1,720,994 research outputs found
When the game gets serious: LEGO® SERIOUS PLAY® at University
No full textLEGO® SERIOUS PLAY® , a methodology initially developed for use in corporate settings, has spread to educational settings due to the princi ples and theories on which it is based. In this es say we present two examples of the use of LSP in the university context as a strategy for promoting a dHHS XQGHUVWDQGLQJ RI D SHUVRQ×V SURIHVVLRQDO identity and in training and career guidance activi ties, generating processes of self awareness and development of future professional prefigurations. We provide some perspectives and points of re flection regarding the implementation of LEGO® SERIOUS PLAY® method in the higher education setting
Knowledge Creation Processes Between Open Source Intelligence and Knowledge Management
No full textConnections between intelligence studies and social sciences have been already underlined in different fields: anthropology and cultural intelligence; connections are found between social and cognitive psychology and the competences of the analyst of intelligence; social sciences methodologies and tools are used in intelligence as well. This work will focus on Open Source Intelligence (OSINT), defined as the activity of discovering, discriminating, gathering, validating, analyzing and distributing information derived from sources which are open, public, accessible and unclassified (Fleisher in Inteligencia y Seguridad, 2008). Eight interviews on a sample of Italian OSINT analysts and experts revealed what is the common use of OSINT methods, how they are linked to the knowledge creation and knowledge management processes. Aim of the study is to explore the OSINT methods in a social psychology view and evaluating its relation with knowledge management in organization
Managing the future of talents: digital innovation in learning organizations
No full textPurpose: The purpose of this study is to explore the diffusion of digital innovation for talent management in Italian learning organizations. Design/methodology/approach: It has been implemented a qualitative methodology to collect data, interviewing 16 experts; a mix method analysis was applied to explore thematic categories and to analyze co-occurrences by a quantitative approach analysis using T-Lab software. Findings: There are some relevant points to underline: digital technologies are meant as a support to human resource management (HRM), and there is often the reference to digital gamification or gamified processes implemented for talent management procedures. Learning is a central element both for employees’ point of view and for HR specialists who feel the need for a major and more specific training on digital technologies. Research limitations/implications: The limited size and composition of the sample put restrictions on the generalizability of results. The explorative nature of the study provides an in-depth consideration of digital innovation in learning organization, representing a first starting point for future quantitative investigations. From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents. Practical implications: From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents. Originality/value: Giving space and voice to HR and information and communication technologies experts has provided insights regarding the digitalization process in HRM in Italy, in particular, digital learning has been told as a necessary element for the competitiveness of the workforce
Self-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm
No full textColleagues’ Support and Techno-Complexity: The Importance of a Positive Aging Climate
No full textAim/Purpose With a focus on promoting sustainable career paths, this article investigates the intricate relationship between age diversity management and techno-complexity, emphasizing the pivotal role of a supportive work environment. Background In the modern workplace, the dynamics of age diversity emerge as a crucial element influencing the well-being and productivity of employees, particularly amidst the swiftly evolving digital landscape. This becomes especially pertinent when considering workers’ unique challenges adapting to technological advancements. Methodology Utilizing a cross-sectional design, data were collected from 160 employees in an Italian multinational company within the metalworking sector. Contribution This study provides valuable insights into the complex dynamics between the aging climate, colleagues’ support, and techno-complexity. It emphasized the importance of considering the direct effects of organizational factors and their indirect influences through social dynamics and support structures within the workplace. Findings The results revealed the mediating role of colleagues’ support in the relationship between the aging climate and techno-complexity. These findings highlight the importance of a supportive work environment in the context of sustainable career development, contributing to a comprehensive understanding of diversity management within the modern digital era. Recommendations for Practitioners Organizations should adopt a holistic approach to create an age-friendly climate to promote diversity, inclusion, and accommodating the unique needs of employees. They should also develop employer branding strategies centered on diversity and inclusion to attract top talent and enhance innovation. Effective communication is crucial to address generational stereotypes and educate employees on the value of diversity. Impact on Society Organizations should consider implementing policies aimed at addressing agerelated challenges, providing training programs to enhance digital literacy among older employees, and creating an adaptable work environment. Future Research Future studies could delve into specific organizational contexts, technological demands, and individual differences that may modulate this relationship
Self-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm
Full text linkBACKGROUND: The job placement of persons with disability is often threatened by prejudices and stereotypes; even when they are employed, they have less qualified and less paid jobs. The aim of this study was to investigate the self-perceived employability in a sample of workers with disability, hypothesizing to find a good level of self-determination and positive meaning of work. MATERIALS AND METHODS: Ten semi-structured interviews have been conducted, applying a mix-method to the data analysis through qualitative interpretation and quantitative content analysis. Results confirmed what recent literature shows about the need for job inclusiveness for persons with disability and also underlined a profound sense of satisfaction related to the job, strong identity, and empowerment derived from the job involvement. CONCLUSION: Practical implications are related to the job design procedure inspired by diversity management, in order to pay attention to every single diversity and ensure equity and inclusion
Quando gli apprendisti apprendono? Una riflessione sull’importanza del clima di apprendimento
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Industry 4.0 and Human Resource Management Processes: A Qualitative Study.
No full textIndustry 4.0 and Human Resource Management Processes: A Qualitative Study
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