The aim of the paper is investigation factors and challenges in tacit knowledge sharing among virtual team members. Due to exploratory nature of the research, I followed qualitative approach based on cross-case analysis The research questions were broadly formulated, to allow for emergent theory building. This methodology puts in evidence that key factors contribution to tacit knowledge sharing are: organizational culture, rules and procedures, face-to-face and virtual meetings, mentoring, supportive technological environment and most importantly shared context.

The impact of innovation on national economic growth is a widely recognized. Economic growth and job creation activity is no longer characterized by reliance on innovation in large firms but has shifted to S(mall) and M(edium) E(nterprise)s and startup firms. Innovation in SMEs is one of the major drivers in the economic resilience of a region. In this paper, we will focus on open innovation practices in SMEs and the use of a specific organizational form to organize the open innovation process. The paper presents the results of a participatory study on one of the major mechanisms for SMEs in their practice of Open Innovation, which comprises a specific organizational form to cooperate with (local) Universities. Based on the ‘Engaged Scholarship’ methodology (Van de Ven, 2007) four main activities are undertaken in a cyclic model: problem formulation, research design, theory building and problem solving. By applying a survey, multiple case studies and a benchmark study a thorough understanding of the problem and the solution was found. In our study, we found a specific form to overcome the challenges for SMEs to cooperate with Universities. This form was later named the Innovation Hub. Innovation Hubs are a specific organizational form in which students enhance the innovative capacity of one or more companies by the implementation of research and innovation projects. In the paper the strengths and possible challenges of the Innovation Hub will be discussed and the first results of our project to raise a set of Innovation Hubs for SMEs in the Eastern part of Holland will be presented. The mechanism for Open Innovation in SMEs discussed in the paper has positive effects on the outcomes of innovation of the SMEs as well as their possibilities to attract (technical) young and talented professionals. In the research, it was found the Innovation Hubs also seem to have a positive impact on the regional innovation system thus preventing the so-called “Brain Drain” from rural areas to the larger cities.

This paper aims at investigating how the degree of openness, in a depth conception (Laursen and Salter, 2006) and with scientific partners is associated to innovation performance, measured through the number of patent application. Moreover, we provide a detailed and contextual analysis which assigns to a multifaceted setting for innovation a crucial role in shaping the relationship between the degree of openness with scientific partners and the patenting. The context for innovation is defined through four internal factors that are indicated as possible moderators: the innovation strategy, the drivers and the intellectual capital, in its human and social components. We relied on a survey developed in 2012 in Finland and Sweden on 263 firms. We focused on the manufacturing industry and we considered statistical units with no fewer than 10 employees. Data was collected by means of questionnaires addressed to people knowledgeable about OI (R&D managers or similar). The items of the questionnaire, built as perceptive 7 point Likert scales, defined the degree of openness (depth) and the context for innovation. As concerns patents, we used Thomson Innovation to download patent stocks from 2011 to 2016 coherently with data collection of the survey. A structural equation model was applied to test the supposed relationships, controlling for firm size and country. With respect to previous research, the contribution of the study is a more fine-grained investigation of the direct and interactive association that links the degree of openness to scientific partners and the patenting. The peculiar nature of the scientific partners and the studied context for innovation have proven to be critical to understand more in depth the association between openness and patenting. We also deepen the analysis of Zobel et al. (2016) who only analyse if the firms have or do not have patents, by providing evidence for how the number of patents is associated with openness and the internal context. The findings of the study provide a helpful template for managers to decide on the firms’ use of patents when collaboration is with scientific partners. The template proposes four internal contextual variables to be considered, two at the strategic and two at the organisational level.

This is a theoretical research paper that aims to explore the leading microeconomic theories that support sustainable wealth creation. This research draws on the leading microeconomic theories of the firm, including the resource-based view, the knowledge-based view, the activity-based view, dynamic capabilities, open innovation, entrepreneurship, and corporate social and environmental responsibility to identify the drivers of creating sustainable wealth in the knowledge economy. This paper puts forward arguments for exploring the theories that holistically integrate the goals of economic, social and environmental growth and development into firms sustainable in their form of wealth generation. Although theoretical, in nature, this paper opens a practical avenue to explore the way in which enterprises develop their resources, capabilities and activities, fostering the persistence of building and preserving competitive advantages based on knowledge and sustainable development.

To investigate the relationships between talent management practices (i.e. talent attraction, development and retention) and the absorptive capacity dimensions (Zahra and George, 2002), namely knowledge acquisition, assimilation, transformation and exploitation. The design for this research uses the combined strengths of qualitative and quantitative methods. The multiple-case study approach is used to gain the preliminary qualitative inputs for the “quantitative” core part of our study. Using survey data from HR managers of 240 MNCs from Brazil, Russia, China and India, we aim at investigating the relationship between talent management practices and absorptive capacity dimensions. Specifically, we expect that talent attraction and development will be positively related to knowledge acquisition and assimilation (constitute potential absorptive capacity), while talent development and retention will be positively related to knowledge transformation and exploitation (realized absorptive capacity). At the same time, we want to show that there is a positive relationship between talent management and organization’s performance, where absorptive capacity acts as a mediator. To capture absorptive capacity, we use a scale developed by Flatten and colleagues (2011). There is a growing recognition that talent management has the potential to address a number of valuable challenges encountered by organizations, not possible by the adoption of single disciplines. In the light of knowledge management, scholars name human capital in general to be the main source of an organization’s absorptive capacity (Mowery and Oxley, 1995) which in turn depends on the interaction between employees’ ability and employees’ motivation (Minbaeva et al., 2003). And though researchers have already called attention to the effects of certain HRM practices influencing extrinsic and intrinsic motivation of knowledge receivers on knowledge transfer (Minbaeva, 2008), practices connected to the attraction, development and retention of talented employees and their effects on knowledge transfer between different organizational units have not been addressed. The main outcome is the identification of relationships between talent attraction, development and retention and an organization’s ability to acquire, assimilate, transform and exploit knowledge by developing a talent management concept within strategic HRM and knowledge management. We demonstrate the applicability of the proposed framework and prove the role of talent management in knowledge transfer and organizational performance in context of developing countries.

The main purpose of this paper is a review of potential application of conceptual models to support the main stages of strategic management: strategy formulation, strategy implementation and strategy evaluation. To review the potential application of the conceptual models it is necessary to define basic notions and principles of the strategic management and determine the main challenges relevant to the strategic management at the age of knowledge economy. It is also necessary to define the term conceptual model, to classify existing types of conceptual models and ways of application. Moreover, creation of conceptual models of any object is a way of knowledge creation about this object. It is also applicable at other stages of knowledge management – capturing, codification, transferring and storing. The research method to achieve this purpose is a literature review focused on three main areas: (1) the main principles, notions and challenges from the field of strategic management; (2) the principles of systems analysis, systems approach and systems modeling; (3) the evolution, classification and application of conceptual modeling methods with subsequent analysis of relevant problems from the field of strategic management. Developments in the field of information science are used successfully in many fields of management such as financial, operations or supply chain management, but in the field of strategic management model-based methods and technologies are used not so widely. Further development of this research will able to integrate different types of conceptual models on the basis of Enterprise Architecture. This synthesis can increase the usage of information systems to support strategic decision-making process. This paper is a starting point for the further research. It is includes a systematic review of the basic notions and principles from the field of strategic management, systems analysis, conceptual modeling and enterprise architecture. Also here is a classification of modeling methods depending on the degree of their formalization: verbal, conceptual and abstract. Further research will allow to develop methods and techniques that can facilitate the process of strategic decision-making.

This empirical paper addresses the effect of digitalization on professional service firms (PSFs). In particular, we apply business model frameworks to identify important dimensions of recent disruption within this context. PSFs, such as law firms, are defined by the professional workforce they employ and the knowledge-intensive services they deliver. While the business models underpinning these firms have changed little over the past century, recent research indicates that digitalization can severely disrupt this industry. We present empirical evidence from law firms applying alternative business models. Initially, data was collected through twelve semi-structured interviews in Silicon Valley in 2015. Subsequently, we conducted a media study identifying an additional 8 firms interviewed over Skype in 2016 and early 2017. The findings reveal key issues related to changes in law firms business models caused by digitalization: (1) cost and lawyer flexibility as main drivers of business model innovation through technology; (2) rethinking of business models in law; (3) enacted technologies as driver of change; and (4) digitalization as a way to overcome resource trade-offs. Each of these issues can and are likely to cause extensive changes to a professional service firm’s business model. In conclusion, we find that digitalization has huge implications for how professionals in the legal industry can structure their work, interact, recruit and train employees as well as design their services and interact with clients. The study of law firms contributes as an illustration of the potential impact of digitalization on a broader set of knowledge intensive organizations.

The recent development of digital communication technologies, and of social media in particular, have enhanced more direct communications between companies and their customers. Among many other things, the use of social media has become considerably popular in customer services. However, communicating with different types of customers is not easy. More profound understanding is needed about how to succeed in communicating with the customers in the increasingly impersonal, yet often emotionally sensitive online environments. Based on an extensive empirical data from Twitter discussions on climate change and energy industry, the analysis will follow the ideas and concepts of research on personalities and motivation in the context of social media. By theorising the impacts of human personality traits to a person´s communication style in social media, in accordance with the person´s own choices of roles and motivations to communicate in social media, this study will provide companies new insight on how to approach their customers in online environments. This study offers significant information for any company that wants to improve their customer service through social media. That is, by presenting the early phase taxonomy for different social media communication styles used in Twitter, this study will provide companies with both new insight and practical advice on how to better share information and manage discussions on their social media channels, considering the different communications styles of their customers.

This study aimed to find out how bloggers perceive the opportunities and obstacles in using blog as a social media tool. In this study we found answers to a research question: Is there a correlation between use of social media and perceived opportunities gained via blogging? The qualitative and quantitative study was conducted among higher education students in Tampere University of Technology in Finland. Students were on Master level in industrial management, information technology or economics. These students are most likely using different tools of knowledge co-creation in their future professional positions, and therefore are a good sample for the study Numerous statistical calculations were conducted from the survey result in order to find evidence to our conclusions. This methodology puts in evidence that there indeed was a connection between the user’s social media attitude and the perceived opportunities in using blog (p = 0,0676). Furthermore, we found that if one sees opportunities in using blog he/she is also potentially willing to use it as a tool. The outcomes of the study convince us that in practice the obstacles of using social media (in this case blog) create a barrier for professional use of social media. If you know social media, you are willing to utilize it and you see business opportunities in this for example. From previous research we know that there is a big gap between generations in social media use and therefore also business opportunities are lost among practitioners.

Tthis paper aims to determine which is the necessary knowledge to elaborate sentences in cases of contractual rescission, as determined by the consumer code, taking advantage of the resources and tools of the Knowledge Engineering, especially the methodology CommonKADS and ontologies, using ontoKEM and Protégé With the design of applied research, this work was developed based on the need perceived by several Courts of Justice, where the research problem related to knowledge engineering was identified. The applied research is motivated by the need to produce knowledge for the application of its results, as a contribution of practical purposes, with the vision in the solution of the problem found in reality. This work is part of the line of Knowledge Engineering applied to electronic government, whose objective is the training of professionals and researchers to study methodologies and techniques for the application of Knowledge Engineering and Computational Intelligence to generate knowledge to relate them to the media and knowledge and apply these to solve demands created by knowledge management, in this case applied to government institutions and, more specifically, to the judiciary. The methods and techniques of Knowledge Engineering form the basis of this research, employing an ontology to model the knowledge used by the judge during the motivation of the sentence, in contractual termination processes. The knowledge-intensive activities employed by the magistrate to prepare the sentence are very important, once they put an end to the process and resolve the dispute, realizing the effective provision of judicial protection to those who are entitled. The timely combination of the resources and applications of Engineering and Knowledge Management with e-Gov’s practices can contribute to increasing inclusion, democratization and access to justice for citizens with greater transparency and participation. This paper contributes to the community presenting what intensive knowledge activities deserve attention and priority to support in improving the performance and productivity of the Judiciary, with the application of engineering techniques and knowledge management. Greater speed in the decision-making process and consequent shortening of the judicial process, directly affect all levels of society and the country itself, unleashing the Courts with reduction of litigation awaiting judgment, improving the quality of the provision of judicial protection in favor of the brazilian population.

The purpose of this paper is to investigate the impact of personal resources on knowledge worker work engagement in contemporary economy. The focus of research is shifting to an interest in personal resources and psychological capital of knowledge workers, because work itself and work environment are currently undergoing fundamental changes. Personal resources are based on one’s belief that an individual can influence his or her environment successfully; this belief is critical for knowledge workers, freelancers and entrepreneurs in contemporary economy. These malleable attributes are discussed in the literature as personal resources (Luthans et al., 2007; Van Wingerden et al., 2015; Xanthopoulou et al., 2009) and as positive psychological capital (Luthans et al., 2010). An individual with sufficient personal resources is likely to master the balance between the situational and personal resources (Wingerden et al., 2015), stretch the given circumstances (Bakker & Demerouti, 2014) and achieve improved performance (Bakker et al., 2012). Engagement is a psychological state-like concept which can have a significant impact on performance improvement (Jeung, 2011). Work engagement is defined as a positive and fulfilling work-related state of mind characterized by vigor, dedication, and absorption (Schaufeli et al., 2002). We propose a theoretical model based on a modern interpretation of the Conservation of Resources Theory (Schaufeli & Salanova, 2007) concerning the relationship between personal resources (self-efficacy, organization-based self-esteem, and satisfaction with life) in relation to the three dimensions of work engagement (vigor, dedication, and absorption). Then the proposed model is tested with structural equation modelling (LISREL). The data has been collected in October 2016 from the graduates of a Finnish university (n=103). The sample represents experts across industrial fields and various company-sizes, as well as entrepreneurs and freelancers. This paper provides empirical evidence on the influence of personal resources on knowledge worker engagement. There is a lack of empirical studies on knowledge worker (expert) work engagement which focuses on the aspects of personal resources in the context of knowledge worker engagement (e.g. O’Neill et al. 2014). Through understanding the impact of personal resources on person-job fit leading to work-related engagement companies can enhance their human relations management practices and develop better support mechanisms for their knowledge workers including temporary team workers, remote workers, as well as for other atypical work roles.

Blog is an increasingly known social media application, that is considered to have good properties of communication. Yet its use has decreased. It is not known why people are not starting to use blog. The research problem arose from a survey study conducted in Tampere University of Technology in 2012-2016 (n_average = 52): Are there risks that are stopping people from using the blog? Second survey (n = 60) presented respondents known risks of social media, asking whether they are stopping them from using blog. Final stage of the research was conducted by semi-structured interviews (n = 2) providing complementary view on the subject. Possible misuse of the writings in the future was the main risk (32,8 %) stopping respondents from starting blog use. Misunderstanding (29,5 %) and anonymous harassment (22,9 %) were also barriers. Blog was seen to threat privacy (13,1 %) and information security (11,4 %) more than other social media applications. The interviews supported misunderstanding as a considerable risk, despite of the interviewees’ differing perceptions on social media. Fear of being misunderstood tells about the lack of control over social media. Users need feeling of control over the content they generate. Fears and emotions need to be taken into account when implementing new communication technologies.

There is an increasing evidence that highlights the technical and managerial innovations are necessary for firm survival. However, there is limited focus on the relationship between employee well-being and resilience on innovations in an organisational context. The purpose of this conceptual paper is to map the relationships between concepts of employee well-being, resilience in the context of achieving workplace innovation outcomes. This conceptual paper reviews the literature on three sets of theoretical lenses: workplace innovations, organisational ambidexterity and HRM practices in supporting innovation and with an additional focus on individual level influences of employee well-being and resilience and its relationship on innovation. This paper is to the best of our knowledge is the first conceptual review that provides a multi-level review of the three disparate yet related sets of literatures and its impact on organisational innovation outcomes. In doing so, this study also fills the gap on the micro-level foundations of individual employee well-being and resilience and its relationship with innovation.

Research continues to emerge on correlations between the practice of self-compassion and positive coping in adverse, non-workplace related interpersonal contexts. There appears an absence both of research on the influence of self-compassion on knowledge worker subjective wellbeing, creativity and knowledge sharing behaviour, and its influence in the context of interpersonal workplace adversity, such as that associated with workplace bullying – a phenomenon becoming increasingly prevalent as cyberbullying. The purpose of this conceptual paper is to draw attention to self-compassion’s subjective wellbeing influence on knowledge worker creativity and knowledge sharing behaviour. This conceptual paper reviews the literature on workplace bullying, and positive coping strategies associated with the practice of self-compassion, in the context of Kolb’s Learning Theory (1984), that may be conducive to identifying self-compassion’s simultaneously positive influence on knowledge worker subjective wellbeing, and on creativity and knowledge sharing behaviour. This study offers conceptual contribution to the promotion of knowledge worker subjective wellbeing, creativity and knowledge sharing behaviour. It does so by drawing on Kolb’s Learning Theory (1984) to explore the influence of self-compassion positive coping strategies on personal and professional wellbeing, especially in the context of workplace situated adversity, such as that traditionally associated with perceived exposure to workplace bullying. This paper aims to stimulate applied research into the influence of self-compassion, on knowledge worker subjective wellbeing, creativity and knowledge sharing behaviour, especially in relation to positive coping strategies on exposure to interpersonally driven workplace adversity. The practical implications point to the practice of self-compassion as a positive coping strategy both to promote knowledge worker subjective wellbeing, creativity and sharing behaviour, and inform 21st century knowledge management.

The purpose of the present paper is to investigate and shed light on individual factors affecting the resilience and creativity of knowledge workers (KWs). We propose a theoretical model concerning the relation of the entrepreneurial motivations of achievement and materialism, general self-efficacy and an internal locus of control with resilience and creativity. The proposed model is tested using structural equation modelling partial least squares analysis (SEM-PLS) of a survey dataset of 423 observations. The data were collected from highly educated Finnish experts. The respondents are members of the trade union Academic Engineers and Architects in Finland TEK. The dataset was collected via a web-based questionnaire in the spring of 2016. The sample consists of respondents working across different companies and entrepreneurs, including freelancers and self-employed workers. The paper provides empirical evidence about the factors affecting KWs’ resilience and creativity. KWs’ creativity is a surprisingly understudied phenomenon, although it is increasingly topical due to the growth of KW and new forms of KW, such as freelance KW and work in addition to one’s main job, becoming ever more common. The study helps fill a gap in the literature on the relationship between individual-level resilience and creativity. By understanding how the different motivation types and the different personal capital dimensions affect resilience and creativity, companies can learn to improve the development of such capabilities with the support of different human resource management practices. Additionally, companies can learn to, for example, select employees with appropriate capabilities for certain jobs. It needs to be remembered that organizations employ ever more external resources, such as entrepreneurs and freelancers, and their motivations and capabilities might have different effects on resilience and creativity than those of the employees employed by the organization.

This paper contributes to the literature on creative organizations and team diversity by exploring the relationship between work experience diversity and team performance. The paper analyses the creative context of US music industry by investigating the career patterns of people who worked in this sector from 2000 to 2014 through an empirical analysis. An OLS regression is run to investigate if different relationships exist between several measures of experiences diversity and team performance This methodology puts in evidence that different measures of experience diversity have a dissimilar impact on team performance. Specifically, work experience diversity expressed in terms of time (length of experience) is negatively associated with team performance. On the other hand, work experience diversity expressed in terms of amount (opportunity to perform) is positively associated with team performance. The outcomes of the application provide an innovative perspective to the phenomenon of team composition in project-based industries. Practitioners should indeed consider which experiences matter when assembling teams to outperform in the industry.

Continuous sharing and increasing of knowledge are fundamental challenges to project teams as their environments are highly knowledge-intensive and dynamic. The present study investigates the role of team reflection for promoting knowledge acquisition in project teams. Despite the general assumption that team reflection is essential for learning and improving of teams, the link between reflective learning and increasing team knowledge has not been studied yet. To close this gap, this study examines the direct effects of team reflection on team knowledge acquisition as well as indirect effects due to the development of team interaction mental models in order to explain this relationship. The authors conducted an experimental study with 22 student project teams, composed of members with diverse expertise, using a pre-test- post-test-control-group research design. The teams were working on a complex problem-solving task over a period of two days. The teams within experimental condition passed four guided team reflection interventions during teamwork whereas the teams in the control group did not. Results show that team reflection has a direct positive impact on team knowledge acquisition, while this effect being completely mediated by similarity and quality of team interaction mental models. The analyses of the specific indirect effects show differentiated results. While quality of team interaction mental models alone was a significant mediator, the similarity was not. The findings accentuate the role of team reflections for supporting knowledge acquisition in project teams. By reflecting teams improve awareness and insights into effective strategies of knowledge management (i.e. shared and accurate team interaction mental models), which lead to an increase of the collective knowledge. The results are interesting for both research fields, team reflection and team knowledge management, since the findings indicate the merits of recurrent reflection for improving knowledge acquisition in teams. For organizational practice the question of how reflection processes can be deliberately triggered in teams and effectively integrated into the daily routine should be considered.

The purpose of this paper is to investigate how collective tacit and explicit knowing develops among project team members. This article is a conceptual paper studying how collective knowing emerges in business contexts using working in project teams as examples. The dynamics of project teams give us a societal meaning of the process of knowing or a scripted story for business action. The empirical approach of the paper is from two Norwegian furniture producers project teams linking together the designers, the production engineers and the exchange in the marketplace. This methodology puts in evidence for a theoretical framework and theory for the dynamics of business knowledge as a societal meaning. This methodology puts in evidence that it is moving the team members out of their comfort zones that transfer tacit individual knowledge into actionable explicit collective knowledge. Action through rotation is more important than observing to transfer tacit individual knowledge to explicit individual and collective knowledge. The practical implication is the description of the process from individual to collective tacit and explicit knowing in a project team. The practical lesson is that moving the team member out of their traditional roles also secure the transfer of unknown tacit knowledge into actionable collective explicit knowledge. Creating and working through new roles in the team obviously make unknown tacit knowledge into explicit knowledge. This is a movement from what we don´t know that we know into what we know that we don´t know witch bring it into knowing and by that into business action.

This research analyzes the technological culture and the use of ICTs with different spheres focuses on the impact of ICTs to transform educational practices. The real and practical realm that requires resistance from teachers and students to the use of these resources in the teaching-learning processes, coinciding with the opinion shown by Angulo & Vázquez (2010). In recent years, education in Mexico has been affected in different aspects such as poverty, migration, inequity, access, quality and technological changes. According to the PIPE 2014, higher education is in trouble with the addition of desertion, which affect the competitiveness and productivity of students as they leave the education system. In the last indicators of 2010 Internet users per 100 * persons in Mexico is 38%, in Brazil 50%, Chile 61%, U.S.A. 81 and finally Finland 91%. Brislin defines cultural shock as: “the tensions and feelings of discontent and discomfort that result from having to meet interpersonal needs, in ways that are not accustomed to”. The methodology will be done with SPSS 20.0 program to know and perform the crossing of factors, in the dependent variable and independent with the purpose of knowing if they use the TI’cy as they use them for educational or social form so that this research has greater reliability We use the KMO trust. This research will be carried out with the students of the higher level of the University of Guadalajara Mexico to know the culture cultural shock that is perceived, in which they are students of the millennium that are native of the technologies and use the Information technologies. The new syllabuses that are suggested are mixed teaching-learning in which the technologies and the classroom are used in order to be competitive so that the students can achieve an exchange at the international level and can be developed in the different fields as Research and business.

The aim of this paper is to synthesize two conceptual frameworks on school learning in order to create a theoretical foundation for differentiated education supported by information and communication technology (ICT). One of the main problems in school education is that there are large differences between pupils. As prior knowledge determines learning outcomes, a large proportion of students do not benefit from uniform instruction. Several methods have been proposed to differentiate teaching and adjust it to students’ individual needs, but the lack of useable instruments to identify these needs has limited the success of such efforts. We integrate the results of two different theoretical traditions. (1) One class of theoretical approaches has dealt with the issue of providing students with learning opportunities adjusted to their individual needs under the constraints of mass education characterised by heterogeneous classes. Several experiments have been conducted in this vein under the umbrella of individualization, personalization, differentiation and similar concepts. (2) Another class of theories deals with the concept of ‘assessment for learning’, which means that assessment is embedded in the teaching-learning processes to provide students with immediate feedback. We use this unified theory to build a complex, assessment-based, differentiated teaching system utilizing the possibilities of ICT. The first phase of the project has already been completed: an online assessment platform was created (the eDia) and item banks were developed for the assessment of reading comprehension, mathematics and science. In the current phase of the program, we integrate assessments into everyday teaching and learning processes. Several elements of the complex instructional/developmental system introduced in this paper have already been explored previously, but an innovative system of this kind has not yet been built. The item banks are based on an innovative assessment framework that distinguishes three dimensions in each assessment domain: (1) a psychological dimension that assesses how students’ cognitive functions and their specific and general thinking skills develop, (2) application of their knowledge in new contexts and (3) progress in learning disciplinary knowledge defined in the curricula. The assessment items utilize the full range of multimedia, including video and simulation. The online assessment system has already been in use for several years and aids teachers greatly in identifying students who need special assistance with objective data. The system now under construction will provide students with personalized and playful developmental exercises. Early interventions may prevent school failures.