This project examines the correlation between the use of networks in recruiting of new employees and the diversity in the working environment at the communication company DIS/PLAY. The issue of this paper arises from the focus on flexibility and an increase in the use of network in the hiring processes which exist in the network society. To answer the thesis statement of the project, we need to first and foremost investigate the characteristics of the recruitment process in DIS/PLAY. This part combines interviews with the administrative director and two employees in DIS/PLAY with theory by Manuel Castells, Christian Albrekt Larsen & Jacob Pedersen, Pierre Bourdieu and Mark Granovetter. The second part thesis statement investigate the work environment, the degree of diversity and the level of thrust in DIS/PLAY. This part combines mainly interviews with the two employees in DIS/PLAY and theory about bonding and bridging social capital by Robert Putnam. This paper discusses whether the method of recruiting has an effect on DIS/PLAY’s work environment and the degree of diversity in the company. This thesis concludes that there is a correlation between the wishes and the methods of recruiting, which are used by DIS/PLAY in the process of hiring. A wide use of networks and a need for different qualifications result in a professional diversity at DIS/PLAY, yet a roughly homogeneity in personality. As a result of the recruiting method, there is a general high level of trust in the company. However, the level of trust i highest in the professional groups.
|Uddannelser||Socialvidenskab, (Bachelor/kandidatuddannelse) Bachelor el. kandidat|
|Udgivelsesdato||26 maj 2014|
- svage bånd
- social kapital
- stærke bånd