Interview

This process is part of what we call gamification, which ... completed the task, e.g. the progress in handling new emails in customer services, the progress in ... For example, in a call centre an employee may accept to tolerate the language and ...
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Interview

Figure 1: Profile page with avatar, progress bar, badges, points, etc

Figure 2: Leaderboard with information on other users

Scenario (Picture 1) Imagine that in your workplace, you have a personal profile that shows your activities, achievements, to-do tasks, etc. In this personal profile, you can have your avatar, which shows your name and photo and maybe your status (e.g. busy, angry, late, happy, etc), and you can also see the list of things you have done, or you should do. For every task you do, you get some points, and for some specific tasks or after collecting certain points, you get badges. Also a progress bar shows how much of a task you have done and how much is left to do. (Picture 2) There is a leaderboard which ranks your colleagues by the points they have earned. This leaderboard shows top achievers amongst your colleagues. You can also see how much everyone has achieved by clicking on their names. This reveals their total points, their achievements, their badges, etc. The whole point is that this system allows you to see how much you and other colleagues have progressed and achieved in your daily routines. It may also enable the managers and admins to see how much their staff have progressed and achieved. This process is part of what we call gamification, which is the use of game elements in daily tasks in order to motivate and entertain people at their workplace. This study is focused on the effects of gamification design on work ethics. You will be asked questions based on a previous expert study on gamification and their opinions on the effects that gamification may have on a working environment. Please bear in mind that different employees with different performances and personalities may react differently. For example, while revealing an employee’s status might be troublesome or even embarrassing for some (statuses like lazy or late), it may attract other employees and encourage them (statuses like busy or happy). The bottom line is that there are no right or wrong answers.

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Would you please introduce yourself? How old are you, and where do you work? What is your job in your workplace? Have you heard about gamification before?

1. From the perspective of ethics at work, specifically from the tension perspective, how would an employee feel if the workplace implements gamification techniques like (i) a leaderboard which iteratively shows the list of top-performers (ii) employees getting badges in their profile reflecting their expertise level (it could go up and down depending on the recent performance) (iii) labels or avatar, reflecting the current status e.g. (active, inactive, busy, free, late, etc) (iv) a progress bar which shows to an employee, and perhaps other employees, the extent to which that employee has completed the task, e.g. the progress in handling new emails in customer services, the progress in handling a complex case, etc.? How would all these effect the tension and stress at work place in employees? (refer to picture 2). 2. Do you think there are negative and positive effects of these techniques on the relationship among team members and their perceptions of each other? In other words, do you think that these techniques could lead to a change in the attitude, interactions and collaborations among colleagues at the workplace? (refer to picture 2) 3. Certain gamification techniques (e.g. leaderboards, badges, points, progress bars and avatars) reveal a good deal of information about employees in their workplace. Such information could be visible to other colleagues and managers for different reasons. Examples: a progress bar of a colleague may indicate how busy he/she is. A status may reflect an employee’s mood, something that an employee may or may not be willing to share with others. Points usually explain to colleagues how efficient an employee is, while that employee may or may not be willing to expose his points to other colleagues. Therefore, while gamification may aid efficiency and tra