More Than Just a Game: Video Games are Behind the Latest Fad in Management – Article Example

The paper "Apple Faces New Copyright Suit after Proview" is a great example of a management article review. This blog entry by the writer using the pseudonym “Schumpeter” (2012) discusses the new phenomenon known as “gamification” which has recently appeared in the management field. The theory of “gamification” is based on the world of video games where individuals carry out many repetitive tasks in search of virtual rewards such as points, trophy badges and leadership positions in competitive lists. Employers are attracted by the apparent fascination that people have with these activities. There are even training sessions which exist to show how managers can tap into the addictive power of the gaming experience in order to obtain the maximum amount of commitment from their staff. The idea is, that people will stick with boring work much longer if the activity has some of the qualities of a video game experience. The author is critical of this trend because as he rightly observes, reward schemes of various kinds have been widely used for many decades. This new trend is nothing more than a fancy repackaging of “employer of the month” schemes and other “points and perks” that are given for good performance. The author makes a very good point when he demonstrates that many such non-monetary reward schemes are effective for only a very short time before employees lose interest. After the novelty has worn off, workers perceive the artificial nature of the scheme, and this causes negative reactions and a drop in performance.  The popularity of gamification can be explained by the desire of corporate training consultants to find attractive new ways of marketing their services. Video games are cool and they make people think of leisure time pursuits. In other words, the connotation is good, and this creates a buzz of interest. Unfortunately, however, there is very little substance behind gamification, and so employers should be wary of this kind of trendy but lightweight contribution to their HRM practices.