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[https://blogs.scientificamerican.com/observations/the-real-reason-fans-hate-the-last-season-of-game-of-thrones/?fbclid=IwAR3FnkKdemRUGPcrdfwe7ZVZ5YiaKD17htpygt3KLiut5hdeaROvdonU2dg] - - public:weinreich
social_change, storytelling - 2 | id:264280 -

Benioff and Weiss steer the narrative lane away from the sociological and shifted to the psychological. That’s the main, and often only, way Hollywood and most television writers tell stories. This is an important shift to dissect because whether we tell our stories primarily from a sociological or psychological point of view has great consequences for how we deal with our world and the problems we encounter.

[https://toolkit.video4change.org/] - - public:weinreich
how_to, media, social_change, video - 4 | id:264207 -

This toolkit will show you how to design and strategise for impact in your progressive social change initiatives. It is designed for documentary or journalist video-makers, established Video for Change organisations, and nonprofit organisations that are using or thinking about using video to engage their communities. EngageMedia has produced this toolkit in partnership with the Video4Change Network. We are a group of video-makers — activists, journalists, documentary filmmakers, and human rights advocates — who have pooled our experience and knowledge to share tips, tools and resources on how to safely and effectively create powerful videos and engage audiences for changemaking.

[https://wip.pubpub.org/collectivewisdom] - - public:weinreich
management, media, social_change, storytelling, target_audience - 5 | id:253344 -

Why co-create and why now? Collective Wisdom is a first-of-its-kind field study of the media industry, that maps works that live outside the limits of singular authorship. While the concept of co-creation is entering the zeitgeist, it is an ancient and under-reported dynamic. Media co-creation has particular relevance in the face of today’s myriad of challenges, such as the climate crisis and threats to democracy. But it is not without risks and complications. In this study we look at how people co-create within communities; across disciplines; and increasingly, with living systems and artificial intelligence (AI). We also synthesize the risks, as well as the practical lessons from the field on how to co-create with an ethos grounded in principles of equity and justice. This qualitative study reframes how culture is produced, and is a first step in articulating contemporary co-creative practices and ethics. In doing so, it connects unusual dots.

[https://medium.com/park-recommendations/conformity-the-power-of-social-influences-cass-sunstein-401c1a302465?sk=b4f5ad719eb1dcb519b4744d848fc467] - - public:weinreich
social_change, social_norms - 2 | id:251738 -

Especially striking was something that I was not surprised by but had never heard explained before: the idea that groups conform, but always in a specific direction. They always become more extreme. They never move towards the middle. Sunstein addresses the phenomenon by describing relevant research. He writes: The effect of group deliberation was to shift individual opinions toward extremism. Group “verdicts” on climate change, affirmative action, and same-sex unions were more extreme than the predeliberation average of group members. In addition, the anonymous views of individual members became more extreme, after deliberation, than were their anonymous views before they started to talk. We see this phenomenon everywhere, especially social media, but the simple principle of conformity by itself doesn’t explain it. If a group conforms over time, shouldn’t their new views converge on the original group mean? Wouldn’t people’s views be just as likely to become more moderate than more extreme? The answer, of course, is no. Why? Because someone with more extreme views is usually more outspoken or passionate about those views, and that looks to most people like confidence. And we tend to conform to the views of those who seem more confident. Maybe Facebook isn’t the best place to form our political opinions.

[https://www.carnegiecouncil.org/studio/multimedia/20190423-how-change-happens-cass-sunstein] - - public:weinreich
social_change, social_norms - 2 | id:251496 -

"My little pitch is that a social movement worth celebrating doesn't only un-falsify people's preferences and unleash them to say what they actually think. It also casts a fresh light on the past. It doesn't just elicit preexisting judgement, it produces new ones."

[https://www.leadershipcentre.org.uk/artofchangemaking/theory/cultural-web/] - - public:weinreich
organization, social_change - 2 | id:245227 -

The Cultural Web is a tool used to map the culture of an organisation and is a way of seeing and understating the different influences that affect organisational culture. It can be used to map existing culture and it can also used to map future culture based on the question: ‘What does the culture need to look like to make this change happen’? The two maps can then be compared in order to promote discussion and highlight what, where and how change can be implemented.

[https://toco.actknowledge.org/home.php] - - public:weinreich
how_to, social_change, theory - 3 | id:245225 -

Theory of Change Online (TOCO) is the only web-based software (no download required) that you can use to design and edit and store your Theory of Change, learn the concepts of theory of change, and capture your outcomes, indicators, rationales and assumptions in an interactive graphical environment.

[https://www.fastcompany.com/90176846/the-magic-number-of-people-needed-to-create-social-change] - - public:weinreich
behavior_change, social_change, social_norms - 3 | id:186807 -

A new study published in Science has quantified the number of people who need to take a stand before they can affect societal change on important topics like sexual harassment and human rights. And that number? It’s a mere 25% of any group. Only 25% of people need to adopt a new social norm to create an inflection point where everyone in the group follows.

[http://www.impactbydesigninc.org/diffusion-of-innovation] - - public:weinreich
behavior_change, how_to, organization, social_change, theory - 5 | id:177130 -

If you or a small group of colleagues are the ones trying to bring a new practice to your organization, you are an innovator. You are inspired by a new practice you discovered, but will likely face problems getting it accepted. Consider that the challenges you experience when spreading a new practice are totally normal. It doesn’t mean you are failing, should stop trying, or there is anything “wrong” with staff and colleagues. It just means that your role is to plan how to motivate other members of the system

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