Gamification is a topical issue through the last decade for researchers and practitioners involved in education, marketing, business, and organizational consulting. Research has shown that gamification has a special role to play in organizations -it helps to select and develop the best talents, thereby developing the organization as well as it helps to achieve individual and collective goals more successfully. Gamification is also used to improve corporate relationships with customers to ensure their loyalty and involvement. There is a lot of discussion about gamification, but at the same time there is often a lack of a common understanding of this concept. This study aims to investigate how the concept of gamification is understood and explained by an ordinary person, as well as where the gamification experience is gained from. The questionnaire developed by the authors consists of three parts: associations regarding the gamification definition, free form interpretation of the gamification concept, as wellas the personal experience of the respondents related to gamification in certain environments such as professional development courses, educational establishments, or work. This mixed-method research includes both qualitative and quantitative data. The questionnaire was sent to the respondents electronically, it was filled in online mode. 436 responses were received. Research shows that the understanding of the gamification concept is very different and contrary to the theorists' assertions –the concept is far from mature at this stage. Gamification is still an untapped resource among the Latvian organisations - therefore it is important to promote this concept within organizational as well as in the educational environment, thus promoting and developing the participants' experience in gamification.
Background: In their daily practice, physiotherapists need to physically and emotionally interact with their patients; therefore, like any other helping professionals, are subject to emotional risks. The aim of this study is to explain the symptoms of compassion fatigue (CF) and professional burnout (BO) in Latvian physiotherapists and offer suggestions for the staff management. Methods: To achieve the goal of the study, quantitative, non-experimental research was conducted using: the Professional Quality of Life Scale and the Maslach’s Burnout Scale. The present study measures the level of compassion satisfaction (CS), secondary traumatic stress (STS), and Burn Out (BO) syndrome. In addition, the BO was measured along with its three dimensions: emotional exhaustion (EE), depersonalisation (DP), and a reduced sense of personal accomplishment (PA). Convenience sampling was used in the study. The survey was conducted among 155 physiotherapists with an average age of 35.5 years and an average length of service of 9.5 years. Results: The results of the study show that physiotherapists have moderate Compassion Fatigue (M=36,37±7,23), low Secondary Traumatic Stress (M=27,54±4,65), and moderate Burn Out (M=17,68±6,89) (only EE dimension had a high value (M=24,52±12,84), but moderate Depersonalisation P (M=7,3±6,06) and low Personal Accomplishment (M=38,92±6,49). Statistically significant correlations are found between all these phenomena. Furthermore, statistically significant differences in these phenomena among physiotherapists with different length of service are also confirmed. Conclusions: The study demonstrates the association between CF, STS, and BO symptoms and their variability over a physiotherapist’s length of service. Under the influence of these emotional risks, 60% of respondents reported a lack of compassion satisfaction to continue working as a physiotherapist.
Nowadays, due to the fierce market competition, the volume, complexity and requirements of projects are increasing, resulting in intensive communication in project teams. Statistics show that one out of five projects is unsuccessful due to ineffective communication. The role of emotional intelligence in project management has been little studied, but it is believed that promoting emotional intelligence can improve internal communication within the project team. The aim of the research was to study the emotional intelligence and internal communication correlation of project managers and team members in organization “X” in order to develop proposals for the management of organization “X” for promoting emotional intelligence and improving internal communication. The emotional intelligence of project managers and team members was measured by using a survey of emotional and social intelligence competencies. Internal communication in project teams was assessed by using a survey based on aspects of effective internal communication within the project team. The results of the study showed that there is a statistically significant and strong correlation between emotional intelligence of project managers and team members and internal communication in project teams. “Self-management” and “social awareness” or the ability to adapt to other people were identified as the most important competencies of emotional intelligence which are required in order to improve internal communication.
The research aim is to find out whether the adaptation of new employees is affected by the rapid transition to remote work due to the Covid-19 emergency and to find out is there a need for consultative support for new employees during this time. The study included a two-part survey assessing the adaptation of new employees and the need for consultative support. The survey of new employees included 94 respondents from various industries, who worked in their workplace for less than a month to an average of one year. Respondents were from transport and logistics, marketing, advertising and public relations, education and other fields working in the office or administrative sector which is most exposed to remote work. Summarizing the results of the study, it was concluded that there are no statistically significant differences between the self-assessment of adaptation of new employees and on-site or remote work. However, there were statistically significant differences between remote work and the need for consultative support. The impact of the remote work on the adaptation process in this study appeared as a partial influencing factor. The purpose of this study is to identify the general changes that emerged during the Covid-19 emergency situation and make a basis for further research.
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