All, a very neat and dynamic presentation of the "social" interactions
between characters in Shakespere's Julius Caesar
http://youtube.com/watch?v=tGkplus0C4w

Related source documents and explanations can be seen here
http://www.jibble.org/shakespeare/

SNA is being applied to all sorts of "networked activities" with human and other
live
entities ...we are also seeing network analysis of systems of man-made objects.

SNA of Sports teams...
http://www.networkweaving.com/blog/2006/08/weaving-team-nets.html

SNA of Cow clusters...
http://www.networkweaving.com/blog/2006/05/cow-pies-cow-ties.html

SNA of Cisco routers...
http://www.orgnet.com/SocialLifeOfRouters.pdf

Enjoy!

I faciliate an Organizational Development special interest group in
Denver, CO and we are thinking about scheduling a joint event with
the local American Society of Training and Development (ASTD)
chapter on ONA/SNA.

Currently, I do not know anyone in Denver who might be able to speak
on such a topic.  We would want to focus on what it is and how it
can be used in the development of organizations & to pinpoint where
problems may/not need to be addressed (to focus training efforts or
avoid wrongly appied training).

Please let me know if you might be interested in such a presentation
or if you know of someone in the Denver / Colorado Front Range area
or someone who might be traveling this way for other purposes.

Thank you!
Holly

Holly Pendleton
Manager of Knowledge Management
Catholic Health Initiatives
1999 Broadway| Suite 2600 | Denver, CO 80202
303.383.2736 | hollypendleton@...

Holly,

I attended the Plexus Institute seminar on SNA last week with Valdis
Krebs.  I suggest you contact him as he may know of someone in
Denver who can present at your meeting.  His email is
valdis@...

--
Loretta L. Donovan
President
worksmarts
Strategic collaboration for business results

Co-owner, AI Consulting
www.aiconsulting.org

141-A Main Street
Tuckahoe NY 10707
loretta.donovan@...
tel: 914-779-3246
mobile: 914-309-3952

The great end of life is not knowledge but action.
~~ Thomas Henry Huxley (1825-1895)

--- In ona-prac@yahoogroups.com, "Holly Pendleton"
<hollypendleton@...> wrote:
>
> I faciliate an Organizational Development special interest group
in
> Denver, CO and we are thinking about scheduling a joint event with
> the local American Society of Training and Development (ASTD)
> chapter on ONA/SNA.
>
> Currently, I do not know anyone in Denver who might be able to
speak
> on such a topic.  We would want to focus on what it is and how it
> can be used in the development of organizations & to pinpoint
where
> problems may/not need to be addressed (to focus training efforts
or
> avoid wrongly appied training).
>
> Please let me know if you might be interested in such a
presentation
> or if you know of someone in the Denver / Colorado Front Range
area
> or someone who might be traveling this way for other purposes.
>
> Thank you!
> Holly
>
> Holly Pendleton
> Manager of Knowledge Management
> Catholic Health Initiatives
> 1999 Broadway| Suite 2600 | Denver, CO 80202
> 303.383.2736 | hollypendleton@...
>

ona-prac readers may already be familiar with jeffrey heer's work at
uc berkeley. his "enronic" system generated a whole-network
visualisation based on 200,000 enron emails released to the public
domain during the fraud investigations.

to coincide with today's sentencing of jeffrey skilling my associates
and i at trampoline have developed a different treatment of this
dataset. our "enron explorer" generates a visualisation of each
executive's social network and also analyses the thematic signatures
of their correspondence. it's possible to view each person's mailbox,
open individual emails or slice through the network by following
thematic links. clicking on someone in the visualiser zooms them to
the centre and loads their information.

enron explorer can be accessed at http://enron.trampolinesystems.com

best wishes : charles

chief executive // trampoline systems ltd
charles@...
old aske's hospital, 50a buttesland street, london n1 6by

Anyone attending KMWorld 2006 this week?  I will be there and will
also be presenting on Monday during the Innovation track.

Here is my personal page on the KMWiki where you can see the
sessions I plan to attend:  http://kmi06.pbwiki.com/Holly%20Pendleton

I am very much interested in networking with folks as much as
possible.  Dialog with people outside of my own work has been such a
critical way for me to digest learnings and incorporate new and
creative ideas that can be integrated into my program.

Let me know if you plan to be there and we can connect!

Take care,
Holly

Holly Pendleton
Manager of Knowledge Management
Catholic Health Initiatives
1999 Broadway| Suite 2600 | Denver, CO 80202
303.383.2736 | hollypendleton@...

Holly (& all), at last year's KMWorld I had the impression that a
high percentage of attendees stayed close to the downtown area
during the entire period they were in San Jose. The center of
attraction for most locals is a few miles further west -
specifically Westfield's Valley Fair Mall
http://westfield.com/valleyfair/index.html , and just opposite
Santana Row, http://www.santanarow.com/ . Just follow San
Carlos/Stevens Creek from downtoen to avoid getting on/off confusing
freeway ramps - it's a straight shot.

Are there any plans to blog the conference?

--- In ona-prac@yahoogroups.com, "Holly Pendleton"
<hollypendleton@...> wrote:
>
> Anyone attending KMWorld 2006 this week?  I will be there and will
> also be presenting on Monday during the Innovation track.
>
> Here is my personal page on the KMWiki where you can see the
> sessions I plan to attend:  http://kmi06.pbwiki.com/Holly%
20Pendleton
>
> I am very much interested in networking with folks as much as
> possible.  Dialog with people outside of my own work has been such
a
> critical way for me to digest learnings and incorporate new and
> creative ideas that can be integrated into my program.
>
> Let me know if you plan to be there and we can connect!
>
> Take care,
> Holly
>
> Holly Pendleton
> Manager of Knowledge Management
> Catholic Health Initiatives
> 1999 Broadway| Suite 2600 | Denver, CO 80202
> 303.383.2736 | hollypendleton@...
>

Apologies for any dups due to cross posting...

I am looking for a resource/application that enables community
collaboration through the integrated use of a wiki along with email
exchanges and archival.  The mail archive should ideally be in a tree
format (i.e. with nested replies), rather than blog type entry and
comment format.  Ideally, email entries would be taggable to link to
corresponding topics within the wiki.

Moodle has been suggested, and because of longer term desire to make
interconnections between "communities" (social networking with
personal profiling) and across topical boundaries, building something
using Drupal has also been suggested.  Before embarking on such an
effort, and so as not to reinvent the wheel, we're hoping for some
guidance that might lead us to a resource (or resources) that can
already accomplish these things for us (or at least a good number of
them) to build upon.

Thanks in advance for any guidance or suggestions you might be able to
provide.

Regards,
Eric

See the announcement at http://netcentriccampaigns.org/node/94 and
below.  Please share with anyone who might be interested.  This could
be a great way for someone just starting out to get some real-world
experience.

= Ruby

________________________

Netcentric Campaigns is a nonprofit consultancy helping progressive
advocacy organizations, coalitions, and campaigns utilize the power of
networks to better connect, support, and empower their constituents.
We are seeking a consultant to assist with the measurement and
analysis of social networks.

Qualifications:

* Proven experience mapping and analyzing social networks in an
academic or organizational setting.
* Familiarity with at least one standard network-mapping software
package.
* Strong analytical and technical writing skills.
* Your own workspace and computer with high-speed Internet access,
and ability to work independently while maintaining communication with
team members in other locations.
* Experience using "Web 2.0" technology and social networking
software, and interest in how different tools might be used to support
advocacy and social change.
* A commitment to making the world a better place by applying your
skills toward social and environmental justice.
* A background with nonprofits, political advocacy, grassroots
organizing, or network-centric theory is a plus.


Candidates should be prepared to start by 1/3/07 at the latest and be
available throughout January. The consulting arrangement may be
continued after this study on a project-by-project basis.  (Future
projects will also require expertise in data collection and survey
design.)  Work will range from part-time to full-time depending on
your schedule and our deadlines. Location is flexible, although the
Eastern time zone of the U.S. (GMT-5) is preferred.

Please send letters of interest along with a sample network analysis,
estimated hourly rate, and resume ASAP to ruby at netcentriccampaigns
dot org with the subject line "Social Network Analyst."  Applications
will be considered on a rolling basis.

SHL Group Plc, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey, KT7 0NE, England.

This email is confidential and intended for the addressee(s) only.

If you are not an addressee please promptly notify the sender and delete the message; do not use the content in any other way.

And, you can collect ego network data from a group and combine them to
get a whole network picture [or a very good approximation]... like we
did here... this map is a combination of hundreds of ego network
surveys.

http://www.networkweaving.com/blog/2006/06/cleveland-entrepreneurs-
their.html

Of course the egos in this survey had common
interests/skills/domains/location, so we expected their ego networks to
overlap!

The survey method you use is often determined by whether you know the
bounds of the population you want to survey.

Valdis


On Dec 21, 2006, at 12:50 PM, Steven Fleck wrote:

> I have a few questions about using an personal (ego) network
> approach for ONA work. At least from what I have seen, most
> of the focus of organisational applications of network analysis is on
> whole networks, where data is collected from all/most members of a
> group or organisation. I think there is also a lot of potential in
> using a personal network approach (where each person nominates their
> most important contacts, and then indicates relations between them).
> While many of the traditional network metrics are obviously not
> available with this type of data, it can tell us about the types of
> relations a person has, and the structure of his or her immediate web
> of relations. This type of information can be very valuable when
> working with participants as individuals. An additional advantage of
> personal network data is that it doesn't require both a meaningfully
> defined group of participants or a high response rate.
>  
> I have recently done some work with a group of managers, where we
> collected this type of network data. We then fed back information
> about their personal networks to the managers, as part of a broader
> leadership development programme. The resulting developments and
> action points had an impact both at the individual and at the
> business-unit level. It would be very interesting to hear if others
> have used personal network data for any kind of organisation or
> personal development work, or have any thoughts on how to do this.
>  
> Regards,
> Steven

Hi,
Great to hear that there seems to be quite a bit of personal network-
related work happening. It seems a good way to get people to feel
more personally engaged in the process - after all, the focus is on
their own network, they are not necessarily just one of the nodes
that make up the larger network.

I did also in fact combine a set of personal network responses from
managers from the same business unit into a whole network. What was
especially intriguing was to try to use the perceived ties as part of
the whole network dataset (i.e., when a participant indicates that
there are ties between two of his or her nominated contacts). The
perceived data can potentially be used to substitute for missing
data. The survey limited the number of nominations participants could
make (so it may not have captured all their actual contacts), and not
all members of the group responded. The perceived ties often filled
in the gaps. However, the perceived data is obviously not as accurate
as directly nominated data. But this opens up possibilities to look
at accuracy of network perception - itself an interesting topic.

Another reason I am increasingly interested in personal network data
is that a request I get very frequently from people is that they
don't just want to look at the network inside a narrowly defined
group - they want to look at the whole/bounded network AND ties
beyond this. A personal network approach means we can allow people to
nominate contacts both internal and external to the group. We can
then combine the internal network nominations to look at the within-
group network.

Regards,
Steven

--- In ona-prac@yahoogroups.com, "Patti Anklam" <patti@...> wrote:
>
>
>
> Hi, Steven,
>
>
>
> You are right that people often overlook the importance of the ego
network
> in the discussions of organizational network analysis. When I teach
the ONA
> master class, I always start by asking people to draw an ego
network that is
> the network of support that they will need to plan and implement an
ONA
> project. It's a good get-started exercise because it's easy and
brings home
> the point that you don't always need a lot of fancy software to
analyze a
> network. And it demonstrates the importance of looking at ego
networks.
>
>
>
> Rob Cross has emphasized the importance of personal networks in his
work for
> a long time. You can see this summarized at http://robcross.org/
sna11.htm.
> The software developed at UVA includes a personal network analysis
section.
> In addition to providing people a map of their network (after
entering
> information just as you suggest below), it reports back to them on
how their
> networks compare with those of their peers and superiors in the
hierarchy,
> using metrics like E/I ratios. His research on ego networks also
supports
> the view that you can characterize the networks of high performers,
and then
> create professional development plans to enable more people to
create
> similar networks.
>
>
>
> Best,
>
>
>
> patti
>
>
>
>
>
>   _____
>
> From: Steven Fleck [mailto:steven.fleck@...]
> Sent: Thursday, December 21, 2006 12:51 PM
> To: 'ona-prac@yahoogroups.com'
> Subject: [ona-prac] Ego/personal networks and ONA
>
>
>
> SHL Logo
>
> Hi,
>
>
>
> I have a few questions about using an personal (ego) network
approach for
> ONA work. At least from what I have seen, most of the focus of
> organisational applications of network analysis is on whole
networks, where
> data is collected from all/most members of a group or organisation.
I think
> there is also a lot of potential in using a personal network
approach (where
> each person nominates their most important contacts, and then
indicates
> relations between them). While many of the traditional network
metrics are
> obviously not available with this type of data, it can tell us
about the
> types of relations a person has, and the structure of his or her
immediate
> web of relations. This type of information can be very valuable
when working
> with participants as individuals. An additional advantage of
personal
> network data is that it doesn't require both a meaningfully defined
group of
> participants or a high response rate.
>
>
>
> I have recently done some work with a group of managers, where we
collected
> this type of network data. We then fed back information about their
personal
> networks to the managers, as part of a broader leadership
development
> programme. The resulting developments and action points had an
impact both
> at the individual and at the business-unit level. It would be very
> interesting to hear if others have used personal network data for
any kind
> of organisation or personal development work, or have any thoughts
on how to
> do this.
>
>
>
> Regards,
>
> Steven
>
>
>
>
>
> Steven Fleck
> Senior Research Psychologist
>
>
> Direct:
> Main:
> Fax:
>
>
> Email:
> Web:
>
> + 44 (0) 20 8335 8108
> + 44 (0) 20 8335 8000
> + 44 (0) 20 8335 7000
>
>
> Steven.Fleck@ <mailto:Steven.Fleck@...> shlgroup.com
> www.shl.com
>
> SHL Group Plc, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey,
KT7 0NE,
> England.
>
> Footer Curve
>
>
>
______________________________________________________________________
> This email has been scanned by the MessageLabs Email Security
System.
> For more information please visit http://www.messagelabs.com/email
>
______________________________________________________________________
>
> This email is confidential and intended for the addressee(s) only.
>
> If you are not an addressee please promptly notify the sender and
delete the
> message; do not use the content in any other way.
>

Yes, this is the best way to do ONA... a nice combination of bounded
[what is known] and unbounded [what is to be discovered].  You don't
have to box yourself into "whole network analysis" OR "ego network
analysis".  Combine and profit from the power of both.

Only problem is then you get a mixed bag of confirmed/not
confirmed/unconfirmable [sp?] ties.  But if you are careful which
metrics you use then you can make sense of the whole picture.

Valdis


On Dec 22, 2006, at 11:31 AM, stevenfleck2006 wrote:

> Another reason I am increasingly interested in personal network data
> is that a request I get very frequently from people is that they
> don't just want to look at the network inside a narrowly defined
> group - they want to look at the whole/bounded network AND ties
> beyond this. A personal network approach means we can allow people to
> nominate contacts both internal and external to the group. We can
> then combine the internal network nominations to look at the within-
> group network.

-----Original Message-----
From: ona-prac@yahoogroups.com [mailto:ona-prac@yahoogroups.com]On Behalf Of Valdis Krebs
Sent: Friday, December 22, 2006 9:49 AM
To: ona-prac@yahoogroups.com
Subject: Re: [ona-prac] Re: Ego/personal networks and ONA

Yes, this is the best way to do ONA... a nice combination of bounded
[what is known] and unbounded [what is to be discovered]. You don't
have to box yourself into "whole network analysis" OR "ego network
analysis". Combine and profit from the power of both.

Only problem is then you get a mixed bag of confirmed/not
confirmed/unconfirmable [sp?] ties. But if you are careful which
metrics you use then you can make sense of the whole picture.

Valdis

On Dec 22, 2006, at 11:31 AM, stevenfleck2006 wrote:

> Another reason I am increasingly interested in personal network data
> is that a request I get very frequently from people is that they
> don't just want to look at the network inside a narrowly defined
> group - they want to look at the whole/bounded network AND ties
> beyond this. A personal network approach means we can allow people to
> nominate contacts both internal and external to the group. We can
> then combine the internal network nominations to look at the within-
> group network.

Steven,

These are interesting articles concerning the collection of data for,
and the treatment of, personal network analysis:
1) http://www.insna.org/Connections-Web/Volume26-2/8.McCartyWutich.pdf
2) http://www.insna.org/Connections-Web/Volume26-1/5.Lonkila.pdf

In addition, the following website is very useful for extending ego-
networks to wider networks:

http://www.respondentdrivensampling.org

A question for you: I see SHL performs various assessment tests. Have
you created tests that combine the measurement of personal
characteristics and of connectedness? Is there any type of
correlation that you might have found between the two?

Happy holidays to all,
Joseph

--- In ona-prac@yahoogroups.com, Steven Fleck <steven.fleck@...>
wrote:
>
>  SHL Logo <http://www.shlgroup.com/emailfiles/shllogo.gif>
>
> Hi,
>
> I have a few questions about using an personal (ego) network
approach for
> ONA work. At least from what I have seen, most of the focus of
> organisational applications of network analysis is on whole
networks, where
> data is collected from all/most members of a group or organisation.
I think
> there is also a lot of potential in using a personal network
approach (where
> each person nominates their most important contacts, and then
indicates
> relations between them). While many of the traditional network
metrics are
> obviously not available with this type of data, it can tell us
about the
> types of relations a person has, and the structure of his or her
immediate
> web of relations. This type of information can be very valuable
when working
> with participants as individuals. An additional advantage of
personal
> network data is that it doesn't require both a meaningfully defined
group of
> participants or a high response rate.
>
> I have recently done some work with a group of managers, where we
collected
> this type of network data. We then fed back information about their
personal
> networks to the managers, as part of a broader leadership
development
> programme. The resulting developments and action points had an
impact both
> at the individual and at the business-unit level. It would be very
> interesting to hear if others have used personal network data for
any kind
> of organisation or personal development work, or have any thoughts
on how to
> do this.
>
> Regards,
> Steven
>
>
>
> Steven Fleck
> Senior Research Psychologist
>
>
>
> Direct:
> Main:
> Fax:
>
>
> Email:
> Web:
>
> + 44 (0) 20 8335 8108
> + 44 (0) 20 8335 8000
> + 44 (0) 20 8335 7000
>
>
> Steven.Fleck@... <mailto:Steven.Fleck@...>
> www.shl.com <http://www.shl.com>
>
> SHL Group Plc, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey,
KT7 0NE,
> England.
>
>  Footer Curve <http://www.shlgroup.com/emailfiles/lbb.gif>
>
> This email is confidential and intended for the addressee(s) only.
> If you are not an addressee please promptly notify the sender and
delete the
> message; do not use the content in any other way.
>
>
>
>
>
______________________________________________________________________
> This email has been scanned by the MessageLabs Email Security
System.
> For more information please visit http://www.messagelabs.com/email
>
______________________________________________________________________
>

----- Original Message -----

From: Joseph Wehbe

To: ona-prac@yahoogroups.com

Sent: Thursday, December 28, 2006 1:52 PM

Subject: [ona-prac] Re: Ego/personal networks and ONA

Steven,

These are interesting articles concerning the collection of data for,
and the treatment of, personal network analysis:
1) http://www.insna.org/Connections-Web/Volume26-2/8.McCartyWutich.pdf
2) http://www.insna.org/Connections-Web/Volume26-1/5.Lonkila.pdf

In addition, the following website is very useful for extending ego-
networks to wider networks:

http://www.respondentdrivensampling.org

A question for you: I see SHL performs various assessment tests. Have
you created tests that combine the measurement of personal
characteristics and of connectedness? Is there any type of
correlation that you might have found between the two?

Happy holidays to all,
Joseph

--- In ona-prac@yahoogroups.com, Steven Fleck <steven.fleck@...>
wrote:
>
> SHL Logo <http://www.shlgroup.com/emailfiles/shllogo.gif>
>
> Hi,
>
> I have a few questions about using an personal (ego) network
approach for
> ONA work. At least from what I have seen, most of the focus of
> organisational applications of network analysis is on whole
networks, where
> data is collected from all/most members of a group or organisation.
I think
> there is also a lot of potential in using a personal network
approach (where
> each person nominates their most important contacts, and then
indicates
> relations between them). While many of the traditional network
metrics are
> obviously not available with this type of data, it can tell us
about the
> types of relations a person has, and the structure of his or her
immediate
> web of relations. This type of information can be very valuable
when working
> with participants as individuals. An additional advantage of
personal
> network data is that it doesn't require both a meaningfully defined
group of
> participants or a high response rate.
>
> I have recently done some work with a group of managers, where we
collected
> this type of network data. We then fed back information about their
personal
> networks to the managers, as part of a broader leadership
development
> programme. The resulting developments and action points had an
impact both
> at the individual and at the business-unit level. It would be very
> interesting to hear if others have used personal network data for
any kind
> of organisation or personal development work, or have any thoughts
on how to
> do this.
>
> Regards,
> Steven
>
>
>
> Steven Fleck
> Senior Research Psychologist
>
>
>
> Direct:
> Main:
> Fax:
>
>
> Email:
> Web:
>
> + 44 (0) 20 8335 8108
> + 44 (0) 20 8335 8000
> + 44 (0) 20 8335 7000
>
>
> Steven.Fleck@... <mailto:Steven.Fleck@...>
> www.shl.com <http://www.shl.com>
>
> SHL Group Plc, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey,
KT7 0NE,
> England.
>
> Footer Curve <http://www.shlgroup.com/emailfiles/lbb.gif>
>
> This email is confidential and intended for the addressee(s) only.
> If you are not an addressee please promptly notify the sender and
delete the
> message; do not use the content in any other way.
>
>
>
>
>
__________________________________________________________
> This email has been scanned by the MessageLabs Email Security
System.
> For more information please visit http://www.messagelabs.com/email
>
__________________________________________________________
>

Each situation is different... sometimes you verify the links, other
times that is not necessary [not enough benefit for the time
required].  The network question(s) you ask will guide you... some
are naturally one-way links while others tend toward two-way
[naturally reciprocated].  It is the two way questions that you will
need to determine confirmation.

Unfortunately there are no quick and fast rules that work for all
situations... experience helps you quickly get to what will work in
what situation.

Valdis


On Jan 7, 2007, at 12:05 PM, Giancarlo Oriani wrote:

> I think it is very interesting to collect ego networks data and
> combine them into a whole network ... but you must completely trust
> your "ego" answers. I mean that in order to check respondents
> reliability through answers reciprocity (if A says that B go to him
> for advice, B must say that he goes to A for advice) you cannot
> collect ego network data unless into a more general network
> analysis, can you?
> Very, very interesting Wehbe's questions upon possible correlations
> between personal characteristics and connectedness. Any ideas?
>

Ron Burt has done work in this area.

Also, many people think that Meyers-Briggs type indicators will
correlate with network position... but no research that I have seen
shows any positive correlation at all.  One of my university clients
did research in this area and found absolutely NO correlation between
MBTI and the common centrality measures.

Valdis


On Jan 7, 2007, at 12:05 PM, Giancarlo Oriani wrote:

> Very, very interesting Wehbe's questions upon possible correlations
> between personal characteristics and connectedness. Any ideas?
>

---

To: ona-prac@yahoogroups.com
From: valdis@...
Date: Sun, 7 Jan 2007 13:52:23 -0500
Subject: Re: [ona-prac] Re: Ego/personal networks and ONA

Ron Burt has done work in this area.

Also, many people think that Meyers-Briggs type indicators will
correlate with network position... but no research that I have seen
shows any positive correlation at all. One of my university clients
did research in this area and found absolutely NO correlation between
MBTI and the common centrality measures.

Valdis

On Jan 7, 2007, at 12:05 PM, Giancarlo Oriani wrote:

> Very, very interesting Wehbe's questions upon possible correlations
> between personal characteristics and connectedness. Any ideas?
>

where choices are percentage ranges, i.e. None   <10%,   10-30%,   30%-50%,   50%-75%,   75-80%,nbsp;  and 80-100%   I'm now trying to pick something less quantitative, with Lickert scale choices like: Not at all To a little extent Somewhat, etc. Anyone have any experiences with a question like this? thanks patti

Groups are difficult to estimate time with... individuals may be
easier [and more accurate!].  Then, knowing which individual belongs
to which group, you can aggregate the numbers.

Do you need a precise accounting of the hours/days?  If not, you can
use the standard frequency scale, and E/I Ratio [in InFlow], to give
you an overall pattern for hi to lo frequency of interaction/comm.

Bottom line is... how will you use this data?  What does the client
want to learn from this?

Valdis


On Jan 7, 2007, at 2:52 PM, pattianklam wrote:

>
> This may be a bit of an extension on the question of personal
> networks within group networks, but here I'm looking for specific
> advice about how to frame a survey question.
>
> The survey respondents themselves are all in the same organization,
> but I want to understand how much time people actually spend
> interacting with people outside their own groups. I have tried the
> following, with limited success:
>
> (Q)Of the time that you spend interacting with others, please
> indicate the relative percentage of your time you spend interacting
> with each of the following: Group
> Choices
> Other group A:
> Other group B:
> Other group C:
> Outside company, with customers:
> Outside company, with research labs:
> where choices are percentage ranges, i.e. None   <10%,   10-30%,
> 30%-50%,   50%-75%,   75-80%,nbsp;  and 80-100%   I'm now trying to
> pick something less quantitative, with Lickert scale choices like:
> Not at all To a little extent Somewhat, etc. Anyone have any
> experiences with a question like this? thanks patti

Interesting... Ron Burt and Don Ronchi did a study about teaching
execs about social capital... I think @ Raytheon.

By the teaching execs to be aware of social capital [and the benefits
of that], did this  increase their self-monitoring behavior???

  From the Brass article it appears that high self-monitors would
choose positions surrounded by structural holes, which is what Burt
ad Ronchi advised... hmmm.

Here is the Mehra/Kilduff/Brass article...
http://www.personal.psu.edu/mxk6/selfmon.pdf

Here is the Burt/Ronchi article...
http://faculty.chicagogsb.edu/ronald.burt/research/TESSC.pdf

Valdis


On Jan 7, 2007, at 2:43 PM, Paul Burton wrote:

> Regarding personality and network measures, see Mehra, A., Kilduff,
> M & Brass, D. (2001): The Social Networks of High and Low Self
> Monitors: Implications for Workplace Performance. Admin Science
> Quarterly 46, 121-146.  Abstract below:
>
> Examines how different personality types create and benefit from
> social networks. Tested how self-monitoring orientation and network
> position related to work performance. High self monitors were more
> likely than low self monitors to occupy central positions in a
> network. For high self monitors, longer service (tenure) related to
> the occupancy of strategically advantageous network positions.
> Third, self-monitoring and centrality in social networks
> independently predicted individual's workplace performance. The
> results paint a picture of people shaping the networks that
> constrain and enable performance.
>
> Paul BurtonProgram Management, Enterprise ApplicationsRaytheon
> CompanyPBurton3@...
>

---

To: ona-prac@yahoogroups.com
From: valdis@...
Date: Sun, 7 Jan 2007 15:47:51 -0500
Subject: Re: [ona-prac] Re: Ego/personal networks and ONA

Interesting... Ron Burt and Don Ronchi did a study about teaching
execs about social capital... I think @ Raytheon.

By the teaching execs to be aware of social capital [and the benefits
of that], did this increase their self-monitoring behavior???

From the Brass article it appears that high self-monitors would
choose positions surrounded by structural holes, which is what Burt
ad Ronchi advised... hmmm.

Here is the Mehra/Kilduff/Brass article...
http://www.personal.psu.edu/mxk6/selfmon.pdf

Here is the Burt/Ronchi article...
http://faculty.chicagogsb.edu/ronald.burt/research/TESSC.pdf

Valdis

On Jan 7, 2007, at 2:43 PM, Paul Burton wrote:

> Regarding personality and network measures, see Mehra, A., Kilduff,
> M & Brass, D. (2001): The Social Networks of High and Low Self
> Monitors: Implications for Workplace Performance. Admin Science
> Quarterly 46, 121-146. Abstract below:
>
> Examines how different personality types create and benefit from
> social networks. Tested how self-monitoring orientation and network
> position related to work performance. High self monitors were more
> likely than low self monitors to occupy central positions in a
> network. For high self monitors, longer service (tenure) related to
> the occupancy of strategically advantageous network positions.
> Third, self-monitoring and centrality in social networks
> independently predicted individual's workplace performance. The
> results paint a picture of people shaping the networks that
> constrain and enable performance.
>
> Paul BurtonProgram Management, Enterprise ApplicationsRaytheon
> CompanyPBurton3@hotmail.com
>