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In the methodology of the article Mining Face-To-Face Interaction Networks Using Sociometric Badges: Predicting Productivity in an IT Configuration Task (Wu, Waber, Aral, Brynjolfsson & Pentland, 2008), thirty seven employees in an IT configuration facility are evaluated using interviews while the worker performance was measured using data collected on 911 configuration tasks for 25 working days. Sociometric badges that were developed by the MIT Media Laboratory were used as a data collection tool to capture the patterns of [url=http://www.tagverts.com/barbour.php]barbour deutschland[/url] face-to-face interaction in real-time.
This method was appropriate in this study because the data collected allowed them to evaluate and analyze conversation and proximity networks within the group of IT personnel who were executing configuration tasks when selling and delivering IT merchandise. By collecting the real-time data on their face-to-face interactions, they [url=http://www.giuseppezanottipaschere.com]giuseppe zanotti sneakers[/url] are able to synchronize information-richness theory and social network analysis which enables them to show the differences between the different modes of communication which are used to actualize social networks in work settings of high-information flow.
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The study revolves on how advances in information and communication technologies can be used to solve complex problems. That is with better communication organizations are better able pass both knowledge and information to its employees hence effectively solving even more complex tasks. With the new electronic communication modes, information workers have changed the way they seek and obtain information. The information is sort, obtained, transferred and utilized by information workers affects their [url=http://www.sandvikfw.net/shopuk.php]hollister sale[/url] decision making, performance and delivery of information-based services and products.
Variables such as the number [url=http://www.par5club.com/louboutin.php]louboutin pas cher[/url] of other individuals an actor can reach in two links or less, task complexity, time to completion of a task, network size, volume of interactions and cohesion are evaluated in the study. The study is based on social [url=http://www.jeremyparendt.com/Barbour-Paris.php]barbour pas cher soldes[/url] networks theory and information richness theory where [url=http://www.mxitcms.com/abercrombie/]abercrombie[/url] social network theory explores how network structures results in information flow while ignoring the basic features of communication links in which knowledge and information channel through. The study also explores information richness theory, which is based on the requirement of communication channels for the various knowledge transfer types while ignoring different domains within a population in which information transfer is occurring via networks.
The study elucidates that face-to-face network and electronic networks are different with regard to their relation the productivity of the worker. It also shows that network cohesion is associated with higher performance of the workers when undertaking complex tasks. More so, the network structures which are most effective for "latent" social networks are shown to be different from "in-task" social networks.
Finally, the study shows that there are much stronger effects of cohesion on face-to-face networks as compared to physical proximity networks. I agree with the authors' assertions. The flow of information in actual and real-time conversations transmits [url=http://www.rtnagel.com/louboutin.php]louboutin pas cher[/url] knowledge and information more effectively as opposed to mare physical proximity. These concepts and findings can be applied in a situation [url=http://www.ktbruce.co.uk/barbourjackets.php]barbour[/url] where an organization is evaluating its employees' performance when using result-oriented methods. In this method, employee's performance is evaluated by examining how much of [url=http://www.teatrodeoro.com/hollisterde.php]hollister[/url] an objective is met. This is an interactive process which requires face-to-face communication between the employee and the appraiser.

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