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ause human resource professionals are asked to model cultural inclusiveness as leaders and change agents. Often human resource professionals have offices in a corporate location and forget to connect with their employees in other cultures. How do human resource departments change the way they operate to be more in tune with cultural differences? There are solutions to the ethical challenges that human resource professionals face on a consistent basis.

Social networks provide a possible solution to how human resource professionals can address age within their workforce. New generations are the source of fresh talent and the wave of future leaders. This generation values different aspects of work culture than do Generation X, or Baby Boomers. Maria Azua provides insight to this statement, saying, 'The Net Generation has created profound social needs and expectations of higher ethical behavior in the work place' (p.18). Generations just entering the workplace now expect and anticipate very different social needs then the generations they follow. For example, Millenials crave performance feedback. Organizations are now moving some aspects of performance feedback online.

Some organizations have added an aspect of blogging into the performance development online systems where employees can ask for feedback anytime and managers provide an immediate answer in a blogging format. Some organizations value diversity but have a very limited budget. When asked the question 'What tactical solutions do you suggest for a human resource professional with limited budget that is passionate about diversity and inclusion?' at the Second Annual Diversity Summit 2010 of the National Association of African Americans in Human Resources (NAAAHR), Mercer Chairman and CEO, M. Michele Burns said 'as a leader requiring a diversity slate for every key position that open's up is critical but low cost. It is not that most leaders don't want diverse candidates; it's that they want to fill the position quickly or they already know someone who could do the job. Staying firm and requiring that diversity slate will make a difference at the top where diversity can be so challenging.' Human resource professionals can make sure that skill assessments and company profiles are current. Because social networking tools allow organizational members to communicate upwards, across, down, and any other which way, they work to increase the exchange of vital information critical to succession planning. According to Azua, 'For western companies, which are planning for large numbers of retirees in the next decade, this issue [of succession planning] is particularly important.'

If organizations decide to become as inclusive as possible, how do social networks help in achieving this challenge? First, the definition of cultural diversity is ever-changing as the world and cultures change around an organization itself. Second, organizational leaders should understand that there are no boundaries to inclusion. Social networks support a culture of innovation, change, and shared values. Interestingly, the definition of culture and social medium are similar. Azua defines social medium by saying, 'social medium is uniquely defined by the varied contributor perspectives and by the creation of shared meaning, as contributors offer the benefit of their stories and experiences' (p. 102). Culture is similar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。