Covid 19

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One thing that the COVID-19 crisis has done is brough social media to the forefront of our thinking and our social interactions. What was once a social practice has now become a social necessity. We zoom to work, we zoom to class, we zoom to weddings. We are online always. What does this mean for the self? What does this mean for meaning making in social contexts? One of the interesting things about social theory is how different theories and theorists can look at the same social phenomena and come up with different analyses and explanations. For this paper, I want you to explore how Goffman and Bourdieu might look at social media as a mechanism of the self. Goffman argues that all social interactions are performances for a stage. Two things guide our performance: remaining in good face and avoiding stigma. What would Goffman say about social media? Is it a new total institution? What are the props, scripts, costumes, prestige symbols, etc. of this stage. Has our dramaturgy changed due to zoom? How has our impression management changed? Are ‘likes’ a form of capital? If so, which kind? Use the cultural capital and habitus ideas from Bourdieu in your response. How does social media reflect our habitus and capitals? How does social media allow for a display of taste and distinction? How does social media reflect the mechanisms of meaning making and value action? To once again quote Charles Lemert: “One of the reasons social theorists are willing to tolerate confusion is that their calling is to stay put in the dirty work of daily life while trying to figure out social things. (Lemert, 2007.) The use value of social theory is to make sense of social phenomena and to bring a critical lens to the daily practices of social life. Often, that requires pulling together different ideas and theories from more than one theorist. Here’s your chance to engage in that practice. Play around and see what you come up with. Most importantly, have fun. Papers should be between 4 and 6 pages in length. Your essay should be between 4 and 6 pages in length. Your papers should be well cited and refer to at least 4 concepts. Summarize and explain the relevant theoretical concepts and their meaning as they relate to your argument and/or analysis. I will be looking for a clear argument, familiarity with relevant material, and a robust analysis (application of concept to a specific example; employing sociological concepts and theories to answer ‘why’?)

Sample Solution

The unfolding of the COVID-19 pandemic has demonstrated how the spread of misinformation, amplified on social media and other digital platforms, is proving to be as much a threat to global public health as the virus itself. Technology advancements and social media create opportunities to keep people safe, informed and connected. However, the same tools also enable and amplify the current infodemic that continues to undermine the global response and jeopardizes measures to control the pandemic. Although young people are less at risk of severe disease from COVID-19, they are a key group in the context of this pandemic and share in the collective responsibility to help us stop transmission.

queries and are receptive to new ideas. There is a clash between these two cultures. On the one hand, the MD is the centre of power who wants to have authority and control of all significant workplace decisions. However, his outlook differs to that of the other employees. This leads to tension and inefficiency within the company because the MD prefers the ‘old fashioned way’ while the rest of his staff work hard to try to move the company forward. These staff efforts are usually under appreciated and not given proper consideration which leads to lower workplace involvement.

While employees are generally happy in the office due to positive relationships with co-workers, it is not uncommon to hear negative comments regarding leadership management style. As the HR function is outsourced and is typically only used for creating documents etc., there is no HR capability within the company to improve this issue. Therefore, this is something that should be reviewed as an area of improvement.

How HR or L&D Activities Support MPI Brokers Strategy

In order to achieve MPI’s longer term organizational goal of being an industry leader and expert, they need high quality staff who make this possible. There are several ways that HR could support the organisation to meet this goal. Based on the CIPD Professional Areas, the following areas are relevant to resolving the main organisational issue which is the biggest potential threat to MPIs success (CIPD, 2019).

Employee Engagement- Embed Employee Engagement Interventions

Employees feel that their improvement efforts go unrewarded as the MD is not receptive to other ideas and this causes decreased employee engagement. A strategic plan is needed to increase employee engagement. This plan should be long term based on the goals of the company and should be specific, measurable, attainable, and realistic. The plan should translate into changing the culture at MPI so that in the future the employees feel engaged. This plan could include creating feedback and formal staff suggestion programs as well as a performance based reward system. This is critical as all employees should want to see the company succeed and meet its goals, and that it should operate efficiently with optimal use of resources.

Learning and Development – Develop Learning Strategy and Plans

HR should work with the MD and Sales and Marketing Manager to identify where the current performance gaps are within the company, and potential areas for improvement. In addition, in a small company like MPI, the employees are aware of the capabilities and working methods of the MD and are also in a position to contribute ideas. Rather than a one-off, short term information gathering exercise, this should be a strategic move that will be integrated into common practi

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