Chat with AI
Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright
Edition 6ISBN: 978-0077718367Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright
Edition 6ISBN: 978-0077718367 Exercise 26
With Good Analysis, Work Isn't Just a Game
Job analysis can support one of the hot trends in business, called gamification. To gamify work, organizations use elements of games designed to yield better results, and they apply them to jobs to enable stronger performance. For example, they observe how runners and cyclists are motivated when they can share their routes and mileage with their friends on social media, or how teams of players collaborate to defeat an enemy in an online game. A "leaderboard" displaying a list of the top scorers also is a widely used tool to motivate players to improve and earn a place on the list.
Employers can easily create a leader board of top salespeople, ask employees to post their progress on a team project, or award badges for completing training modules. But when a gamification effort is just a matter of adding playful features to the company's internal website, employees may ignore it. Well-planned gamification helps employees achieve goals that are relevant to their own and their organization's success. This is where job analysis comes in, by pinpointing what employees should be accomplishing and what skills and resources they need. Gamification works when it aligns with job requirements and the learning of relevant skills.
In the United Kingdom, for example, the Department of Work and Pensions (DWP) wanted its employees to become more active in developing useful ideas for innovation. To gamify this aspect of employees' jobs, the company set up a collaboration site on its internal network. Employees are encouraged to submit ideas and vote on the ideas they think are most valuable. As ideas earn votes, they move up a leaderboard, and the company acts on them. Coming up with an idea that wins votes is exciting; seeing it move up the leaderboard is even more motivating; and of course, seeing it make a change for the better is the best prize of all.
In the same scenario, how would job analysis help you advise the team on which kinds of rewards to incorporate
Job analysis can support one of the hot trends in business, called gamification. To gamify work, organizations use elements of games designed to yield better results, and they apply them to jobs to enable stronger performance. For example, they observe how runners and cyclists are motivated when they can share their routes and mileage with their friends on social media, or how teams of players collaborate to defeat an enemy in an online game. A "leaderboard" displaying a list of the top scorers also is a widely used tool to motivate players to improve and earn a place on the list.
Employers can easily create a leader board of top salespeople, ask employees to post their progress on a team project, or award badges for completing training modules. But when a gamification effort is just a matter of adding playful features to the company's internal website, employees may ignore it. Well-planned gamification helps employees achieve goals that are relevant to their own and their organization's success. This is where job analysis comes in, by pinpointing what employees should be accomplishing and what skills and resources they need. Gamification works when it aligns with job requirements and the learning of relevant skills.
In the United Kingdom, for example, the Department of Work and Pensions (DWP) wanted its employees to become more active in developing useful ideas for innovation. To gamify this aspect of employees' jobs, the company set up a collaboration site on its internal network. Employees are encouraged to submit ideas and vote on the ideas they think are most valuable. As ideas earn votes, they move up a leaderboard, and the company acts on them. Coming up with an idea that wins votes is exciting; seeing it move up the leaderboard is even more motivating; and of course, seeing it make a change for the better is the best prize of all.
In the same scenario, how would job analysis help you advise the team on which kinds of rewards to incorporate
Explanation
Verified
Verified
Reward management is a motivational prac...
Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright
Why don’t you like this exercise?
Other Minimum 8 character and maximum 255 character
Character 255
