From Mass Production to Mass Collaboration: Institutionalized Hindrances to Social Platforms in the Workplace

Lene Pettersen
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引用次数: 10

Abstract

This article addresses the importance of institutionalized practices when social media are introduced as collective platforms for the workplace and why the great engagement envisioned for these tools has yet to be realized in organizational settings. Innovation, in this article, points to practices that individuals perceive as new. Innovation thus also concerns social changes: the introduction of new practices to be employed by individuals within social structures. The dynamics in the workplace and in distributed networks (e.g. Wikipedia) are compared and found to operate with different social structures, with different practices at play, yet collective and engaging actions are expected from employees with the introduction of social platforms. The nature of our notion of work in the workplace is colored by organization and measurement in time and money derived from a capitalistic paradigm, yet drivers at play in distributed networks are not measured in quantitative terms (time and money), but on quality (good work, strong reputation, high social status, and so forth). The article points to findings from a comprehensive qualitative case study of knowledge workers employed in a knowledge-intensive organization in twenty-three countries in Europe, North Africa, and the Middle East. Twenty-seven in-depth interviews and field studies of professional knowledge-workers in Norway, Denmark, UK and Morocco was conducted during 2011, with follow-up interviews of eight of the participants from Morocco and Norway after one year. Many of the employees in our study explain that the company’s social platform becomes just another thing to track amidst in an already hectic workday where individual drivers triumph over collective priorities.
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从大规模生产到大规模协作:工作场所社交平台的制度化障碍
本文阐述了当社交媒体作为工作场所的集体平台被引入时,制度化实践的重要性,以及为什么这些工具所设想的伟大参与尚未在组织环境中实现。在这篇文章中,创新指的是个人认为是新的实践。因此,创新也涉及社会变化:在社会结构中引入供个人使用的新做法。通过对工作场所和分布式网络(如维基百科)的动态进行比较,发现它们在不同的社会结构下运作,在不同的实践中发挥作用,但随着社交平台的引入,期望员工采取集体和参与的行动。我们在工作场所的工作概念的本质是由资本主义范式衍生的时间和金钱的组织和测量所决定的,然而在分布式网络中起作用的驱动因素不是用定量术语(时间和金钱)来衡量的,而是用质量(好的工作、良好的声誉、高的社会地位等等)来衡量的。本文指出了对欧洲、北非和中东地区23个国家的知识密集型组织中雇用的知识工作者进行的全面定性案例研究的结果。2011年对挪威、丹麦、英国和摩洛哥的专业知识工作者进行了27次深入访谈和实地研究,一年后对来自摩洛哥和挪威的8名参与者进行了后续访谈。在我们的研究中,许多员工解释说,公司的社交平台只是在本已繁忙的工作日中另一个需要跟踪的东西,在这个工作日中,个人司机胜过集体优先事项。
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