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AN ANALYSIS OF HOW RANGATAHI MAORI USE SOCIAL NETWORKING SITES.

Social networking sites (SNSs) have changed the ways in which we communicate and connect with others, forming new ways of communicating, building relationships, accessing information, and being self- expressive. buy instagram auto likes While much of the literature around SNSs looks at social impacts, little research exists around Maori use of SNSs. Rangatahi Maori (rangatahi) are finding new ways of connecting and communicating through Facebook profi le pages and are faced with new challenges of online/offl ine variations and protocols that become blurred—particularly in online spaces.We can call this activity of writing/remixing the self through the manipulation of text and media ‘self-authorship.’ Within the framework of CALL, this term refers to students authoring their own materials which can then serve as the basis for learning and lessons. Using student-created materials as the center of a lesson fits with a student-centered pedagogy (Dieu, Campbell, & Ammann, 2006). Selfauthorship activities can increase interest and time on task, and they put students in a more active role in their own learning process

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RECRUITMENT WITH REFERENCE TO SOCIAL MEDIA

Reference to social media is used as part of the recruitment process by a growing number of firms, particularly to vet potential candidates. According to a US survey of 2,667 HR professionals, 45 per cent check job applicants’ buy 100 likes instagram social network profiles before hiring while a further 11 per cent intended to do so over the next year (careerbuilder.com 2009). A smaller UK survey found that only 27 per cent of employers did so, although it was a more common practice in media, professional services and finance industries and less common among charities and retailers (Peacock 2008). It should also be noted that sites such as LinkedIn are professional networking sites that can be used explicitly for recruitment purposes.There is no legislation that prohibits employers from considering information from an individual’s Facebook profile when making a recruitment decision but there are a number of issues with using social networks in this way. Firstly, there are questions of privacy and the extent to which firms should have an interest in the private lives of their employees. Some HR managers feel such vetting processes are an invasion of privacy and object on principle (Peacock 2008). It is notable that in the US survey noted above, the most common reasons for rejecting candidates were lifestyle rather than employment based, for example postings that included “provocative or inappropriate” photographs were cited by 53 per cent of HR managers as a reason to turn down an employee

Secondly, given the amount of information available about candidates on social network sites, employers leave themselves open to charges of discrimination (Lynas 2007). By vetting candidates online, buy automatic instagram likes employers are likely to know a range of information about candidates including sexual orientation, ethnicity, religion, marital status, age and political views, making it easier for rejected candidates to claim they have been discriminated against (Lynas 2007, Personnel Today 2010). It is relatively unusual for cases of discrimination at the point of recruitment to be brought to employment tribunals. The 2008 Survey of Tribunal Applications found that, of all cases brought involving discrimination, eight per cent were brought by claimants during or after a recruitment process. In reality, applicants usually have no information about the other candidates for comparison, and there is no evidence that social networking is necessarily more likely to give them access to this information. This places considerable onus on employers to self-regulate and act responsibly to comply with employment legislation.