WEB 2.0 101 by Nick

What is Web 2.0? The term was first used by Darcy DiNucci in 1999 and refers to the second generation of the web. This advancement in technology would later lead to advancement in the way we communicate. We are longer confined to offices. Because of video conferencing and tools like Skype, you can bring anyone into the office regardless of location. Promotion of your brand isn’t limited to word of mouth or business cards anymore. Now social media is the greatest asset someone can use to promote themself. Even now, I type out a blog post for class when years ago I would have been stuck writing an in-class essay with a pencil.

How important is Web 2.0? Looking at the above image, you should be able to recognize at least a third of the images. Social media sites have become so mainstream and commonplace that it’s almost impossible to go about your day with interacting with one. Not having a social media account is outside of the norm now. It’s that level of accessibility that companies and organizations find so attractive. To be able to reach their target audience within seconds anywhere around the world is amazing. It’s no wonder that social media coordinators are becoming more and more necessary within businesses.

How has Web 2.0 affected me? I use Twitter to promote my brand and myself. My username becomes similar to any brand name. I’ve made connections all over the world thanks to Twitter. I’ve managed to visit and stay in LA and New York thanks to the people I’ve met on social media. As a freelance writer, I have gotten several jobs just by people discovering me online. This past fall, Telus even contacted me through Twitter to become a youth ambassador for their We Day festival in Calgary. The only way they could ever find me was through Twitter. I’ve also had job interviews over Skype and my resume and portfolio are digital as well as print. As companies push to become more digital, it’s almost essential for all communicators to be knowledgeable and familiar with the digital world.

Even when applying for jobs, Web 2.0 becomes more important than ever. Before I started this post, I found a job online, learned about it through its online blog and wiki, and then emailed my resume and portfolio. Everything has become more efficient and accessible. When looking at requirements for jobs, employers are looking for individuals well versed in digital culture. Knowing tools like Photoshop, web design, and Microsoft Office are becoming more necessary everyday.

Communicating with German Business People, ja – by Garrett

Despite both being Western, capitalist nations (and the fact that most of the German business class speak English) Germans and Canadians communicate in different ways. German business communication is more direct‑—but also more rigid than Canada’s. German business culture is also more formal. It follows a set of implicit rules.

German communication practices are a result of their history. Germany has always had many geographical divisions and, thus, many different regional sub-cultures. This, combined with Germany’s long history of war, has made Germans conflict adverse in the post-WWII era. Today, Germans have high uncertainty avoidance—a low tolerance for ambiguity. Instead, they seek efficiency through highly organized societal structure.

The formation of German business culture begins with the school system. When students reach grade four, primary schools place students into one of three separate programs:

• Hauptschule, which prepares students for vocational (blue collar) careers
• Realschule, which prepares students for clerical (white collar) positions
• And Gymnasium, which prepares students for university studies

German schooling provides a specialized skillset to each graduate—the opposite of Canada where workers often have a broad knowledge covering all aspects of a profession. Due to this restrictive specialization, German organizations are hierarchical. There’s less ability for upward or horizontal communication.

Not that this means Germans don’t communicate directly. It’s commonplace for workers, at equal levels of seniority, to argue over facts and data. This practice eliminates ambiguities. Workers reach concrete answers and consensus.

So, what does all this mean for Canadians dealing with German businesses?

Due to Germans conflict-adverse nature, you shouldn’t bring up anything new or contrary in a formal meeting setting. Rather, Germans prefer to manage ambiguity informally, prior to a business meeting. Meetings serve as a formal exercise to confirm what has already been decided.

The German work order goes roughly like so:

• First, workers collaboration and discussion
• Second, workers divide and work individual
• And third, workers regroup and confirm that everything is still in order

Everything is planned at the initial meeting, so there is little follow-up. Repetition is seen as a waste of time.

You should research a subject ahead of time and address a problem directly, as soon as possible—do so in an informal setting, so you can manage any conflicts before any formal meetings.

As for interpersonal communication, Germans value being punctual, so don’t be late. Additionally, Germans value the separation of professional and personal life. So be polite and use official titles in a business setting. Do not ask personal questions—get to the point. Small talk is also considered a waste of time.

If you ever find yourself in a German boardroom, remember the etiquette. Respect the organizational hierarchy and don’t speak out of turn.

Diet Racism at Work by Shelbi

Before reading this post, I encourage you to watch the following video. https://www.youtube.com/watch?v=xdyin6uipy4

Today, I began to think about diversity in the workplace — A broad and terrifying subject. Unfortunately, “diet racism” is not just common in our personal lives. I’m sure many of us have experienced a comment at work that may have been, at the very least, questionable. I showed the above College Humour video to my friend to get her intake on the subject. She acknowledged that she felt a certain amount of guilt for enjoying the video. She said that she felt bad because in a way, she felt that the video supports racism. However, she also noted that by making fun of people who expressed the beliefs that were highlighted in the video, it also discourages racism. My friend noted that she would never want to be a person in a video like this one and consequently, the next time she felt like saying something similar to what people said in the video, she would keep it to herself (or hopefully not think it at all).  She believed this conclusion would be true for others who watched the video as well. My friend and I agreed that some people might not know some of the things said on the video are racist (i.e., women who think it isn’t racist to dislike a certain race). However, after watching the video, they will know they’re wrong, without feeling guilty or reprimanded (even if, in some cases, people deserve to be).   I especially appreciate that the video refers to the comments as “diet” racism because many people who say these things don’t consider themselves racist, and the video brings attention to it without harshly saying to people that they’re racist. Plus, it’s an easy and catchy analogy that many people understand. The can of pop hints to product placement and the way that people can take in a product without really thinking about what they’re doing (i.e., Should I be racist? Whatever, I do it every day, so it’s cool). Also, it shows how it’s a social activity — many of these comments were made in groups. Having similar interests, like drinking pop, or prejudice, unfortunately, can ensure social cohesion and people fitting in. That being said, the solution to racism isn’t as easy as switching to a different drink.   Regardless, the video is short and sweet which is part of why I think it’s so effective. There is a difference between jokes because of racism and jokes to oppose racism and I believe this video represents the latter. Videos like this one allow people to identify her own biases, move beyond the fictional stories, and provide the confidence needed to identify, and acknowledge, diet racism.   Diversity in the workplace is definitely not a joking matter. However, making light of such a heavy topic may provide people with a more comfortable environment to express their concerns, or open up about any discrepancies in the workplace. Humour is only one of many ways to address diversity, or lack there of, and diet racism at work. It is imperative that people focus on what we can learn from a diverse work environment and more importantly, what we can gain from encouraging one.

Trading Up the Chain by Reakash

In Trust me, I’m lying Ryan Holiday introduces the PR tactic of “trading up the chain.” Holiday calls himself a “media manipulator.” His job is to turn nothing into something. He creates buzz and attention around things that previously had little buzz and attention.

 

Holiday uses the tactic of trading up the chain to do his job. This tactic involves pitching stories or ideas to smaller media outlets and waiting for them to pick it up. Once that outlet publishes a piece on your topic, you can then use that piece to pitch the idea to a slightly bigger outlet–and then use these two publications to pitch that same idea to Buzzfeed or The New York Times.

 

The premise of this tactic is that media outlets are always looking for the next big scoop. They want to be the first to publish content on an up-and-coming topic, so if you can convince Huffington Post that your story is gaining interest fast then they might want to post a piece regarding your subject matter before any of their competition has a chance.

 

If you’re having trouble imagining how this tactic could be employed in real life, Ryan Holiday explains an example of how he executed media manipulation on the job:

I open the book with the story of the movie campaign that I did for the author Tucker Max. And, and what we did was we placed billboards strategically around the city of Los Angeles, which then I vandalized and took cell phone photos of. Then I leaked the photos to two local blogs in Los Angeles, Curbed LA and FishbowlLA, knowing that they would bite on that story because it was someone they’d written about and someone they were interested in. They, of course, did.

And then I took links to that story, and I anonymously sent them to a bunch of bigger blogs, including blogs like The Village Voice and Gawker, who then picked it up. And then the next thing you know, we’re being denounced in the editorial page of the Chicago Tribune and the Washington Post because these reporters read those sites, and they see their role as a popularizer of the online buzz.

This is where the manipulation comes in. Ryan Holiday has been able to trade up the chain without these outlets realizing that is what he is doing. The key to manipulating someone (or an organization) is getting them to believe they came up with the idea themselves.

 

We don’t need to go to the morally dubious lengths that Holiday has in order to be successful at trading up the chain. Even if your goal is not to have your article on the cover of the Globe and Mail I’m sure you’re employer wouldn’t mind having their organization in the business section of your local newspaper. Now you just have to decide what to pitch.

Gamification by Garrett

Employee engagement is currently the buzzword for office management. Despite being an ambiguous term, internal communication departments and executives devote ample time to engagement strategies. In general terms, employee engagement means increasing workplace satisfaction and connecting employees to the business culture, which increases worker productivity. An engaged employee is the opposite of a marginalized employee.

But how does a business achieve employee engagement?

One increasingly popular strategy is gamification or game theory. In an office context, gamification means implementing video game mechanics to serve business purposes. Desktop-based games can train employees, foster competition to meet business goals, and spur team building. The addictive nature of the game is meant to engage employees and improve productivity.

Proponents of this strategy state that gamification increases a business’s efficiency. Training costs go down. And the competitive elements can motivate employees. Opponents disagree. Gamification is task orientated and rewards based. Therefore, they argue that gamification doesn’t drive long-term employee engagement—obtaining worker satisfaction is a more subtle task than leveling up. An individual’s workplace satisfaction is subjective and personal. There’s more to a positive work culture than obtaining business goals.

The other main purpose of gamification is data gathering. Gamification is the Moneyball of office politics. The statistics provided through games can quantify business objectives, productivity, and employee progress. Gamification can show management where the business gaps are, adding valuable insight for hiring purposes. Managers will be able to gauge employee potential and better assess who’s best for a promotion. As well, lapses in training will become apparent.

The obvious counter-argument to gamification analytics is that it’s too impersonal. How can an employee’s potential be quantified? An employee may be an asset for reasons a game does not or cannot measure. A game that tracks individual business objectives might overlook an employee’s team-building personality. Or an employee might function well in real life, but is apathetic towards the game or computer illiterate, so he performs poorly. Ultimately, the holistic nature of the office is ignored and instead the focus is put on micro-scale objectives.

I take this side of the argument. Gamification is like a short answer test—you memorize the facts and get an A-grade. The next day, that knowledge is completely forgotten. You’ve learned nothing. Mastering a game doesn’t mean you’re good at your job or that you’re engaged at work. It’s just a hoop to jump through.

Gamification is gaining momentum. Google and Microsoft have introduced games for training purposes. Jumping on the bandwagon, the Harper government is considering implementing game-based training in the federal bureaucracy. There’s no doubt that gamification has potential for training purposes, however I doubt its ability to promote employee engagement. Not to mention the questionable ethics of gamification analytics.

Gamification may be a trend. But you might come across it in your career. Noobs beware.

The Ideal Workspace by Shelbi

Open workspaces have become a fixation amongst many businesses, including Google, Facebook, and Yahoo. Not surprisingly, all are companies who thrive on effective communication. However, there appears to be an important factor being left out when considering open or closed work environments — people.

 

It is common for a workplace to employ a multitude of different personalities and these personalities will undoubtedly include introverts and extroverts. Some people will prefer a quiet or secluded work environment while others may desire a busier, more open work environment. In addition, some people work best on their own, others do their best work after/while collaborating with other individuals, and some may prefer a balance between the two. Also, the appearance of different spaces, such as a considerable amount of windows or an abundance of colours and photos, may affect people differently. For example, some may prefer a profusion of natural light while others may find the additional scenery distracting.

 

There is evidence that supports the hypothesis that chance encounters and unplanned interactions between workers, both inside and outside the organization, improves performance. Alternatively, there is also evidence supporting the claim that open workspaces provide a distracting environment that hinders professionals’ performances. Further, there is something to be said for privacy and productivity.

 

Open workspaces often employ a policy pertaining to the sharing of information and documents. It is likely that the more frequently confidential information is shared, the more likely it will become public information. Conversely, open workspaces demand a certain amount of honesty. Members are provided little of the privacy needed to commit any illegal or unethical offences. Additionally, open workspaces provide a certain amount of accountability. People are constantly monitored by supervisors and/or their peers, which provides a natural level of liability.

 

With all of that being said, how does an employer or institution create a space to accommodate everyone?

 

MacEwan University does this beautifully. They have an open library, a multitude of tables in the cafeteria, and common rooms for students enrolled in the same program; however, I often find myself scouring for a small, quiet area to actually get some work done. Nevertheless, I have also been able to gain insight through fraternizing with my peers. Luckily, MacEwan’s library also includes private rooms and “quiet” areas to cater to the needs of many idiosyncratic students. Perhaps this representation of a multi-catering workspace is the answer.

 

Consider the many kinds of individuals that attend university: the artistic and the scientific, the introverted and the extroverted. All people employed and enrolled by this diverse institution need to be considered in the design so that they can learn, work, and develop in a space specifically designed to suit their needs.

Perhaps the answer is in the core values of the company and the process being applied when hiring new employees. Employers should consider the type of people they are looking to employ, and the work they expect them to do, and design workspaces accordingly. Workspaces should be designed according to how the people working there best learn, work, and develop — Not the other way around.

Flattened Hierarchies by Nick

My father has worked with the same company for 25 years. He started as a part-time employee, worked his way to managerial roles and now is in charge of Western Canada. Growing up the way he talked to us was very task-orientated and in a tone that made us feel similar to employees.

When I entered the workforce as a part-time employee at Future Shop, I recognized the same tone. When talking to a boss, they would make sure to let you know that they were not on the same level as you. That they were above you. This is what I would later discover is called, “workplace hierarchies.”

If you google hierarchies in the workplace, the first few links discuss the death of hierarchies (here, here and here) and if they still relevant.

Truth is, hierarchies will always exist. Everyone answers to someone. I was once told by a boss that every job is just trying to solve a problem. Even if you are an entrepreneur, you are still answering to the public. Consumers are considered a boss just as much an actual supervisor.

Although hierarchies will always exist, that doesn’t necessarily mean top-down communication has to remain as prominent as it is in organizations.  In fact there is a shift to encourage bottom-up communication in the workplace.

This is where the employees are able to establish a dialogue with their superiors and actually share their opinions and can actually influence the workplace.It’s about listening and respecting employee’s views.

When I started in a creative industry, I was shocked immediately by the change in communication. I no longer had to blindly say yes and put up with everything. For once in my work life, my opinion was valued. I could speak my mind and not have to worry about being told that was too different or not how things are done here. Bottom-up communication makes you feel more equal to everyone else in your organization. Again, it’s impossible to eliminate hierarchies completely; there will always be someone else in charge but I do believe by allowing open dialogue to occur with bottom-up communication, can become as close to equals as possible in the workplace.

I’ve worked enough jobs to know the difference between top-down and bottom-up communications. As I learnt about communication college, I understood how someone like my father communicates and the type of tone I have to use to make that work. I understand the tone that is necessary for a more open career. Figuring out your voice within an organization is an important task and one that should be done as soon as possible.

Read your workplace and understand it and you will discover how to be a part of it in no time.

Memes by Reakash

The word meme was coined by British evolutionary biologist Richard Dawkins who was attempting to explain a noun that communicates the idea of a unit of cultural transmission, or a unit of imitation. It is a unit that conveys ideas, symbols, or practices from a culture.

 

Internet memes are photos, videos, people, animals, fictional characters, quotes, idea, GIFs, symbols…pretty much anything that can be shared via the internet. Memes often become popular when they reflect a human experience that is common to a large group of people.

 

Memes are self-aware. They are not created in a vacuum. Most memes that are created now are riffing off of past memes or use similar visuals to other memes. In Shifman’s article “The Cultural Logic of Photo-based meme genres” the author writes, “While one might expect that in the absence of formal gatekeeping people would create an endless array of meme types, in reality, participants tend to mold their memetic contributions according to a surprisingly small number of formulations.” Those who create memes tend to recycle images and concepts and change small aspects of the meme to convey a slightly different, but often similar, sentiment.

 

There now exists a culture of memes. Memes are often shared through social media platforms and exchanged across the table with friends. Memes are not confined to any one subject or national group. Memes are created and shared across the globe. It is important to note that access to memes implies a certain level of privilege and suggests certain types of experiences. Because internet memes are a phenomenon unique to the internet, people in situations that do not allow them access to the internet do not participate in the phenomenon of internet memes.

Though many of the most popular memes deal with humorous subjects that can incite laughter–memes are also utilized for more serious topics like political sentiments, race relations or environmental responsibility.

Memes are used to simplify otherwise complicated messages and spread them to wide audiences. Memes can make messages more accessible and attractive–especially to younger generations who may not interact with topics like foreign policy on an everyday basis.

We are living in a technological age where popular culture shifts faster than most of us can keep up. By the time academic scholarship reaches publication on a once-novel topic, popular culture has often moved on. Professional communicators must keep abreast of new forms of online communication if we hope to remain relevant in the field. It’s likely that in a few years, memes will be a thing of the past.