Advisor(s)
Abstract(s)
Uma nova geração está neste momento a entrar no mercado de trabalho através de processos de recrutamento e seleção ludificados, isto é, através de mecânicas que imitam a motivação intrínseca provocada pelos jogos de vídeo. Este trabalho apresenta uma reflexão sobre este fenómeno recente, argumentando que o jogo poderá conter algumas das características que faltavam no trabalho para aumentar as preciosas produtividade e motivação dos trabalhadores.
Apresentando este trabalho três exemplos de plataformas de recrutamento e seleção online com recurso a métodos e processos ludificados, um internacional e dois nacionais, apenas um deles foi exposto como estudo de caso, que foi o da Rede Contacto (Grupo Sonae). A observação externa e comparação destas três plataformas permitiu mostrar, por um lado, os traços comuns a todas elas e, por outro, que este é um fenómeno recente e global. A metodologia incluiu ainda entrevistas aos responsáveis por estas plataformas e um questionário online divulgado através da newsletter da Rede Contacto e dos gabinetes de saídas profissionais e comunicação das principais Faculdades do país nas áreas de interesse da Rede Contacto (Economia, Gestão, Engenharias, Comunicação, etc.).
A principal conclusão desta investigação prende-se com a desmistificação formal de algumas ideias preconcebidas, como a de que jogo e trabalho são polos opostos da vida em sociedade (prazer vs. trabalho) e não se devem confundir. Na verdade, as indicações que recebemos das respostas ao nosso questionário e entrevistas vão precisamente no sentido contrário, ou seja, que tanto os colaboradores como as organizações estão em sintonia quando consideram que existem vários pontos de contacto entre um e o outro. Por outro lado, atendendo ao elevado número de plataformas online de recrutamento de jovens com recurso a processos de ludificação, podemos concluir que estas são uma aposta recente das organizações, que tentam responder à necessidade que os jovens revelam de estímulos intelectuais e sensoriais mais complexos e interativos. Concluímos que, em grande parte, a ludificação no recrutamento e seleção é, sobretudo, um investimento na imagem e comunicação das organizações.
A new generation is now entering the labor market through a gamified recruitment and selection strategy, in other words, with game mechanics inspired by the intrinsic motivation originated in videogames. This dissertation presents an analysis of this recent phenomenon, arguing that game can be what it lacks in workplace to increase workers valuable motivation and productivity. Although this work presents three examples of online platforms with gamified methods and processes to recruit and select people, one international and two nationals, only one is analyzed as a case study (Rede Contacto, Sonae). External observation and comparison of these three platforms allowed us to show, on one hand, the similarities between them, and, on another hand, that this is a recent and global phenomenon. Methodology also includes interviews to managers of this websites and one online questionnaire disclosed trough Rede Contacto’s newsletter and trough the recruitment office of the main national universities on the Rede Contacto’s targeted areas (Economics, Management, Engeneering, Comunication, etc.). This investigation’s main conclusion is that some common ideas about work and play are misconceptions, for example that play and work represent the opposite of one another, so they just can’t mix or blend together. Indeed, our questionnaire’s responses points that workers and organizations consider that exists many things in common between work and play. On the other hand, based on the growing number of recruitment and selection online platforms with gamified processes, we conclude that those are a recent organizations’ investment, in response to the sensorial and intellectual need for incentive that younger people show. We also conclude from the interviews we made that a gamified recruitment and selection strategy is to organizations, actually, an investment on positive image and communication.
A new generation is now entering the labor market through a gamified recruitment and selection strategy, in other words, with game mechanics inspired by the intrinsic motivation originated in videogames. This dissertation presents an analysis of this recent phenomenon, arguing that game can be what it lacks in workplace to increase workers valuable motivation and productivity. Although this work presents three examples of online platforms with gamified methods and processes to recruit and select people, one international and two nationals, only one is analyzed as a case study (Rede Contacto, Sonae). External observation and comparison of these three platforms allowed us to show, on one hand, the similarities between them, and, on another hand, that this is a recent and global phenomenon. Methodology also includes interviews to managers of this websites and one online questionnaire disclosed trough Rede Contacto’s newsletter and trough the recruitment office of the main national universities on the Rede Contacto’s targeted areas (Economics, Management, Engeneering, Comunication, etc.). This investigation’s main conclusion is that some common ideas about work and play are misconceptions, for example that play and work represent the opposite of one another, so they just can’t mix or blend together. Indeed, our questionnaire’s responses points that workers and organizations consider that exists many things in common between work and play. On the other hand, based on the growing number of recruitment and selection online platforms with gamified processes, we conclude that those are a recent organizations’ investment, in response to the sensorial and intellectual need for incentive that younger people show. We also conclude from the interviews we made that a gamified recruitment and selection strategy is to organizations, actually, an investment on positive image and communication.
Description
Keywords
Jogo Trabalho Produtividade Motivação Gamer generation