Expanding Engagement (Asynchronous Session)
Human Potential Realisation Made Tangible to Become the Driver of Expanded Capabilities Needed for the Future of Work View Digital Media
Paper Presentation in a Themed Session Peter Leong, Vanessa Jane Smith
Imagine any organisation where the human potential of every individual is realised. Better still, imagine that there is a measurable human potential realisation pathway that will start new generative conversations that in turn will begin to unlock the immense (yet untapped) potential uniquely inherent in every human person in the world. Think of the expanded range of core human capabilities that will be unleashed in the organisation, the capability to adapt and self-renew (innovation, creativity, hope and resilience), to act and commit (optimism), to create results for the greater good (efficacy), to relate and attract, and to achieve coherence (unity and harmony). Wouldn’t these expanded human capabilities help immensely to meet the challenges of the future of work (Fourth Industrial Revolution) and transform new and emerging opportunities into positive business and personal performance and wellbeing outcomes? By sourcing deeply from ancient perennial wisdom and in tune with postmodern cognitive, constructive-developmental and neuro-psychological science, a new human potential realisation framework consisting of four states and twenty-three dimension has been developed, where human potential realisation can now be demonstrably measured. Through this well-tested and practical assessment and methodology, human potential realisation can now be confidently transformed into a real and tangible “human capital or psychological capital." It also becomes the wellspring and driver of new source of innovative energy in the organisation. We demonstrate how these four states and twenty-three dimensions can be opened and applied for deeper human resource development in any organisation.
A Culture Based Analytic Approach to Deconstructing Socio-technological System Failures : A Case Study of the Boeing 737MAX View Digital Media
Paper Presentation in a Themed Session Beryl Bellman, Prakash Rao, Ann Reedy
We present a new way of structuring data extracted from traditional narratives that have been used to analyze socio-technical system failures (and, indirectly, the failure of some of the organizations that are involved). We demonstrate, using a theoretically grounded scaffolding approach, how this structured organizational modeling addresses emergent properties in enterprises, and how these techniques both provide an approach for dealing with organizational project failures and promote successful organizational transformations. We analyze the open source data to look at organizational and cultural factors that contributed to the failure of the Boeing 737 Max airplane. This case study focuses on the motivations of: a multi-tribal, multi-cultural, multi-sourced, integrator and marketer of complex socio-technical products (i.e., airplanes); regulators responsible for public safety; airlines who offer transportation services with assumptions of risk, liability and loss; and a trusting public that believe they can travel safely and reach their destinations without event. We examine the (sub) cultural and tribal motivational factors that are in conflict. What are the factors that have gone wrong, what assumptions have not been borne out, and what are the lessons learned for anticipating, mitigating, and understanding what to do in the future?
Gamification as an Instrument for Employee Engagement View Digital Media
Paper Presentation in a Themed Session Asta Savaneviciene, Lina Girdauskiene, Edita Ausrine Ciplyte
Employee engagement became an significant topic for organizations due the lack of labor force, migration, and globalization processes. Gamification gives organizations the opportunity to turn motivated employees into business processes, enabling them to learn and improve and encourage collaboration. Gamification can be a powerfull tool allowing the increase of employee engagement, because it transforms routine tasks into interesting and meaningful activities. Although companies are highly interested in the possibilities of gamification application, there is a relative lack of scientific research on topics applying gamification to increasing employees’ engagement. This paper aims to identify how gamification affects employee engagement. Quantitative empirical research was conducted in order to evaluate a theoretically grounded framework of gamification and employee engagement. Depending on the set criteria, an organization was selected for testing, which uses several gamification components: leaderboard, score collection for different tasks, badges, levels. The company has been using these gaming elements for three years. In addition, the organization has 251 employees, so the company is classified as a medium-sized enterprise by the number of employees. The research of the organization was conducted by electronic means. A total of ninety-four completed questionnaires were received. The research showed that in assessing organizational engagement factors and gamification relationship, gamification makes the strongest impact for reward and recognition, procedural justice, feedback, distributive justice, perceived supervisor support, career, knowledge, learning, and development opportunities factors.
How Is Social Psychology Used in Advertising Research?: A Theoretical Contribution View Digital Media
Paper Presentation in a Themed Session Nirma Jayawardena
The purpose of this theoretical paper is to present the application of elaboration likelihood model to investigate consumer attitude formation and change resulting in persuasion outcomes to current advertising research. Therefore, this paper presents an illustrative example on how can advertising firms could develop advertisements considering the attitude formation and change resulting in persuasion outcomes through the Elaboration Likelihood Model.
