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Rescooped by Patricia Sanford from CAS 383: Culture and Technology

The End of Solitude - The Chronicle Review - The Chronicle of Higher Education

The End of Solitude - The Chronicle Review - The Chronicle of Higher Education | Editing, Proofreading, and Copy Writing | Scoop.it

According to “The End of Solitude,” what is it that “the contemporary self” wants, and consequently what is the “great contemporary terror”?


According to William Deresiewicz and The End of Solitude, what the contemporary self wants is celebrity and connectivity, which both bring about an awareness of a person as being valuable and mattering to others. To be recognized, to not be invisible, and to be connected is the goal of life, whcih is why many people will boast of the number of "friends" they have on social networks. But what defines a "friend" is different from one person to another. Never seeing someone or interacting with them, other than via the computer, would not be whom I would deem a friend. And accordingly, the great contemporary terror is solitude, being totally alone with one's thoughts and feelings and ideas. The bottom line is that each of us is a separate individual and each of us is alone in a room at some time or other, but this is a commendable situation if the individual has a sense of self and the motivation and power to accept and appreciate their uniqueness and talents. Standing alone with one's shadow is powerful and liberating.

Via John Shank
Lindsay Connors's comment, September 25, 2012 6:43 AM
According to "The End of Solitude", the contemporary self wants to be recognized by the rest of the population. It wants to be included and known by others. It is said that the great contemporary terror is anonymity, or having no one know who you are. This contemporary relationship with one's self, always needing to be "in the loop", disallows individuals from ever being "alone" even when there is no one else physically around.
John Nielson's comment, September 25, 2012 9:00 AM
According to “The End of Solitude,” what is it that “the contemporary self” wants to be know by others, they want to be connected with other people constantly. "The contemporary self" wants to be visible. The "great contemporary terror" is anonymity or the state or quality of being anonymous. This is also goes hand and hand with people never want to be alone or are afraid to be alone.
Brittanie Rushing's comment, September 25, 2012 9:36 AM
The great contemporary terror is about being anonymous; being unknown by others. But the contemporary self desires to be constantly connected. The want to be seen and known. Oddly enough the two seem opposite yet related.
Scooped by Patricia Sanford

Sacrosanct vs. Available to All

According to Fred Vogelstein's, "The Great Wall of Facebook" article, Vogelstein states that the controversy involves the fact that Facebook has secured a storehouse of user data but it cannot share that sensitive information with advertisers or others because those using the site want privacy protections.  While these individuals will share their most innermost thoughts, comments or opinions about a variety of topics, they believe them to be sacrosanct and not privy to those they have not allowed to view them. Facebook users do not want their personal privacy to be violated or impinged upon by companies seeking it for utilitarian or financial gain. Sharing detailed information about sources, products, or people in real time, as compared to some information being available in a controlled format, such as through Google's algorithms, is what makes Facebook unique and fresh. It is also genuine as it links to a real individual with a real and viable email, thereby giving justification as to its credibility. 

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Rescooped by Patricia Sanford from CAS 383: Culture and Technology

HR Magazine: How Deep Can You Probe?

HR Magazine: How Deep Can You Probe? | Editing, Proofreading, and Copy Writing | Scoop.it

As detailed in “How Deep Can You Probe?”, what are some of the risks run by employers who vet candidates by looking at online information and social networking sites?


Unfortunately, while many employers will search websites for information about potential employees, the problem comes when they weigh that information (anything and everything that is posted) as complete truth and then base their hiring decisions on it. There are substantial problems with that line of thinking. While employers feel they are protecting themselves, in essence, they may be losing out on a perfectly qualified candidates due to erroneous content that appears when their name is searched. This can occur, for instance, when or if a person's identity has been stolen or compromised leaving him or her vulnerable to others who can post untruths as to their character, social conscience, or their manner of behavior in various situations. Photos can be altered, information can be "created" or "vented." Sometimes this is done with malicious intent, sometimes it is for a lark or 'fun'. Further, someone can slander or post falsehoods and the process to correct such falsehoods is tedious and involved. In the meantime, if an employer views the salacious photos or negative content or comments, it may be just enough to remove the candidate from consideration for employment.


While employers are often pressed for time, short on individuals who can truly do an in-depth research on the possible candidate as well as validate information posted on sites, it is simply unfair to judge a person based on information found on social media site. Without a complete and thorough process of investigating the prospective candidate, verifying information found on the sites is correct or incorrect, and checking other sources for documentation about the possible candidate, everyone ultimately loses: the candidate loses the opportunity to be considered for a position and the employers lose because they pass over an individual if they are limited to creating an image or opinion about a person based solely on information found online or on social networking sites. Other sources need to be considered such as references, employment history, and sites that are secure in the information that is posted.  



Via John Shank
Alex Patton's comment, September 18, 2012 10:21 AM
There are many risks from looking for potential job employees at online sources and social networking cites. Viewing a person's online profile is very risky, it can be accurate or very misleading. Employers might want to not rely on Facebook and just do independent background checks instead, this would be more efficient and accurate.
Chris Bechtel's comment, September 20, 2012 5:57 PM
Researching potential job candidates on social networking sites is certainly a risky behavior by employers. The SNOPA (Social Networking Online Protection Act ) has already been created and passed by a few States and quickly, others are joining the movement. The problem with all the info available on sites like Facebook, is that none of it is verifiable data. With any photo, I can create a phony Identity on Facebook and even masquerade around as an actual real person. With the unemployment rate so high, American's can't afford this added investigation into their personal lives intended only to disqualify by focusing more on ambiguously defined infractions and less on one's morals and accomplishments.
Paola Alexandra Castello's comment, September 30, 2012 11:04 PM
According to the article one of the risks employers faced when researching a potential employee is crossing legal boundaries. As stated on the article it is illegal to conduct a background check without the individuals' consent. Another risk is discriminating a potential employee based in their religion, race, and marital status which is illegal. Knowing whether the information getting from the internet is true or not is another risk they may take. As stated on the article if their personal life does not interfere with their professional life it should not matter to the employer. "The internet is not necessarily s reliable source" Strickland says. By employers taking this risks to make sure they are hiring the best possible candidate for their job they may also "reject" a good candidate based on information gathered from the internet that may not be true or that may have been created by a third party without that person's consent.