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  • 1
    Online Resource
    Online Resource
    [Erscheinungsort nicht ermittelbar] : MIT Sloan Management Review
    Language: Undetermined
    Pages: 1 online resource
    Note: Title from content provider
    Library Location Call Number Volume/Issue/Year Availability
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  • 2
    Language: English
    Pages: 1 online resource (1 volume) , illustrations
    Keywords: Human computation ; Knowledge management ; Technological innovations ; Electronic books ; Electronic books ; local
    Abstract: As organizations search for better solutions to their everyday problems, many are encouraging employees to use their experiences to develop new ideas and play a more active role in the innovation process. Companies including AT&T Inc., Google Inc., and Deutsche Telekom AG have turned to what's known as internal crowdsourcing. Although external crowdsourcing, which solicits ideas from consumers, suppliers, and anyone who wants to participate, has been widely studied, internal crowdsourcing, which seeks to channel the ideas and expertise of the company's own employees, is less well-understood. However, as the authors point out, harnessing the cognitive diversity within organizations can open up rich new sources of innovation while at the same time engaging younger employees and people working on the front lines. In this article, the authors examine the benefits of internal crowdsourcing and the common roadblocks to participation, collaboration, and implementation; they draw on their research at a number of companies, including a health care company, a telecommunications company, and fashion and retail company Li & Fung Ltd. The authors present a set of action steps to help executives make their internal crowdsourcing efforts more effective. Those steps include: (1) keeping the focus broadly on long-term innovation rather than short-term problem-solving; (2) giving employees slack time to participate; (3) allowing for anonymous participation; and (4) making sure experts within the company don't exert too much influence. The authors also recommend that companies encourage collaboration, use technology platforms that connect individuals with ideas from other participants, and have well-defined procedures for how ideas will be handled after the crowdsourcing event. "Although companies are accustomed to giving recognition to teams who submit winning solutions, they don't always offer clear criteria to guide the process or take the time to follow up with employees who don't win," the authors write. "But these efforts can pay big dividends in terms of driving future participation and generating better solutions later on."
    Note: "Reprint #58423.". - Includes bibliographical references. - Description based on online resource; title from cover (viewed November 13, 2017)
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  • 3
    Language: English
    Pages: 1 online resource (1 volume) , illustrations
    Keywords: Twitter ; Relationship marketing ; Customer relations ; Social media ; Electronic books ; Electronic books ; local
    Abstract: Few CEOs of large companies leverage the power of Twitter to the fullest extent. As of September 2014, only 42 Fortune 500 CEOs had Twitter accounts. The authors argue that rather than waiting for impressions to be driven by the media or by individuals with ulterior motives, CEOs can use Twitter to help shape their public image and that of their companies. The authors studied the Twitter activity of 25 CEOs of publicly traded companies who were active on Twitter and identified common patterns and themes. Based on the type of content tweeted most often, the authors classified the CEOs they studied into four groups: Generalists, Expressionists, Information Mavens, and Business Mavens. Generalists used Twitter to share a wide range of content. At times they tweeted about personal opinions and interests; other times, they tweeted information closely related to the business (for example, strategy, existing products and services, customer references, etc.). However, on average they had the smallest networks among the groups of CEOs, perhaps because they were not sharing information that was unique. Expressionists used Twitter extensively for non-business content sharing. These CEOs shared their opinions about events and politics and gave their followers an insight into their daily lives. In many ways, they used Twitter as a brand-building platform for themselves as they do for their companies. Information Mavens frequently shared links to information, news, and other happenings. However, they did not generally tweet information specific to their company, acting more like curators of content. As a result, relatively few people retweeted or "favorited" their tweets. Business Mavens used Twitter extensively and primarily shared business-related content. In contrast to the other CEO groups that the authors identified, Business Mavens often shared new product announcements, information about existing products, customer references, and information about management initiatives and strategy. Although they also used Twitter to share content related to personal opinions and interests and links to other interesting information, the majority of their tweets were business-related. As a group, the Business Mavens produced tweets that were retweeted and favorited more often than those of CEOs in the other three groups, and they had significantly larger follower networks. The authors' research suggests that certain types of CEO tweets are more likely to be fa...
    Note: "Reprint #57203.". - From MIT Sloan Management Review, Vol. 57, no. 2 (Winter 2016). - Includes bibliographical references. - Description based on online resource; title from title page (viewed March 7, 2016)
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  • 4
    Online Resource
    Online Resource
    Cham :Palgrave Macmillan, | Cham :Springer International Publishing.
    ISBN: 978-3-030-25557-2
    Language: English
    Pages: 1 Online-Ressource (XXIX, 302 Seiten) : , 34 Illustrationen.
    Parallel Title: Erscheint auch als
    Parallel Title: Erscheint auch als
    DDC: 650
    RVK:
    RVK:
    Keywords: Popular Science in Business and Management ; Innovation/Technology Management ; Business Strategy/Leadership ; Business ; Management ; Industrial management ; Leadership ; Open Innovation. ; Organisationsmodell. ; Problemlösen. ; Schwarmintelligenz. ; Online-Community. ; Arbeitsorganisation. ; Computer Supported Cooperative Work. ; Innovation. ; Open Innovation ; Organisationsmodell ; Problemlösen ; Schwarmintelligenz ; Online-Community ; Arbeitsorganisation ; Computer Supported Cooperative Work ; Innovation
    URL: Volltext  (URL des Erstveröffentlichers)
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