Role plays do not only have a learning aspect to them but also can be a lot of fun and good entertainment. The various goofs that place can be a much needed respite from the hackneyed managerial life. However this is where the threat lies, the entertainment value of the role-plays might make the managers take them in a non-serious way, thus decreasing their efficacy. The managers may only remember the fun part of the exercise and not the learning part.
Another kind of simulation technique is the simulation games. Sometimes the term games and simulations are used interchangeably. However this is not always so. A game is always a simulation since it has little to do with reality and a lot of acting out in involved. However, a simulation is not a game unless it has a competitive edge to it. According to renowned scholars, there is a distinction between games and simulations games. That is, games are a conjured up situation in which the participants compete with each other. On the other hand, simulation games combine the elements of both games and simulation. In simulation games, managers are given objectives that they have to accomplish rather just roles that have to be acted out. Also, there are not many bounds as in real-life situations or as in role playing where the participant is bound to the confines of the role. Also the task is realistic and can be identified with real-life situations. For example, a kind of game that managers might be given is that they may be required to run a company. The competitive part here is that their company has to compete with other companies (Mumford 1992).