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al time. Students were then given the option to blog with each other while watching the process. After the surgery, the surgeons answered questions on the student's blog. The students were able to try and understand the decision making process that the surgeons went through to complete the surgery. Dr Kalkanis commented on the training by saying, ''It's a generation skilled in instant, interactive, interpersonal communication and feedback, and I think that if medical education is going to be as relevant and effective as possible, it needs to keep pace with this new standard.'' (p. 114)

Another example is Oracle. Oracle uses extensive social networking technologies to improve their delivery of training and development, which Oracle refers to as 'Global Organization and Talent Development.' Their main objective is to enhance their talent investment. Oracle uses Wikis and other forums to improve their product development and innovation. IBM has created their own social networks for themselves such as 'Dogear (a community tagging system based on Delicious), BlueTwit (microblogging), and Many Eyes, a Web portal that enables people to upload all types of data, visualize it, and launch discussions about it on blogs and social networks' just to name a few (Morecroft, Marr, and Kassokakis p. 119). IBM also created something called 'Beehive.' Beehive allows employees to make and maintain a personal profile that includes a 'top five.' The top five can be their favorite technologies or their most valued contribution to IBM. Employees can connect and search through profiles, start conversations, or generate ideas together. These organizations are three of many that use new and forward-thinking social networks to create value and contribute to the bottom line.

Social networks also present human resource professionals with an array of ethical challenges surrounding diversity. Human resource professionals face legal considerations with protected groups. Lewis expands on this point by saying human resource professionals should 'make sure social networks are not the only way you are sourcing talent. If your sourcing processes are not giving minorities and other protected groups an equal chance of being hired you are asking for trouble.' What happens once diversity has entered the organization and now inclusion becomes the ethical challenge? More ethical questions arise. For example, how inclusive do organizations become? Do organizations move beyond race and gender? After the underlying ethical challenges of diversity and inclusion are established within an organization, what does it look like to implement solutions to address those dilemmas?

Social networking poses ethical challenges in regards to age. The needs of an organization's workforce are complicated with many generations composing the employee population. Human resource professionals are asked to increase efficiency and reduce cost within their organizations. This often presents an ethical challenge for professionals because they want to implement diversity and inclusion at very low costs. As the workforce expands to include so many dimensions and aspects of diversity, cultural considerations take a forefront in creating a climate of inclusion. Human resource workers are asked to lead change efforts and provide an acceptable model to the rest of the employees. This creates an ethical challenge bec本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。