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Maria Gurova

Meanwhile in the Future: Everybody Is Reviewed in a Reputation Database - 2 views

gizmodo.com/s-reviewed-in-a-rep-1737589726

Technology Social Social Media Reputation Economy digital exhaust Reviewers Culture Future of talent Digital history Activity log manipulation inequality diversity privacy rating system

shared by Maria Gurova on 30 Oct 15 - No Cached
  • Recently, an app called Peeple got a whole lot of attention for trying to be the Yelp for Humans
  • But what would it be like if we lived in a world where everything you do is subject to a rating doled out by a combination of machines and other people?
  • Michael Fertik, the founder of Reputation.com and the author of the book The Reputation Economy, talks on the episode about all the ways that brands and companies are already compiling your information into a profile that helps them make decisions about you. Linkedin, AirBnB, Uber, they’re all gathering what Fertik calls your “digital exhaust” to learn more about you
  • ...4 more annotations...
  • So what makes Peeple different from say AirBnB where you rate your tenants? Jeff Hancock, a professor of communications at Standford, says it comes down to turning your interpersonal relationships into transactions.
  • But in 15 or 20 years, all those reputation systems might be combined. And they might totally dictate your life: what jobs you get, what insurance you’re offered, who you date, where you live
  • Fertik predicts that in just five years, companies won’t post jobs, but rather plug in their desires into a database to find the right person. Jobs will come to you, he says. But part of that selection process will probably include parameters outside someone’s direct qualifications
  • If financial success, personal success, housing, food options, all that is tied into this reputation system, the people who have the understanding and the money to make that reputation system work for them will succeed
Maria Gurova

Motivating Millennials Takes More than Flexible Work Policies - 0 views

hbr.org/...re-than-flexible-work-policies

Social HR trends talent management Workforce shifting organizational structure motivation openness flexibility flexible hours work life balance work from home risk-tolerant environment feedback

shared by Maria Gurova on 03 Apr 16 - No Cached
  • A 2015 Gallup Poll found that Millennials are the least engaged cohort in the workplace, with only 28.9% saying that they are engaged at work. This, combined with high turnover rates and greater freelance and entrepreneurial opportunities, means that if companies want to retain these valued workers, they will have to double their efforts to meet Millennials where they are
  • A 2015 report on Millennials from the U.S. Chamber of Commerce emphasized flex-time as one way to do this — it found that three out of four Millennials reported that work-life balance drives their career choice
  • Multiple studies have revealed that Millennials are keen to see their work as addressing larger societal concerns
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  • Millennials are strongly drawn to the “anything is possible” spirit of entrepreneurship. Rather than chase these workers away, companies that embrace a risk-tolerant culture and promote learning and experimentation will benefit from the heightened energy around innovation
  • the number one reason this cohort leaves a job is directly related to a boss. Other research has found that Millennials want communication from the boss more frequently than any other generation in the workforce.
  • “[Millennials] expect to work in communities of mutual interest and passion – not structured hierarchies,”
  • Shifts in organizational design—including fewer management layers, matrix structures, shared services, and outsourcing
  • Maria Gurova on 03 Apr 16
     
    Key factors that influences Millennials' workplace choices and keep them loyal
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