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Argument Against Gamification

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Chamorro-Premuzic, Winsborough, Sherman, and Hogan (2006) present a vague and lacklustre support for the implication of Gamification within talent assessment. Although, they provide innovative and well thought ideas regarding how Gamification can be used to develop and modernise the talent assessment sector, they struggle to ground their theory with any evidence. Furthermore, by giving evidence for how individuals who find their niche, in which they do not need to try as hard to perform well, compared to those who haven’t found their niche, they are giving evidence against a style of talent assessment that is extremely generalizable in Gamification, as everyone must compete in the same game to be fairly judged and compared, even though some may find it easier than others, due to the game being in their niche. I agree however, that Gamification can be a tool alongside other talent assessment techniques, but the key word there is ‘alongside.’ Gamification is not specific enough to be used amongst a vast amount of employees alone. One key argument against Gamification is that, although it may cause short-term improvement in performance and engagement within an organisation, it is simply a treatment for a symptom of disengagement. …show more content…

Therefore, Gamification has not yet been fine tuned, thus there is more likely going to be mistakes in its early phase of implementation and therefore it should not be applied as an assessment on its own. Furthermore, Chamorro-Premuzic et al., (2006) does not state that the old techniques of talent assessment are invalid or of no use, and so we must ask ourselves, ‘if it’s not broke, why try and fix it?’ Is Gamification really worth all the trials and errors that will come through it, just so we are up to date with the latest

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