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Social media has drastically improved the way we can reach target audiences and serve our customers. Like its financial counterpart, the social media audit (SMA) can be described as a formalized review of anorganization's social media activities. However, contrary to financial audits, social media audits are not guided by government regulations or a set of professional rules and standards. This book will address social media marketing issues using a cost benefit approach, while presenting a systematic approach to review the organization's social media activities. Using the checklists and templates provided in this book will enable readers to conduct an audit that helps identify target areas for performance improvement and recommendations for how to achieve these objectives. Social media platforms discussed include: Facebook, LinkedIn, Google Plus, Twitter, Tumblr, and Xing.

In this volume, author Urs Gattiker offers a broad overview of Internet and technology-related theory. He examines Internet and multimedia issues from an international perspective, outlining issues of international sovereignty and the potential impact of

This study investigates the interrelationships between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as examining vocational congruence between career and the individual. The congruence model is tested by using both objective and subjective measures. A sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variables relate to individual perceptions of career achievement as well as to objective indicators of career achievement within a corporate hierarchy. While the applicability of the general congruence model in career research seems limited based on this study's result, the functional congruence model is supported with the data obtained. Implications of these results for research on careers and career counselors are discussed.

Research into career success has usually dealt with objective aspects of career paths such as income and job title. This paper suggests also using cognitive variables to assess career success and examines past career choices to show that postdecisional justification may be apparent. The data reveal that demographics and success criteria are the best predictor sets when trying to explain a person's objective career success, mobility, and career satisfaction. Implications for future research and management are discussed.

This study examines the expectations and perceptions of both clients and consultants toward the consulting relationship. Results from 52 client firms are compared with those obtained with consultants in an earlier study. Factor analysis of preferences for a number of values is used to describe three significant dimensions in the consulting relationship. While clients and consultants agree on one of the three value dimensions, they significantly disagree on a second and are marginally dissimilar on the third. The results highlight potential problems in the consulting relationship and suggest areas for further necessary research.

A review of the organizational discrimination literature indicates that a potentially important source of discrimination, referred to here as "rational bias, " has received little attention. Defined as discrimination originating in the service of economic self-interest, rational bias is specifically tested in the management-client relation ship. As anticipated, the results show a preference for male management consultants in some types of activities. The findings are interpreted as providing support for the new model of discrimi nation in organizations.