The use of Gamification in Knowledge Management Processes: A Systematic Literature Review

Purpose: The purpose of this article is to present a systematic literature review that synthesizes the investigations made into the use of Gamification in Knowledge Management processes in recent years, and a conceptual model for analysis of the Gamification of Knowledge Management Systems. Theories: Since the last decade the Gamification - defined by the application of game design principles in a non-game context - as a management practice has become increasingly challenging for researchers. At the height of the Knowledge Age, in which we live today, knowledge and the organizational capacity to create, disseminate and retain it is one of the most important sources of competitive advantage for organizations. As employees’ knowledge is critical for companies, it is essential to find effective mechanisms to encourage collaborators to share knowledge. In this field, gamification is a dynamic to be considered as an enabler of successful knowledge management systems. Methodology: A systematic review of the literature was carried out, analyzing the scientific articles obtained through electronic databases, manual research and the cross-referencing of bibliographic references to identify and synthesize studies on the use of gamification in Knowledge Management processes in the period from 2015 to 2018. Results: This study demonstrates that the use of gamification in knowledge management processes has a positive impact on employees’ motivation and involvement with these systems, while promoting the creation, transfer and sharing of knowledge in the organization. A conceptual model for the gamification of knowledge management systems is proposed, intended to be a valid contribution to the operationalization of future studies on the link between gamification and knowledge management.info:eu-repo/semantics/publishedVersio

Recruitment and Selection as a Tool for Strategic Management of Organizations – El Corte Ingles Case Study

The main purpose of this study is to acknowledge how can recruitment process & selection be used as a strategic partner in the management of current organizations. Having as a reference an international prestigious organization recognized, El Corte Ingles, this case study will go from an analysis of the state of the art of this topic, trying to understand how to find different and innovative ways to use, whether recruitment or selection techniques, to leverage the management of intangible assets and get competitive advantage towards the various players in the market, moving on for a qualitative analysis of the case in study and the ways in which this organization uses the process of recruitment and selection, continuously, as an essential tool to achieve the organizational goals.info:eu-repo/semantics/publishedVersio

O recurso à gamificação como ferramenta de apoio aos sistemas de gestão de conhecimento

Este estudo tem como objetivo aprofundar a compreensão sobre o papel que a gamificação pode ter nos sistemas de gestão de conhecimento, mais especificamente ao nível do impacto da gamificação nos elementos facilitadores dos sistemas de gestão de conhecimento. Em plena Era do Conhecimento, uma das mais importantes fontes de vantagem competitiva para as organizações é o conhecimento e a capacidade organizacional de o criar, difundir e reter, sendo um dos grandes desafios das organizações encontrar mecanismos eficazes para incentivar os seus colaboradores a partilhar conhecimento. Desde a última década, o recurso à gamificação enquanto prática de gestão tornou-se cada vez mais desafiante para os investigadores, surgindo, como uma ferramenta organizacional a considerar enquanto potenciadora do sucesso dos sistemas de gestão do conhecimento. Neste estudo, foi realizada uma revisão de literatura sobre os principais construtos da gamificação enquanto prática organizacional e a gestão do conhecimento, mais concretamente, os elementos facilitadores dos sistemas de gestão de conhecimento. Posteriormente, desenvolveu-se um instrumento de recolha de dados que permitisse aferir a perceção da importância da gamificação para as dimensões dos elementos facilitadores dos sistemas de gestão do conhecimento. Por último, foi levado a cabo um estudo quantitativo junto de indivíduos que estiveram envolvidos em processos de gestão do conhecimento gamificados nas suas organizações, sendo apresentados os resultados obtidos após a sua análise e discussão à luz da literatura existente. Os resultados indicam que a utilização da gamificação apresenta efeitos positivos sobre os elementos facilitadores dos sistemas de gestão do conhecimento. Sendo proposto um modelo conceptual, que poderá ser utilizado pelas organizações quando desenvolvem os seus sistemas de gestão do conhecimento gamificados, que identifica os elementos de design de jogo que mais podem contribuir para um desempenho positivo de cada dimensão dos facilitadores dos sistemas de gestão do conhecimento; Abstract: The use of gamification as a support tool for knowledge management systems - This study aims to develop a deeper understanding about the role of organisational gamification in knowledge management systems, more specifically about the impact of gamification on the enablers of knowledge management systems. In the present Knowledge Era, one of the most important sources of competitive advantage for organisations is knowledge and the organisational capacity to create, disseminate and retain it, and one of the great challenges for organisations is to find effective mechanisms to encourage their employees to share knowledge. Since the last decade, the use of gamification as a management practice has become increasingly challenging for researchers, emerging as an organisational practice to be considered as an enabler of the success of knowledge management systems. In this study, a literature review was conducted concerning the main constructs on gamification as an organisational practice and knowledge management, more specifically, the enablers of knowledge management systems. Subsequently, a data collection instrument was developed to evaluate the perception of the importance of gamification for the dimensions of the enablers of knowledge management systems. Finally, a quantitative study was conducted involving individuals who had been part of gamified knowledge management processes in their organisations, and the results were presented after being analysed and discussed in accordance with the existing literature. The results show that the use of gamification has positive effects on the facilitators of knowledge management systems. A conceptual model is proposed, which can be used by organisations when developing their gamified knowledge management systems, identifying the game design elements that can most effectively contribute to the positive performance of each dimension of knowledge management system enablers

Employer Branding Applied to SMEs: A Pioneering Model Proposal for Attracting and Retaining Talent

Most business enterprises are small and medium-sized enterprises (SMEs), and many of them are without a human resource and recruitment department. Thus, one of the challenges that organizations currently face is to find a strategy to retain and attract talent. To overcome this difficulty, enterprises must invest in employer branding policies and be aware of the factors that differentiate them from others when attracting employees. This study aims to develop an employer branding model applicable to SMEs, to increase and enhance the attraction and retention of talents. An exploratory approach based on a quantitative perspective was adopted to develop an employer branding model applied to SMEs, with two major reference employer branding models and frameworks used as the main support. The model of employer branding was applied to SMEs regarding four dimensions, whereby essential questions are asked, namely (1) organizational culture (e.g., do employees have a job description aligned with the corporate culture?), (2) company strategy (e.g., what is the strategy if business volume decreases?), (3) company reputation (e.g., how do you perceive and treat negative feedback?), and (4) reward systems (e.g., do you feel that your employees are motivated intrinsically or extrinsically or both?), ordered by layers based on a logical sequence. The new proposed model is expected to serve as a useful strategic tool and as a basis for attracting, retaining and managing talent, specifically in the SMEs context. This new model provides a set of strategic and competitiveness benefits for SMEs, while contributing to making enterprises more profitable. The model also contributes to SMEs having a better image and reputation, enabling them to stand out from others in the war for talent.info:eu-repo/semantics/publishedVersio

Ethics and Sustainability in Hospitality Employer Branding

Tourism is currently one of the main sectors of profit for the worldwide economy. This study aims to explore ethics and sustainability in employer branding applied in the hotel industry, which is intended to correlate these very current and little-explored themes. This study aims to explore the investigation of these concepts that have grown, especially in the area of tourism and hospitality, as a way to better understand how the hotel sector can improve and develop strategic tools to achieve organisational success and capture the best talent. Methodologically, a Delphi method (three rounds) was performed through 26 participants recognised as experts of three major associations within the hotel industry in Portugal. As the main outcome, this research validated the Ethics and Sustainability in Hospitality Employer Branding Model, comprising three dimensions (HRM and EB Practices; Factors of business ethics and environmental sustainability; and Advantages of UH in implementing the EB strategy and RS communication) and underlying categories. Findings and practical implications to management are presented.info:eu-repo/semantics/publishedVersio

EMPLOYEE REWARDS AND MOTIVATION IN PORTUGUESE MERCIES

Goal – This study aims to investigate the influence of rewards on work motivation in Portuguese mercies. Method - To achieve our goal a quantitative descriptive study was carried out based on an online survey. A convenience sample of 132 collaborators of the Portuguese mercies was used. Results - The results show that intrinsic task and knowledge rewards as well as extrinsic social rewards have a positive impact on autonomous motivation. Discussion - There was no significant evidence regarding the impact of intrinsic and extrinsic rewards on controlled motivation. Having found that perceptions of intrinsic rewards are more positive than those of extrinsic rewards; and, that employees have higher levels of autonomous motivation than controlled motivation. Conclusion - The present study allowed us to assess which rewards had the greatest impact on mercies employees’ motivation, contributing to the understanding of the most appropriate instruments for an effective management of human resources motivation in these institutions.info:eu-repo/semantics/publishedVersio

The boundaries in the area of knowledge transfer in management consulting

In a historical retrospective, although the existing literature calls the management consulting industry an extraordinary sector and a unique phenomenon in the business context, in fact these statements are not accompanied by a number of academic studies that emphasize the importance of the effective work of the management consultants. To contest the lack of studies in this emerging area, this article aims to understand the implications of the border to the transfer of information and knowledge from management consultants to their client companies. The results of the empirical analysis in the form of semi-structured interviews and questionnaires applied to management consultants and SME managers in Portugal reveal that the competency factor must be based on the four knowledge families of business management - the know- know, the competence, know-how and know-how to be and it is only from this conjugation that any kind of constraints that can be found along the way (political, physical or cultural) are able to be unblocked.info:eu-repo/semantics/publishedVersio

EMPLOYEE REWARDS AND MOTIVATION IN PORTUGUESE MERCIES

Goal – This study aims to investigate the influence of rewards on work motivation in Portuguese mercies. Method - To achieve our goal a quantitative descriptive study was carried out based on an online survey. A convenience sample of 132 collaborators of the Portuguese mercies was used. Results - The results show that intrinsic task and knowledge rewards as well as extrinsic social rewards have a positive impact on autonomous motivation. Discussion - There was no significant evidence regarding the impact of intrinsic and extrinsic rewards on controlled motivation. Having found that perceptions of intrinsic rewards are more positive than those of extrinsic rewards; and, that employees have higher levels of autonomous motivation than controlled motivation. Conclusion - The present study allowed us to assess which rewards had the greatest impact on mercies employees’ motivation, contributing to the understanding of the most appropriate instruments for an effective management of human resources motivation in these institutions.info:eu-repo/semantics/publishedVersio

GAMIFICATION: UMA FERRAMENTA PARA A CRIATIVIDADE EM CONTEXTO ORGANIZACIONAL

Com este trabalho pretende-se fazer uma reflexão acerca do desafio que a gestão de recursos humanos enfrenta atualmente perante a realidade organizacional de uma constante necessidade de inovação e criatividade. Podendo ser o capital humano das organizações uma das principais fontes de inovação é cada vez mais importante encontrar práticas de recursos humanos que facilitem a criatividade e o surgimento de novas ideias. Através de uma análise à moldura teórica existente, sobre práticas de recursos humanos potenciadoras da criatividade interna nas organizações e a Gamification e o seu impacto quando aplicada em contextos organizacionais verifica-se que, para além da tremenda atualidade do tema, estamos perante uma ferramenta – a Gamification - que poderá ser uma aliada poderosa da gestão de recursos humanos ao nível da motivação individual e do estabelecimento de uma cultura para a criatividade e inovação. Como corolário deste trabalho surge o CLEVER um sistema de gestão de conhecimento criado de acordo com os princípios da Gamification utilizado em contexto organizacional que nos permitiu ilustrar como, na prática, os princípios acerca dos quais refletimos ao longo do trabalho se tocam, na realidade, e como os próprios recursos humanos da empresa se sentem ao utilizarem o jogo em contexto de trabalho e de que forma essa utilização influencia o seu relacionamento com os colegas e com a própria organização. Este trabalho contribuiu para aprofundar o conhecimento acerca das práticas estratégicas de gestão de recursos humanos para a criatividade e inovação e também para um melhor entendimento do que é a Gamification e do papel que esta pode assumir nas empresas enquanto plataforma facilitadora de práticas organizacionais.info:eu-repo/semantics/publishedVersio