Participation

Key questions

  • How do we uncover gaps in relationships and make plans to bridge them?
  • What is sociometry with regards to choosing relationships or networks for success?
  • What are social networks?
  • How do we organise sociometric and social networks to understand our choice of relationships?
  • What are the limitations of sociometric data?

4.1 INTRODUCTION

By now the career seeker, who is your client, should be aware of his/her opportunities and preferences.  The career seeker should also by now be able to apply the career exploration, discovery and communication processes.

Consider the following case study:

Mpho is considering a midlife career change to grow his contribution to society and earn more. He is struggling to integrate new experiences, interests and relationships.  He needs to build a network consisting of experienced people so that he can learn from them.  Mpho also needs to discover the gaps in the areas of his relationships and make plans and take action to bridge them. We can also state this differently: How do we know what our strengths in relationships are and how can we make plans to grow and apply them?

Mpho visits you as his career guidance practitioner to gain more insight. Using sociometry you are able to help Mpho answer this question: How can he make and apply plans regarding the growth and application of his own strengths in developing required relationships?

4.2 WHAT USE DO SOCIOMETRY AND SOCIAL NETWORKS HAVE FOR CAREER SEEKERS?

Sociometry and social networks are techniques used to explore and become aware of interpersonal relationships throughout existing and new networks. You need to explore the participation of your client in networks and gain insight into current networks through a sociogram.  You might establish that your client

  • does not have insight into the functioning of members in a network
  • does not realise the importance of having access to a network
  • has access to a network/s, but does not utilise this access in his/her favour.

Members of networks use personal data regarding themselves and the purpose of the network to grow their relationships required for their work or goals. PCAR01V/102/2008 and PCAR01V/103/2008 contain tools like the Johari window, which can be used to assess the functioning of the individual within networks. This is to say that they know in which aspect of the group they will function best, be it writing, public speaking, presenting, organising etc. This knowledge can be applied to grow intra personal knowledge and facilitate introspection into your relationships.

Remember that the sociometric and social network processes raise your awareness of your current relationships, why you maintain them and what relationships you require for real success. One of the outcomes of an understanding of the importance of social networks is to build relationships and networks with people of your choice and to learn from them while you share your personal resources (knowledge, experience and values) with them. In this manner, you add value to them, gain from them and create a win-win situation.

Support your preferences of work and industry (selected in PCAR01V) by networking in the next modules. In this unit, we heighten your awareness of current links and networks. You must develop your personal development plan to access and contribute to networks locally, nationally and internationally.

Choose the people you associate with carefully. Partake in activities that will allow you to extend your network in your desired field. This includes the real life projects of which you choose to be a part. These relationships are like capital for future choices and productivity. People in your network are developed through deliberate choice by using your specific traits and preferences. These are principles you should apply throughout your career. Opportunity comes with people and this will help you gain access to both.

Module 2, Unit 4, Activity 1

  1. Open http://en.wikipedia.org/wiki/Sociometry http://en.wikipedia.org/wiki/Social_network and http://en.wikipedia.org/wiki/List_of_social_networking_websites
  2. Study the sociometric principles and identify how you would use them to increase your levels of success and grow your network.
  3. Use Dictionary and Wikipedia or a Google search extensively to learn more about the subject. The information will inspire you to think about the manner in which you formulate questions that you ask your clients. It should also create an awareness of the level at which you function.
  4. Discuss with your study colleagues, since each person grows relationships differently!
  5. Useful Sociometric tools can be applied widely in relationship building.
  6. Answer the following:
  • Where and how can you use networking which is aligned with your choices? (Refer to PCAR 01V).
  • How would you cultivate relationships differently from the manner in which your existing work group does? Write down two specific points.
  • Study http://en.wikipedia.org/wiki/Small_world_phenomenon and general networking. Investigate the exploration and discoveries of PCAR01V and explore interviews more widely. Discuss your findings with your study group. Practise your newly found skills on them. By doing this you will develop the skills required for effective networking and you will also be able to help your client more effectively.

Record your experiences by completing the above activities in your MiCareer Book as part of your assignments.

 

 

 

Feedback:

On completion of the above task you will begin to understand the importance and value of a network. Networking opens up doors and opportunities that would otherwise be very difficult for you as an individual to access. By building networks you also develop trust relationships and acquire other people’s trusted networks. Your entry and access to people who can contribute to your personal growth, therefore increases exponentially.

Module 2, Unit 4, Activity 2

  1. Refer to your own information from your gathered in PCAR01V.
  2. Be the candidate and use your new awareness of social networks to become aware of relationships (existing and required). How would you grow one new relationship that will further your career options while growing awareness of interests, talents, aptitude, industry exposure and work choice?
  3. Write down an open and a closed question that will help you establish how your client can use sociometric principles and networking to grow his/her network. When your client uses these questions, he/she will become aware of the benefits that go with a wide network and good social relationships. .
  4. Record your experiences by completing the above activities in your MiCareer Book as part of your assignments.

 

Feedback:

Each person cultivates relationships differently. Be aware of the differences in your group. All of us have our preferences in how we like to build and maintain relationships e.g. meeting up with people at social gatherings for a drink or two or spending time with the people at your sports club or at the church. All of these are examples of places you can meet people, build relationships and form networks. Add value to others and they will introduce you to people you did not know before who can add value to you.

Module 2, Unit 4, Activity 3

  1. Refer to your own information from your MiCareer Book gathered in PCAR01V.
  2. Be the Facilitator and guide the candidate to use his/her new awareness of social networks to become aware of relationships (existing and required).   How would you help the candidate to cultivate one new relationship that will further his/her career options while exploring interests, talents, aptitude, industry exposure and work choice?
  3. Where applicable use Dictionary, Wikipedia or a Google search to clarify words and concepts. Remember that you are exploring and discovering. New information gets you and your client thinking and creates an awareness of where you are.
  4. Write down how you facilitated the networking process to grow the career seeker’s current network to one that is closer to the one needed for success. This will include matching aspects such as interests, talents, aptitude, and industry exposure as well as work choice.
  5. Record your experiences by completing the above activities in your MiCareer Book as part of your assignments.

Feedback:

Be aware that the new networks will be limited by current knowledge and abilities to communicate.  Communication skills from PCAR01V/102/2008 and PCAR01V/103/2008 must be emphasised all the time. Let the career seekers emphasise The Johari Window and Transactional Analysis, as you have used them to grow your awareness, to gain knowledge about yourself and to find words to describe that knowledge.

Module 2, Unit 4, Activity 4

  1. Refer to your own information from your MiCareer Book gathered in PCAR01V.
  2. Be the Observer while the facilitator in your study group guides the candidate to use his/her new awareness of social networks to become aware of relationships (existing and required).Take note of how people will interact and grow their interpersonal network differently according to their different interests, talents, aptitude, industry exposure and work choice. Observe these differences and remember that you can apply what you witness in your own context and experience as a Facilitator and Candidate.
  3. Where applicable, use Dictionary, Wikipedia or a Google search to clarify words and concepts.  The information will inspire you to think about the manner in which you formulate questions that you ask your clients. It should also create an awareness of the level at which you function.
  4. Write down how you observed and gave feedback during networking with your current and required networks. Also write at least one personal lesson you learned from the experience that you can reapply when building your own and your future client’s networks.
  5. Record your experiences by completing the above activities in your MiCareer Book as part of your assignments.

Feedback:

Be aware that the new networks will be limited by current knowledge and abilities to communicate. Communication skills from PCAR01V/102/2008 and PCAR01V/103/2008 must be emphasised all the time. The career seekers will need practise to develop the ability to effectively communicate their aptitudes and talents to prospective employers and develop their career development and support network successfully.

4.3 SUMMARY

In this unit we discussed sociometrics and social networks to become aware of choices about how to grow people in our networks as a medium to contribute to others. Contributions to others are mostly characterised by reciprocity: what you do to others, they do to you. You never require permission to make contributions to others. Contribution earns you and your clients access to resources and opportunities as explained in PCAR03X (Module 3).

In PCAR01V, Unit 4, we examined the use of networking to determine required access to industries and work skills. The practical application of sociometrics and social networks in PCAR03X will require you to refer back to this module. Always refer to relevant local and international websites, compare, and learn from the ones you used in this course and the ones you will use in the future.

Shareholding model
Shareholding model, converting personal energy into equity
Chapter 9 p.9
A colleague of mine said that the fact that you can get shares in a company compensates for the lack of job security. I thought that I had a secure job!
Can you explain this concept of shareholding to me?
There will never be job security. You will be employed as long as you add value to the organization, and you are continuously responsible for finding new ways to add value.
In return, you have the right to demand interesting and important work, the freedom and resources to perform it well, pay that reflects your contribution, and the experience and training needed to be employable here or elsewhere. Ultimately, an objective of the organization is to maximize shareholder value and the question is ‘how’ this is to be achieved?
Your company’s vision endorses a quest to maximize the creation of sustainable wealth through effective ownership and participation. In the light of the fore going fiduciary duties, the following points would characterize the application of the “Entrepreneurial Shareholding Model”.
Shares will only be issued or purchased by the company when growth has occurred and is reflected in the company’s profits.
This may require the company to be cash positive and having cash assets which can be converted into cash. The percentages that will be used to distribute the profit and shares will be set by a process of evaluating economic value and negotiating and apportioning of shares accordingly.
In accordance with the your company shareholding model, shares can be issued to those employees that are considered to have made an entrepreneurial contribution to the growth of the business.
OK, that last point explains to me how I will qualify for shares in the company. I’ve also heard of “Entrepreneurial Energy” before. How does it link with shareholding?
Your company identifies three principle contributors that have a varying effect on the creation of sustainable wealth:
Varying effect of the principal contributors:
Financial investment/capital and associated financial risk or exposure, into an entrepreneurial venture.
Entrepreneurial energy, sometimes referred to as ‘sweat’ capital, which is needed to establish, grow and direct the
venture into sustainable wealth creation. This also includes personal risks and all its attributes.
Platform, including intellectual capital, suppliers and customer relationships, and organizational processes, which give rise to the workings, existence and operations of the venture.
That’s interesting! Can you tell me more about “Entrepreneurial Energy?”
To establish, grow and direct a company into an organization capable of sustainable wealth creation requires a process.
An integral part of this process is risk management, including risk assessment. When assessing the entrepreneurial energy contributed by individuals to the organization, the following criteria are applied:
Individual energy:
Achievement
Calculated Risk Behavioral (entrepreneurial).
The extent to which individual energy achieves goals.
Focusing on sustainable wealth creation.
The appraisal of individual achievement forms an integral part of the entrepreneurial sector within the shareholding framework.
Calculated risk
Imperative to a successful entrepreneurial business is successful risk management.
Your business recognizes that both the individual and the organization takes risks in creating and growing sustainable wealth.The diagnosis of the individual’s risk versus the organization’s risk management leads to the development of a ‘Calculated Risk Balance Sheet’.
Behavioral
Creating sustainable wealth emphasizes and calls for behavioral attributes that bring to bear successful stewardship.
Parameters for diagnosing behavioral participation include:
People management.
Planning and scheduling.
Monitoring, controlling and reporting.
Implementing and organizing.
By now it should be clear that being part of the company, is not just about being at work and getting a salary. The ultimate focus is on the contribution you can make to the sustainable wealth creation of the company.
On the other hand, your company recognizes that the sharing of wealth is a natural progression for entrepreneurs. The company strives towards Holistic Compensation for contributions made; where it is not only about what you take home each month, but where compensation fulfills needs on different levels for the individual, while also contributing towards building the organization. Converting energy into equity is one way in which this can be achieved.

For career and Socioeconomic platforms, we will update this page. NOV 2012

Contribute to others and down the road you will collect, grow health, happiness and wealth.

You will get business, career and investment opportunities.

Shareholding model, converting personal energy into equity

Chapter 9 p.9

w&t_question

I Ask

A colleague of mine said that the fact that you can get shares in a company compensates for the lack of job security. I thought that I had a secure job!

Can you explain this concept of shareholding to me?

w&t_exclamation

I Answer

There will never be job security. You will be employed as long as you add value to the organization, and you are continuously responsible for finding new ways to add value.

In return, you have the right to demand interesting and important work, the freedom and resources to perform it well, pay that reflects your contribution, and the experience and training needed to be employable here or elsewhere. Ultimately, an objective of the organization is to maximize shareholder value and the question is ‘how’ this is to be achieved?

Your company’s vision endorses a quest to maximize the creation of sustainable wealth through effective ownership and participation. In the light of the fore going fiduciary duties, the following points would characterize the application of the “Entrepreneurial Shareholding Model”.

  • Shares will only be issued or purchased by the company when growth has occurred and is reflected in the company’s profits.
  • This may require the company to be cash positive and having cash assets which can be converted into cash. The percentages that will be used to distribute the profit and shares will be set by a process of evaluating economic value and negotiating and apportioning of shares accordingly.
  • In accordance with your company shareholding model, shares can be issued to those employees that are considered to have made an entrepreneurial contribution to the growth of the business.
w&t_question

I Ask

OK, that last point explains to me how I will qualify for shares in the company. I’ve also heard of “Entrepreneurial Energy” before. How does it link with shareholding?

w&t_binoculars

I Explain

Your company identifies three principle contributors that have a varying effect on the creation of sustainable wealth:

w&t_ch9_j_your_shareholding_model_converting_energy_into_equity

Varying effect of the principal contributors:

Financial investment/capital and associated financial risk or exposure, into an entrepreneurial venture.

Entrepreneurial energy, sometimes referred to as ‘sweat’ capital, which is needed to establish, grow and direct the venture into sustainable wealth creation. This also includes personal risks and all its attributes.

Platform, including intellectual capital, suppliers and customer relationships, and organizational processes, which give rise to the workings, existence and operations of the venture.

w&t_question

I Ask

That’s interesting! Can you tell me more about “Entrepreneurial Energy?”

w&t_exclamation

I Answer

To establish, grow and direct a company into an organization capable of sustainable wealth creation requires a process.

An integral part of this process is risk management, including risk assessment. When assessing the entrepreneurial energy contributed by individuals to the organization, the following criteria are applied:

Individual energy:

Achievement

  • Calculated Risk Behavioral (entrepreneurial).
  • The extent to which individual energy achieves goals.
  • Focusing on sustainable wealth creation.
  • The appraisal of individual achievement forms an integral part of the entrepreneurial sector within the shareholding framework.

Calculated risk

  • Imperative to a successful entrepreneurial business is successful risk management.
  • Your business recognizes that both the individual and the organization takes risks in creating and growing sustainable wealth.The diagnosis of the individual’s risk versus the organization’s risk management leads to the development of a ‘Calculated Risk Balance Sheet’.

Behavioral

Creating sustainable wealth emphasizes and calls for behavioral attributes that bring to bear successful stewardship.

Parameters for diagnosing behavioral participation include:

w&t_binoculars

I Explain

By now it should be clear that being part of the company is not just about being at work and getting a salary. The ultimate focus is on the contribution you can make to the sustainable wealth creation of the company.

On the other hand, your company recognizes that the sharing of wealth is a natural progression for entrepreneurs. The company strives towards Holistic Compensation for contributions made; where it is not only about what you take home each month, but where compensation fulfills needs on different levels for the individual, while also contributing towards building the organization. Converting energy into equity is one way in which this can be achieved.