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首页> 外文会议>International Conference on Social Computing and Social Media >Leadership and Social Media or About Hubs and Connectors: Useful Information and Meanings in the Selection Process of Potential Leaders
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Leadership and Social Media or About Hubs and Connectors: Useful Information and Meanings in the Selection Process of Potential Leaders

机译：领导和社交媒体或关于集线器和连接器：潜在领导者的选择过程中有用的信息和含义

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Social media and social network sites (SNSs) in particular are a response to the ever-changing, increasingly connected world - a world that needs more and more learning and collaboration to solve complex problems. In this context, the role played by leaders in organizations also changes. Despite the many studies published about leaderships, too little is known about the way we can use social networks in discovering/identifying potential leaders. So far we have been able to classify networks (Borgatti and Foster 2003; Plastrik and Taylor 2006), to define leadership networks and to see how they work (Hoppe and Reinelt 2010), to discuss about the social influence of leaders on followers, as well as the active way in which the followers, in their turn, influence leaders, particularly their behavior (Burak and Bashshur 2013). Much has been discussed about the skills leaders need to have (Mumford et al. 2007) on various hierarchical levels within the organization, but there is still no study on how we could identify these leadership skills by using social network sites (SNSs). Our research is qualitative. We aim to analyze the skills leaders need - cognitive, interpersonal, entrepreneurial and strategic skills - and the way these can be identified in social networking, mainly using observation and surveys as methods of research. The paper is organized as follows: in the first part we discuss the basic concepts of the network theory (Barabasi 2002), leadership (Maxwell 1991), skills (Mumford et al. 2007) and influence (Cocheci 2017). In the second part, we present four concrete cases of identifying leadership skills within and with the help of social network sites, namely of the information gathered and interpreted by us, according to the specialized literature. The subjects we chose are leaders of four large companies in Romania who allowed us to access their SNSs and answered our questions during interviews organized on this occasion. The purpose of these interviews was to outline some types of desirable/undesirable behaviors in specific situations (access to and distribution of information; direct or indirect interaction with third parties; attract material and/or financial resources; formulate a vision; identify problems and consequences, objective assessment of situations and people). The outcome of the whole work could be a model that can form the basis of a useful methodology for human resource departments, as well as for the head-hunting companies interested in finding people with leadership skills and potential.
机译：特别是社交媒体和社交网站（SNSS）特别是对不断变化，日益联系的世界的回应 - 一个需要越来越多的学习和合作来解决复杂问题的世界。在这方面，组织领导者扮演的角色也会发生变化。尽管有许多关于领导的研究，但对于我们可以使用社交网络发现/识别潜在领导者来说太少了。到目前为止，我们已经能够对网络进行分类（Borgatti和Foster 2003; Plastrik和Taylor 2006），以定义领导网络，并了解他们如何工作（Hoppe和Reinelt 2010），讨论追随者领导者的社会影响，如以及追随者的活跃方式，转过身来，影响领导者，特别是他们的行为（Burak和Bashshur 2013）。关于技能领导者需要（Mumford等，2007）在组织内的各种分层层面上讨论了很多，但仍然没有研究我们如何通过使用社交网站（SNS）来识别这些领导技能。我们的研究是定性的。我们的目标是分析技能领导者需要 - 认知，人际关系，企业家和战略技能 - 以及在社交网络中可以识别的方式，主要使用观察和调查作为研究方法。本文组织如下：在第一部分中，我们讨论了网络理论的基本概念（Barabasi 2002），领导（Maxwell 1991），技能（Mumford等，2007）和影响力（Cocheci 2017）。在第二部分，根据专业文献，我们展示了四个识别领导技能的具体案例，即在社交​​网站的帮助下以及由我们收集和解释的信息。我们选择的受试者是罗马尼亚四大公司的领导者，他让我们访问他们的SNS，并在此次组织的访谈中回答了我们的问题。这些访谈的目的是在特定情况下概述某些类型的理想/不受欢迎的行为（获取和分发信息;与第三方的直接或间接互动;吸引物质和/或财务资源;制定愿景;确定问题和后果，客观评估情况和人员）。整个工作的结果可能是一种模型，可以构成人力资源部门的有用方法的基础，以及有兴趣寻找领导技能和潜力的人们的先锋狩猎公司。

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