Recommended Action:
According to your questions, I suggest that you organize a small team that would communicate with each other, and come up an operation plan, and review the advantages and disadvantages of various options. An enterprise social platform, relying on the social networking platform faces problems in the operation process, asking questions, and solving the problem.
Issues:
It is a universal knowledge that social platforms are vital to people's lives. The social platforms provide a better chance for people to communicate with different groups efficiently. In this regard, enterprise social networking is critical because it is more convenient, fast and efficient, for communication between various groups (Flamholtz & Randle, 2008).
Social enterprise is used to improve work efficiency, and promote affection among employees. However, the actual process may have difficulties if workers do not use social platforms appropriately leading to contradictions and low productivity (Linge,2004). Nevertheless, social enterprises can improve the quality of life for the users over time if used for positive reasons.
Option
I think one needs to study two aspects of social networking platform depending on its ultimate goal.
First of all, since the end goal is to improve the social enterprise efficiency, the company can organize a team of seven people to research on the issues. The team would discuss the solutions to the problem by convening brainstorming sessions. In this case, the team would investigate alternative solutions to the problem(s) and how to implement them (Ofer Bar-Yosef, and Jean-Guillaume Bordes, 2010)
Second, the enterprise social can also be an excellent tool for improving the boss-subordinate relationship, and among colleagues. It follows that the lives of the workers would significantly improve due tot he benefits associated with social platforms.
Implementation:
Further, by the use of existing enterprise social networking platforms, it is possible to improve the study methods to make the results more reliable and useful.
References
Bar-Yosef, O. & Bordes, J.-G. (2014) Who were the makers of the Châtelperronian
culture. Retrieved from http://d.scholar.cnki.net/Detail/SJCRKZ_U/SJCR140 52200499750
Bosch, M., Dijkstra, R., & Wensing, M. (2008) Organizational culture, team climate and diabetes care in small office-based practices. BMC Health Services Research. 2008, 8(1). Retrieved from http://d.scholar.cnki.net/Detail/SJDJ_U/SJDJ13012100303781
Linge, R.H. (2014) Healthcare performance and organizational culture.
Retrieved from http://d.scholar.cnki.net/Detail/SJDJ_U/SJDJ13012100125849
