Difference between revisions of "Social Network Analysis (SNA)"

Difference between revisions of "Social Network Analysis (SNA)"

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|A very simple energizer to replace the boring round of table of self-introductions at the beginning of an international workshop: Ball around the world.
 
|A very simple energizer to replace the boring round of table of self-introductions at the beginning of an international workshop: Ball around the world.
 
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Revision as of 15:33, 3 November 2008

Term2.png SOCIAL NETWORK ANALYSIS (SNA)
The mapping, measuring and comparison of relationships within and between individuals, groups, organizations, and systems in order to model the real-world interactions at the heart of knowledge organization and learning processes. While an organizational chart shows formal relationships of function and responsibility, SNA illustrates informal relationships: "who know whom" and "who shares with whom". SNA is used to examine how the interactions occur within an organization, allowing leaders to visualize and understand the diverse relationships that either facilitate of impede knowledge sharing. After social relationships and knowledge flows become visible, they can be evaluated, compared and measured. The results of SNA can be applied at the level of individuals, departments or organizations to:


  • Identify those (individuals and groups) playing central roles (thought leaders, key knowledge brokers, information managers, etc);
  • Identify bottlenecks and those isolated;
  • Spot opportunities to improve knowledge flow;
  • Target those where better knowledge sharing will have the most impact;
  • Raise awareness of the significance of informal networks.


SNA is sometimes referred to as an "organizational X-ray", showing the real networks that operate underneath the surface of the organization structure.[1]


Applications: For a most comprehensive application of social network analysis, refer to the book: The Hidden Power of Social Networks where a host of specific and inexpensive actions at the individual, group, and organizational levels that can help promote vibrant employee networks is outlined:

  • Supporting partnership and alliances
  • Assessing strategy execution
  • Improving strategic decision making in top leadership networks
  • Integrating networks accross core processes
  • Promoting innovation
  • Ensuring integration post-merger o large-scale change
  • Developing communities of practice. [2]


Link icon.png Web Resources
Below you have a list of selected websites where you can find some interesting articles related to SNA:
Link Content
www.agelesslearner.com A very simple energizer to replace the boring round of table of self-introductions at the beginning of an international workshop: Ball around the world.
www.corporatedrumming.co.uk A wide variety of energizers that can enliven, enthuse and focus conference delegates.


References

  1. ↑ webopedia.com (25 July 2008) , www.answers.com (25 July 2008) , www.odi.org.uk (25 July 2008) , www.odi.org.uk/rapid/Tools/Toolkits/KM (25 July 2008)
  2. ↑ The Hidden Power of Social Networks, Rob Cross & Andrew Parker, Harvard Business School Press, 2004, www.km4dev.org (3 November 2008)
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