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Thoughts and opinions expressed here may not reflect those of my employer:    |
There is a growing industry of “prize-riggers” (my term) who band together to manipulate the results of online contests, giveaways and sweepstakes. In this blog post on PRSAY, the official blog of The Public Relations Society of America, I categorize different types of prize-riggers and offer tips for PR pros to consider. Go to the link and check it out. And if you have comments, you can share them there or below.
As unions embrace technology, so must employers. Here are several initial thoughts to consider:
Better monitoring. As unions conduct more digitial dialogue , the ability for companies to monitor those discussions becomes easier. Comprehensive online monitoring systems will probably be a better indicator of a union’s demands than the “watercooler talk” checks of the past. This should eliminate some surprises if there is a rift with the union.
Here are excerpts from each key:
Key callout:
My stock answer: “I don’t have all the answers, but I’m pretty confident that I’ll make a good case for my counsel and that I’ll ask all the right questions. That’s why I can say I’m an expert.” Allow me to expand on that: I don’t think any experienced crisis counselor can suggest they have all the answers to every situation. There are too many judgment calls that need to be made, based only on information that is available at any given time. The best of the best can be fairly confident that they’re providing the best possible counsel. That doesn’t mean the counsel is always right. |
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Copyright © 2012 James J. Donnelly.com - All Rights Reserved |
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Recently, I guest lectured at 