August 20, 2013      

Institute for Public Relations

 

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Top 10 Social Media Research Articles:  

 

The IPR Social Science of Social Media Research Center has identified nine top social media research reports relevant to PR published in the first half of 2013. The studies were selected based on rigor of methodology, sample size, findings and accessibility.

 

To make this a true top 10 list, the Institute needs your help. Submit the 2013 study you think is missing from the list by providing a link to a blog post you've written about it or explaining your selection via comment. The Center's editors will then choose the 10th and final article, highlighting the study and the individual who contributed it on the IPR blog, which was recently ranked among the top 25 global PR blogs by Inkybee.

 

This report aims to not only to identify important research, but to generate conversation in which practitioners can absorb and contribute meaningful knowledge. It was created by Dr. Don Wright, Dr. Marcia DiStaso and Dr. Tina McCorkindale.

 

Read and recommend...

Last Chance to Apply for Golden Ruler Award

 

August 23 is the deadline to apply for the Jack Felton Golden Ruler Award. Created by the IPR Measurement Commission, it recognizes excellence in PR research, measurement and evaluation while honoring the late Jack Felton, former IPR President and CEO.  

 

Agencies, corporations and institution, associations, research providers and academics are all encouraged to enter this special competition. The winning program will be announced at IPR's 52nd Annual Distinguished Lecture & Awards Dinner in November in NYC - an event that sells out every year. In addition, the Institute publishes winning entries as case studies on its website so professionals, educators and students can learn from the top-notch work.  

 

Apply now!

Change Management Communication: Is it Somehow "Different"? 

By David Therkelse, University of Minnesota

 

Is it possible to manage employee communications one way routinely, but switch into a different mode at times of great change? A master student's capstone paper I read this summer explored this startling proposition.

 

If we believe this is possible, an organization that routinely communicates only on a need-to-know basis, is not transparent, is not empowering (or supporting) of front-line supervisors as communicators, reverses all this when change needs to be communicated and embraced. Conversely, a company's routine, ongoing flow of open two-way communication would screech to a halt when major change is afoot.  

Some respected practitioners or scholars evidently believe employee communication can have an on-off switch, depending on whether change is going on. To them, I would ask this question: When would you turn the switch off? What viable organization is not perpetually in a state of change?

 

Thus: no on-off switches, please. Communicate consistently with employees, whether day-to-day routine or intense change.

Read more...