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Primitive Peoples – 90% revenue_Online money making_social network_tsu social networking. tsu is a free social platform that rewards all users for being social. We celebrate authentic and high quality content of all types. You can share photos, GIFs, or any type of content with your friends and followers right from the app. We believe that you, the content creator are the most valuable component to making social media work. We believe in this so much that we share up to 90% of what we make, with you. Since launching on October 21st, 2014, tsu has grown to 5 million users who have created tens of millions of posts from all around the world. We built tsu on the simple, timeless philosophy that those who create value should capture it. Inspired by the sharing economy (a revenue-share business model), we believe communities and creators should own the value of their likeness, image, efforts and work. We do this not because we have to, but because its the right thing to do. Although much more remains to be fixed in the modern online world, tsu 3.0 is the next step in that evolution. This update makes it easy to find relevant content and connect with the communities you care about. I’m invites you to join their network on tsu! Please click on bellow links to create account http://tsu.co/puspats
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David Friedman is a friend who likes to talk about how social networks and social interactions can support innovation. The challenges are dual. One, how do we get the right talent together? Two, how do we get these talented individuals interact in the right ways?
Crowd-sourcing lets individuals generate ideas, but better innovation can come from the interaction of people with a diverse set of skills and interests. How can such a group of strangers, be assembled, and how can it function well together and be productive in a minimal amount of time?
The quality of results in collaboration problem-solving is a function of two variables: the diversity of input and the quality of the interactions among the people. Suppose we could bring together many diverse people and use outstanding group problem-solving methods. Presumably, they would get better results than a relatively small group that works well together — such as a good team — or a diverse set of individuals who do not work together.
Here are some examples of collaborations that bring together larger groups than teams and also use methods that allow individuals to work together
(1) Innocentive. This well-known platform for solving problems works when individuals who think they have the answer to a problem can submit and be paid if their answer is selected. Most of these problems are solved by an individual who sees fairly quickly that he or she has some knowledge that can be applied to the problem. Not much teamwork is at work.
A friend of mine, David Friedman, talks about Innocentive Chinese style, which is a reference to groups of participants in China collaborating to decide upon which problems to attack. The variety of problems they attack comes from the stream of Innocentive problems.
In Good to Great, Collins and Porras write about getting the right people on the bus and then determining the appropriate strategy. By taking advantage of the stream of Innocentive problems, the Chinese groups have gathered the right talent and can also look for the problems that this particular assemblage is best positioned to solve. The laws of probability suggest that his method will yield greater fruits than what individual Innocentive participants can do.
The popular Netflix Prize challenge produced ever larger groups of collaborators as it neared its end. As the teams grew, they were able to use traditional, novel, and collaborative problem-solving techniques from larger groups that in some ways were unique to the problem. They mathematically combined algorithms (their solutions to the problem) to get better results.
Open Space methods bring people with a stake in the problem together and then let them work together on what they believe are the important elements. They yield results that cannot be easily predicted but are very powerful.
Polymath was a high-level mathematical collaboration that yielded outstanding results through open collaboration of many individuals. Conducted on a blog and guided by a set of rules that encouraged participants to share ideas that were not complete but upon which others could build (or refute), Polymath promised to yield optimal ways to structure their interactions.
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How to start a successful corporate social network
Free live webinars and expert interviews about hr, leadership, communication, learning & development…, http://www.HRD.tv Want to learn how to use video and webinar for learning in communication? Download free whitepaper ‘How to organize and present a webinar with I.M.P.A.C.T. in 6 simple steps’, http://www.webinarbook.eu ———————————– Excerpts from the HRD.tv expert interview with Katja Schipperheijn (social and lean learning expert) by Sandra De Milliano (strategic video & webinar expert for corprate learning & communication with ROI) “Communities have been around for ever in organizations, it is only because of technology and social media that we now see them in another way. We naturally form groups of people that share the same interests and like the same things. We build learning communities because people are eager to share their learnings.” First define the purpose of the community To start a learning community in your organization you shouldnt listen to sales people, you should first look at the people in your organization. People and stakeholders define the corporate culture so they have to be involved. You have to ask yourself why you want to build this community. Which people do you want to involve, what do you want to do with the community and how can you measure success. After that you can start thinking about technology and the implementation of it. Getting started with your community To first step is to find some stakeholders in the different levels of the organization that see what is in it for them. Then make a roadmap to success and ask people to start putting content on the enterprise social network. Instead of soiling the technology, get some people involved and let them start discussions and eventually put some gamification in so that as soon as the first people comment or write something, they immediately get some rewarding. Your manager wants you to do good, if you dont do your job well you will get punished, you will not get a badge or gamification. It can be also very good for the managers to see who works well and who does not. In the beginning you need a community manager It is a good idea to have a conversation- or listening manager to secure people that they can write things without any shame or fear to do so. Besides that, you need some people to invest time and power in the community to really get it moving. After it got started, it will keep growing on its own and it doesnt take much effort any more. You have to monitor and measure if there is any movement, if you dont see at least twenty percent of the people online daily, its not working. It helps if you make the community page the intranet landing page. Effective social networks replace phone calls and mails With a social network in a company, you can ban almost all internal phones and mails because most of the information is available on the network. It goes faster and it is fun. It is also very useful for newbies in the company who are not familiar yet with the company structure. We can say that the enterprise social networks build the culture in a company. Watch more live webinars, expert interviews and best practices on http://www.HRD.tv
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