Performance Mgmt - Gamification Flashcards
Performance Management Definition (Bevan and Thompson 1992)
to ensure that employees’ performance is captured, measured and assessed, good performance rewarded and reinforced; and poor performance made known and issues addressed
PM Stages
Define (job desc)
Plan (objectives)
Monitor (manager support and review)
Assess (link to pay, reward)
Consider!
PM via market (quality, responsiveness) or workers (ethical, meaningful, competent)
Long vs short-term targets? Issues with complacency or if too easy long-term sustainability is compromised - also what is prioritised?
Individual Level
appraise a person’s outputs, outcomes, results, skills, capabilities, and/or potential?
goals are seen as motivators - drawing on goal theory (Locke 1968)
individuals motivated to act provided they expect to achieve the goals (Vroom’s Expectant Theory 1964)
Problems With Gamification
low worker engagement, low worker motivation, low levels of worker job satisfaction, low productivity, high levels of turnover
Gamification Definition (Woodwock and Johnson 2018)
understood as the application of game systems, competition, rewards, quantifying player/user behaviour - into non-game domains, such as work, productivity and fitness
Management Discourses (Deterding 2018)
choice architecture: casts people as rational actors and games as perfect information/incentive dispensers - giving managers fine-grained control over behaviour - links with scientific management
humanistic design: casts people as growth-oriented - and games as environments optimally designed to afford positive, meaningful experiences - focus on experience
Above and Below
from-above: the optimisation and rationalising of work practices by management
from-below: a form of active, worker resistance against control at work
counter-gamification: adding ridiculous words into script (e.g. giraffe
