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Privacy

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by

Hiba Bou Nasr

on 19 August 2013

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Transcript of Privacy

Conclusion and Recommendations
We
Bou Nasr Hiba
El Halabi Zaher
Halteh Dina
Samaha Joya

- In the Past, People with Imperfect and Troubled Histories Could Move Along and Have a Fresh Start.
- Today, this is Hard for Candidates Because they are Googled even Before Interviews.
- The Online Community Has No Boundaries.
John G. Palfrey, Jr: Clinical Professor of Law and Executive Director of the BerkmanCenter for Internet & Society at Harvard Law School
Michael Fortik: Founder and CEO of Reputation Defender
- "The Freedom to Selectively
Reveal One's Self".
- People Have Different Beliefs and Points of Views.

- People Should be Given Equal Opportunities and Should Avoid Unfair Disadvantages.
- Mimi's Protest Occurred More Than 8 Years Ago.
- If Mimi Goes to Competitors, Fred's Company Will Tremendously Loose.
- It is the Employee's Job to Give His/Her Maximum Potential No Matter What Group He/She Belongs to.

- Lack of Recognition of Skills and Potential is Risky for the Company Because it Risks Having the Best Candidates and Losing them to Competitors.

- This is Very Costly.
Act
Points of Views
What is Privacy?
We Try to Control our Existence, but Google Searches, Email Traffic, Commercial Transactions, Cookie Footprints on CyberSpace, etc.. are Making our Information Highly Uncontrollable.

- Google Will Find Every mention of a Person,
Including Information That That Person Might Have Ignored.
You!!
Case Summary
Fred Westen: Hathaway Jones CEO
- Fred's Friend (John Brewster) Called to Recommend His Daughter as a Potential Employee.
Mimi Brewster: John Brewster's Daughter
- She Wants to be Hired in Hathaway Jones' New Flagship Store in Shanghai.
Virginia Flanders: Vice President of HR
- She Had a Perfect CV and Compatible Criteria for the Position.
- She "Googled" Mimi and Found Out That She Was a Leader of a Nonviolent But Vocal Protest Group.

- The Protest Group Mobilized Campaigns Against the World Trade Organization.
She also Discovered a Picture of
Mimi Sitting Outside the Chinese
Consulate in San Francisco;
Protesting China's Treatment of a
Dissident Journalist.
- The Updates on Mimi's Private Life Made Fred Uncomfortable and Lost.
- He Had to Adequately Rethink His Potential New Employee and Whether the Position in China is Suitable for Her.
- Hathaway Jones' Reputation Could be at Stake!
Should Such Revelation Have a Deep Impact on the CEO's Decision for Hiring a New Employee?
- Form of Self-Possession:
One has the Custody of One's Facts, Preferences, and Tastes.
Privacy as we Know it is Virtually Gone!!!
Google Does Not Do the Ignoring For You!
New Technologies Will Constantly Threaten Privacy.
Business Organizations Have Begun Searching Potential Employees' Facebook Pages, Twitter Feeds, and Online Postings.
Businesses Should Develop
a Sense of "Forgiveness” and Meticulously Study the Obtained Results.
Google-Search Forgiveness Will Come Naturally to the Digital-Native Generation.
Others Should Unlearn the Traditional Thinking Methods. Time Will Normalize the Consequences of
This Social Change.
Diversity
HR Professionals Should Help Pick the Right Candidates by Further Investigating the Truth.

Candidates Should not be Directly Fired Before Being Questioned.
• Fred Should Follow his Instinct and Hire Mimi.
• Fred Should be Honest and Talk to Her About the Issue.
•It is a Legal Issue to Discriminate Based on Internet Searches While Hiring.
• If CEOs are Looking for "Total Saints", Then Maybe They’re Hiring Only Un-interesting People.

. Digital Information is Extremely Malleable: Could be Falsified and Quickly Travel Online.

• These are the New Social-Norms.

• The Generation Gap will Continue to Widen until the Digital Natives (Generation Y) Become CEOs and HR Executives Themselves.
Jeffrey J. Joerres: Chairman and CEO of Manpower
- Mimi is Opinionated and Brash.

- When She Finished Her Interview, She Winked Fred: Inappropriate!

- The Chinese are Web-Oriented and Will Definitely Google Her.

- Online Content is Public, so it is Fair for Employers to Ask About Them.
Danah Boyd: Doctoral Candidate at the University of California and Adviser to Major Media Corporations.
• With Time, Foolish Digital Pasts Will Become Part of the Cultural Fabric.
• Young People Today are Doing What Young People Have Always Been Doing, But its all Online.
• Bright People Push the Edge, But What Constitutes the Edge is Time Dependent. It’s About Having a Complex Digital Presence.
• Mimi is Creative, and the Job She is Applying Needs Her.
• People Should Strategize How to Handle Future Potential Challenges.
• Mimi Should Create her Own Google Trails and Write her Opinions on China; Reflecting How she Has Fine-Tuned her Perspective Over the Years.
•Mimi's Articles are From Newspapers and Hard to Remove.

•Mimi Should Have Mentioned the Articles When She Met Fred.

•Mimi Should Post New Opinions Online to Repudiate Her Old Opinions.
Candidates Should Search the Internet for Personal Information that Might Come Up in an Interview and Prepare to Respond Effectively.






They Should Use the Web to Demonstrate
Positive Attributes that Make Good
Impressions on Potential Employers.

They Should Fill the Internet with Content that Portrays them as Accomplished and Capable Individuals who Would be Assets to the New Employers.
Update Your Information
Alongside Your Ever Changing
Opinions and View Points.

Keep Your Facebook Profile as
Impersonal as Possible.




Refrain From using any Foul
Language on Social Media.

Voice Your Opinion But Not in a
Discriminatory or Derogatory
Manner.
References
- "We Googled You" Article on Moodle.

- "What Was Privacy" Article on Moodle.

- Management 229 Diversity Management Slides.
VIDEO
Full transcript