presented by John Milinovich and Andreas Weigend at the IEG Advanced Analytics and Big Data Innovation Forum on April 25, 2012 in San Francisco.

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Social Media Promotions and the Law: What You Need to Know

The important thing, boyd points out, is to give the kid the ability to handle choices, assess risks, and take what she calls “strategic” risks, or calculated risks. You want, in other words, to create the kid who can handle the Internet without you. And how can they become that kid if you are watching them all the time, if you are always hovering right there next to them? She says, “You don't just throw a 5-year-old out on the streets and tell her to figure it all out. The same is true online. But, equivalently, you can't expect to put under surveillance and control every action a child makes until she's 18 and then magically assume she'll be fine off at college when she hasn't had any experience managing her own decisions.”
The point, according to boyd, is not to create a safe world, but a safer world. Of course this is very fraught emotional territory, since it engages with the crucial and impossible fantasy that we can protect our children, that there is some way to seal them off from awful or painful or frightening things. Here I think of a line from one of boyd’s papers: “Our fears are amplified when they intersect with our insecurities and challenge our ability to be in control. Nowhere is this more palpable than when it comes a parent’s desire to protect their children.”

We examined the psychometric properties of the Big Five personality traits assessed through social networking profiles in 2 studies consisting of 274 and 244 social networking website (SNW) users. First, SNW ratings demonstrated sufficient interrater reliability and internal consistency. Second, ratings via SNWs demonstrated convergent validity with self-ratings of the Big Five traits. Third, SNW ratings correlated with job performance, hirability, and academic performance criteria; and the magnitude of these correlations was generally larger than for self-ratings. Finally, SNW ratings accounted for significant variance in the criterion measures beyond self-ratings of personality and cognitive ability. We suggest that SNWs may provide useful information for potential use in organizational research and practice, taking into consideration various legal and ethical issues.

via Liz R.

via Rhanie