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Gamification of Workplace Practices Gamification is broadly defined as the application of gaming mechanics in nongame contexts (Deterding, Dixon, Khaled, & Nacke, 2013). Although the term first appeared in 2008, it did not receive wide recognition until late 2010 (Deterding et al., 2013; Kapp, 2014) when it first appeared on Google trends (Google, 2014). Just one year later, Gartner predicted that over 70% of Global 2000 organizations would use gamifica- tion for at least one process by 2014 (Gartner, 2011). Although we aren’t sure if this prediction has been realized, the evidence that gamification is rapidly gain- ing traction is undeniable. Not only was it recently added to the latest edition of the Merriam-Webster's Collegiate Dictionary (Merriam-Webster.com, 2014), it was also listed as #5 on SIOP’s very own Top-10 Work- place Trends for 2014 (Munson, 2013). Amy M. DuVernet Training Industry, Inc. Eric Popp CEB Moreover, a brief perusal of commonly trafficked web- sites provides a plethora of gamification examples. LinkedIn utilizes a number of gaming elements includ- ing progress bars and endorsements. The more re- cently popular FitBit technology and its associated ap- plication display a dashboard with badges, points, and leaderboard rankings. Even our very own my.SIOP has recently added a number of gamification elements (we’ll share more on that below). So what exactly is gamification, and how can I-O psycholo- gists leverage it to improve organizational functioning? In this column, we review emerging work on gamification and highlight opportunities for research and practice. The Industrial Organizational Psychologist 39