Chapter 3. Identification of Features that a Network Growth Model
3.6. Discussion & Implication
The main essential implication of our research results is that we can explain the differences in the average shortest path length measured in empirical studies and existing network growth models (which did not consider the size of the personal network before).
Our network growth model is able to explain in more detail the structural changes within a growing social network with respect to the social characteristics of individuals. These networks will be different in different social interaction contexts. Examples of such social networks include social network of people within virtual environments or the network of employees within an organization.
It is interesting to note that the social networking platforms including Facebook attempt to reduce these social distances as daily extension of social activities takes place.
Once any user specifies its social circle after registering in the respective websites, the feature “Recommendation of a Friend of a Friend” enables the users to develop their social circles, and for example, to change their social distance from 2 to 1. This is by itself very desirable but it shall not be neglected that providing positive feedback towards such processes certainly leaves significant impacts on the properties of the Facebook network.
According to our obtained result if the amount of responses towards FOAF style of link establishment increases we can expect further shrink in the average path length of the Facebook network. Having said that, we think that future strategies and algorithms for link predictions are needed to increase the percentage of links of Random type within Facebook platform. Currently, services such as “Recommendation of a Friend of a Friend”
63 is a static service and it triggers automatically in the Facebook system. However, with the help of new link prediction algorithms, variety of dynamic processes can be triggered within the Facebook that benefit people by bringing them closer together. In this case we are dealing with the emergence of adaptive services within Facebook ecosystem by which personalized services will be offered to its users. In addition to that such new services have this ability to adapt to changes within the Facebook platform (i.e., with respect to individual level or environmental factors).
Compared to the friendship networks in virtual world, what brings employees together and forms the network among them within an organization is actually the organizational goal. As an employee’s attitude towards reaching the organizational goal must be in line with the employee’s own success within the organization, the employee’s perception of being in contact with other employees can be assumed to be different with respect to known employees or trusted employees.
One question that may be raised in the readers’ mind is that how can we motivate employees towards knowledge sharing behavior and improve organizational learning performance?
Engaging and empowering employees have the potential to encourage and to reach high levels of information exchange within organizations. By empowering employees, leaders exchange the power, control and supervisions that they have over employees (Chan, Taylor et al. 2008). Empowerment can lead to a positive outcome at both individual and organizational level.
Empowerment has been defined in verity of ways by different scholars.
However, scholars mainly look at it from structural and psychological perspectives.
Structural empowerment has received much more attention comparing to the
64 psychological view. According to structural empowerment managers enhance the right to use information and access the resources to the employees at the lower level of the organizations.
The psychological view on the empowerment explains that empowerment is a state of mind and is a result of position, policies and practices. In such a scenario, it is important that managers increase the feeling of self-efficacy and self confidence among organizational members (Conger and Kanungo 1988, Thomas and Velthouse 1990).
Psychological empowerment emerges where there is the capacity of competence building, clarity in roles and responsibilities and authority to select and retain work behaviors.
The following factors are essential for empowering the employees within any organization.
1. Foster Open Communication
Since so many companies are built on top-down communication from management, employees have no direct channel and don't feel they will have an impact.
Therefore, managers need to foster open communication channels within which employees are given structured ways to make their thoughts, feelings and observations.
They need to make sure that they acknowledge their employees for sharing their valuable input that helps the company.
2. Reward Self-Improvement
Usually management has the idea that monetary incentives are sufficient to get people to advance. However, it is easy to see that people don't have the resources or knowledge of what to do. That is why, managers need to encourage the employees to set a plan for their growth and reward them as they advance. Later employees can apply their newly-learned skills as they step up to leadership opportunities.
65 3. Encourage Safe Failure
Managers need to set up laboratory environments where employees can test new ideas and learn from the failures as well as the successes. Then employees will gain understanding and feel comfortable innovating.
4. Provide Plenty of Context
Managers need to impart their vision to their employees. Since managers are dealing with variety of valuable information in different context, it may seem to be confusing from employees’ point of view. Therefore, managers need to share all those information in a structured and consistent manner. An employee who clearly understands the core values, purpose and direction of the company can easily make consistent decisions and take appropriate actions.
5. Support Their Independence
Managers need to give the employees reasons and opportunity to be independent and even lead others.
6. Appreciate Their Efforts
Employees need to feel that managers appreciates their contribution and value their participation in knowledge sharing behavior. Therefore, managers needs to appreciate their employees for sharing their valuable input that helps the company to achieve its objectives.
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