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Purpose -This paper aims to examine the impact of social networking in the workplace and to assess its use as an effective business tool. Design/methodology/approach -The paper examines positive and negative perceptions of social networking in the workplace and provides a critical review of literature in the area. The drivers of, and barriers to, change are explored, and whether the reasons for some organisations prohibiting or restricting social networking in the workplace are well-founded or corporate suicide. The link between social networking and organisational culture is examined, looking at whether social networking tools are capable of revitalising and reshaping the culture and brand of an organisation, which in turn can lead to better ways of working and increased levels of employee productivity and satisfaction. Findings -The findings indicate that the business advantages and benefits of social networking in the workplace are still very much underappreciated and undervalued. Although some organisations across the world have started to implement some of the facets of social networking technology and reap the business benefits, fear, resistance and risk are the opinions that still dominate many organisations. Originality/value -The value of social networking technology in the workplace is yet to be determined. This paper addresses gaps in the current literature and demonstrates that the business benefits of social networking far outweigh the negative perceptions that are still predominant in the pre-millennial generations. The paper highlights that social networking technology can facilitate improved workplace productivity by enhancing the communication and collaboration of employees which aids knowledge transfer and consequently makes organisations more agile. Moreover, social networking can provide enhanced levels of employee satisfaction by reducing the social isolation of teleworkers and making them feel part of organisational culture during long absences from the physical office.

The inclusion of magnetic nanoparticles into block copolymer micelles was studied towards the development of a targeted, magnetically triggered drug delivery system for cancer therapy. Herein, we report the synthesis of magnetic nanoparticles and poly(ethylene glycol-b-caprolactone) block copolymers, and experimental verification of magnetic heating of the nanoparticles, self-assembly of the block copolymers to form magnetic micelles, and thermally-enhanced drug release. The semicrystalline core of the micelles melted at temperatures just above physiological conditions, indicating that they could be used to release a chemotherapy agent from a thermo-responsive polymer system. The magnetic nanoparticles were shown to heat effectively in high frequency magnetic fields ranging from 30–70 kA/m. Magnetic micelles also showed heating properties, that when combined with a chemotherapeutic agent and a targeting ligand could be developed for localized, triggered drug delivery. During the magnetic heating experiments, a time lag was observed in the temperature profile for magnetic micelles, likely due to the heat of fusion of melting of polycaprolactone micelle cores before bulk solution temperatures increased. Doxorubicin, incorporated into the micelles, released faster when the micelles were heated above the core melting point.

Purpose -Now there are four generations of people sharing the workspace, each group brings different views, expectations, desires, dreams, values and ideas about work and life. This paper will examine how four generations work together in different ways and explores organisational strategies for managing the transition of knowledge through the generations. The factors of team working, mentoring and the design of the physical and virtual workplace are considered. Design/methodology/approach -The paper is an examination of the workplace using a literature review. The content reviewed explores the characteristics of each generation, their cultural values and identity and the method to incorporate this into strategy, workplace design and workplace productivity. Findings -The results of the paper demonstrate that it is vital for organisations to actively facilitate the transition of knowledge which is currently taking place within the multi-generational workplace. The findings demonstrate that the changing pattern of work and life dictate that organisations have to adapt their culture to meet the demands and expectations of new generations in the workplace.Research limitations/implications -The paper does not look at workplace scenarios as a possible method of testing the theories suggested. Practical implications -By understanding the make up of the workforces, facilities can be adapted to take advantage of employee characteristics which may lead to productivity improvement. Originality/value -The link between the transition of knowledge and the management and design of facility space is made. Embracing workplace styles of flexible work locations, informal and fluid use of space, space for mentoring and team work, fun, open collaborative spaces, plug and play technological environments and non-hierarchical organisational structures are just a few of the strategies which will have to be implemented in order to attract and retain high performance individuals.