Traditional and Virtual Performance Management †MyAssignmenthelp

Question: Discuss about the Traditional and Virtual Performance Management. Answer: Introduction: Social media or social networking is referred to as an online network where people get connected with each other by bonds of common interest or passion. It plays a very imperative part in the lives of the people around the world. Some of the common examples of the networking sites are twitter, Face book, YouTube, Flickr etc. In earlier days, the social networking tools were developed primarily for connecting the friends and families, but eventually it has evolved as an effective management tool that is exclusively used by the business houses, firms or organizations in order to communicate about their interest (Kossel 2016). This essay is going to elaborate on those aspects of management that are mostly influenced by the social media. It will further discuss about the pros and cons of the social networking in context to management. Management is regarded as an art of attaining goals by way of people. It involves supervising what the other people do in order to ensure that they are doing the things that they are expected to do (Mutjaba and McFarlane 2005). In other words, it refers to the action of creating and maintaining an environment where people work as well as achieve the specified goals. Management usually requires the skills, which help the managers in moving to the altitude that they expect to reach. There are mainly four aspects of management that are highly influenced by the social networking and they are on human aspect of management and on leadership. The human aspect of management is one among the major areas that are to be considered in context to business management. In present world, organisations are much dependent on the skills of the employees in order to achieve competitive advantage and the recruitment process in the business is the major are that is highly affected by the emergence of web or introduction of social networking in the business world (Berkelaar 2017). Recruiters all over the world today, first tap their social networking sites like Times New Job or LinkedIn, in order to reach the potential talents who suit best for their organisation. This is helping them to choose candidates within very short period of time and with the same, they also get many options over there to select candidates who are best eligible for the post. It also helps the recruiters in gauging the potential of the candidates from the style in which they make use of their social media. In terms of leadership, social networking has increased th e threat of external factors for the leaders. However, it has also reduced the gap in between the customers or the audiences and the leaders, making communication between them more relevant, direct and effective. With the same, it has also resulted in effective discernment of the stakeholders and the market trends associated with the organisations. Pros and Cons of social media in organizational management Undoubtedly, social media or social networking aids to the overall management and performance of an organization. It works as a platform that can be used by the management team of a firm for publicizing job openings, sourcing candidates and verifying the background information. It helps in sharing the media regarding employee events and organizations values, through which it establishes an employer brand for attracting customers and applicants. It helps in delivering internal communications by helping in the availability of HR communications on policies, company news benefits, social events and many more for the working employees at any time (Poba-Nzaou et al. 2016). The platforms of internal social networking could be more engaging and they inspire and promote greater participation as compared to the e-mail communications. This is making employees feel that they have more of a voice when their comments and postings on the social media sites are actively encouraged at the workplace. Social networking is also promoting knowledge sharing and social learning globally, providing the employees way to get connected with their co-workers in order to solve the issues or problems. Furthermore, it promotes professional networking within the organization. The Human Resource professionals in the companies can get in touch with their peers and keep a pace with their competitors. This also helps in attracting the clients around the globe whose values are in align with the employer brand. With the same, there are also times when these social networking sites greatly help the employees in context to any issue. The displaced employees could see the emergency information though their devices and they stay in touch with their employers and receive direction. Though there is a long array of advantages of using social networking sites in managing organisational performance, productivity and actions; there too do exist numerous disadvantages of it. The use of social networking sites has opened up the doors for viruses, hacking and for privacy breaches (Mintzberg 2015). It has become a threat to security to a greater extent. With the same, employees also sometimes get engaged in some sort of harassing behaviours towards their co-workers on social networks, which is one of the biggest negativities of social media or social networking. However, one of the major cons of social networking is that it may result in a potential loss of organisational productivity. Employees may spend huge amount of time on the social media for their personal interests while they are at work. This will ultimately affect his productivity (Gubbins and Dooley 2014). In order to mitigate this risk, enforcement of clear policies on the terms of use of social networking s ites will go a long way. Possibly the most anent of social networking in managing organisation is that it encourages the employees to share their personal information over there. Even the most well-meaning and cautious employee could give away the information that he should not and the same is also applied to what is posted by them on the social media platforms that are approved by the company. The future of organisation is determined by several factors. It can be concluded that the emergence of social media or web in this new economy has greatly influenced the overall development of the new forms of socializing and communication within every organisation. With such an amazing growth of social media, every organisation today is required to influence proper social media channel in the best possible manner. References: Berkelaar, BL 2017, Different ways new information technologies influence conventional organizational practices and employment relationships: the case of cybervetting for personnel selection, Human Relations, vol. 70, no. 9, pp. 11151140. Gubbins, C. and Dooley, L 2014, Exploring social network dynamics driving knowledge management for innovation, Journal of Management Inquiry, vol. 23, no. 2, pp. 162 185. Kossel, EE 2016, Managing worklife boundaries in the digital age, Organisational Dynamics, vol. 45, pp. 258-270. Mintzberg, H 2009, Managing, Berrett-Koehler Publishers, San Francisco, CA, pp. 34-40 Mintzberg, H 2015, We need both networks and communities, Harvard Business Review, October. pp.1 - 4. (on iLearn) Mutjaba, B and McFarlane, DA 2005, Traditional and virtual performance management functions in the age of information technology, The Review of Business Information Systems Journal, vol. 9, no. 3, pp. 53-64. Poba-Nzaou, P, Lemieux, N, Beaupr, D Uwizeyemungu, S 2016, Critical challenges associated with the adoption of social media: a Delphi of a panel of Canadian human resources managers Journal of Business Research, vol. 69, pp. 40114019.