers to have deeper understanding about the outcomes of new communication technology on organizational behaviours in developing nations where the democracy principles are not a part of national culture.