title: Inhibitors to the Organisational Adoption of Gamification

authors: Jefferies, Dannette (Dannie) Louise

subjects: Gamification

abstract: This study looks at how organisations can use technology to engage, motivate, and reward staff by embedding game-like elements into business applications and processes through a phenomenon called gamification.

Gamification is an emerging phenomenon that has the potential to increase engagement, productivity and performance in organisations. It is the convergence of motivation theory, information systems, and the rise of digital communications systems. Gamification has been trending academically since 2010, and appears to support the human drivers of motivation and engagement through the appeal of both intrinsic and extrinsic rewards. Yet, while gamification appears to be a solution to the issues surrounding employee motivation, there is little documented evidence of successful enterprise integrations. 

Gamification may be the modern elixir to all that ails organisations as they struggle to attract, nurture and retain talented employees. However, if this is the case, then why are gamified practises not widely adopted by companies? 

Twelve participants were interviewed for this qualitative study. The first three participants work in software organisations that have first-hand experience with gamified product and process development. Next, a further nine participants were interviewed, three in the broadly-defined communications industry, three in finance, and one each in real estate, retail sales, and manufacturing. These participants were selected as potential users of gamification within an organisational context. 

The grounded theory methodology is used to explore the inhibitors to gamification techniques in organisations. Data collection strategies included in-depth interviews and grounded theory methodology techniques are used for data analysis.

This study found the adoption of gamification in organisations is largely inhibited by the infancy of the gamification industry as the availability of gamified platforms, and the demand from organisations is relatively low. It is expected that gamification will become more mainstream in the future as an applied business practice. 

Voluntariness is a critical factor within any managerial initiatives aimed at cultivating positive employee attitudes and experiences at work. The concept of employee consent includes mandatory fun events such as companywide social events as well as gamification systems.

The original contributions to knowledge of this thesis include two conceptual models.  The first draws on an existing model for game design and proposes that employee engagement is an emergent property of an open gamification system. Emerging from the combination of mechanics and dynamics creating an aesthetic experience that meets the motivational needs of employees and thereby evokes an emotional commitment to the organisation and furthermore, it motivates employees to focus on shared organisational and individuals’ goals. The second conceptual model draws on Hofstede’s organisational culture dimensions framework and posits that there may be a specific cultural pattern for organisations best suited for effective gamification. This study finds organisations with cultures that are goal-oriented; externally driven; easy-going work discipline; local; open systems; and have an employee orientation, are more likely to find gamification is an appropriate fit for their organisation.

In addition, this thesis distinguishes between gamification and organisational gamification and offers a unique definition for gamification implemented within organisations, which has been purposefully and strategically implemented.

text: Inhibitors to the Organisational Adoption of Gamification This study looks at how organisations can use technology to engage, motivate, and reward staff by embedding game-like elements into business applications and processes through a phenomenon called gamification.

Gamification is an emerging phenomenon that has the potential to increase engagement, productivity and performance in organisations. It is the convergence of motivation theory, information systems, and the rise of digital communications systems. Gamification has been trending academically since 2010, and appears to support the human drivers of motivation and engagement through the appeal of both intrinsic and extrinsic rewards. Yet, while gamification appears to be a solution to the issues surrounding employee motivation, there is little documented evidence of successful enterprise integrations. 

Gamification may be the modern elixir to all that ails organisations as they struggle to attract, nurture and retain talented employees. However, if this is the case, then why are gamified practises not widely adopted by companies? 

Twelve participants were interviewed for this qualitative study. The first three participants work in software organisations that have first-hand experience with gamified product and process development. Next, a further nine participants were interviewed, three in the broadly-defined communications industry, three in finance, and one each in real estate, retail sales, and manufacturing. These participants were selected as potential users of gamification within an organisational context. 

The grounded theory methodology is used to explore the inhibitors to gamification techniques in organisations. Data collection strategies included in-depth interviews and grounded theory methodology techniques are used for data analysis.

This study found the adoption of gamification in organisations is largely inhibited by the infancy of the gamification industry as the availability of gamified platforms, and the demand from organisations is relatively low. It is expected that gamification will become more mainstream in the future as an applied business practice. 

Voluntariness is a critical factor within any managerial initiatives aimed at cultivating positive employee attitudes and experiences at work. The concept of employee consent includes mandatory fun events such as companywide social events as well as gamification systems.

The original contributions to knowledge of this thesis include two conceptual models.  The first draws on an existing model for game design and proposes that employee engagement is an emergent property of an open gamification system. Emerging from the combination of mechanics and dynamics creating an aesthetic experience that meets the motivational needs of employees and thereby evokes an emotional commitment to the organisation and furthermore, it motivates employees to focus on shared organisational and individuals’ goals. The second conceptual model draws on Hofstede’s organisational culture dimensions framework and posits that there may be a specific cultural pattern for organisations best suited for effective gamification. This study finds organisations with cultures that are goal-oriented; externally driven; easy-going work discipline; local; open systems; and have an employee orientation, are more likely to find gamification is an appropriate fit for their organisation.

In addition, this thesis distinguishes between gamification and organisational gamification and offers a unique definition for gamification implemented within organisations, which has been purposefully and strategically implemented.

year: 2017

title: Homemaking on the streets and beyond

authors: Groot, Shiloh Ann Maree

subjects: homemaking

abstract: Homemaking is associated with domiciled family life, community, and secure work. Moving beyond this perspective, we explore the experiences of people dislocated from family, community, and work, and their efforts to make a place for themselves. We consider a homeless man's efforts to make a home on the streets of Auckland in the absence of positive social ties, employment, and a domiciled abode. This case draws upon an auto-biographical interview, three photo-production projects and three photo-elicitation interviews with Daniel. We consider Daniel's profound sense of loneliness and efforts at imagining a domiciled home beyond the streets where he can forge meaningful relationships. Daniel is now re-housed, in part, as a result of insights from this research being used in social work practice.

text: Homemaking on the streets and beyond Homemaking is associated with domiciled family life, community, and secure work. Moving beyond this perspective, we explore the experiences of people dislocated from family, community, and work, and their efforts to make a place for themselves. We consider a homeless man's efforts to make a home on the streets of Auckland in the absence of positive social ties, employment, and a domiciled abode. This case draws upon an auto-biographical interview, three photo-production projects and three photo-elicitation interviews with Daniel. We consider Daniel's profound sense of loneliness and efforts at imagining a domiciled home beyond the streets where he can forge meaningful relationships. Daniel is now re-housed, in part, as a result of insights from this research being used in social work practice.

year: 2012

title: A Kaupapa Māori Intervention on Apology for LDS Church's Racism, Zombie Concepts, and Moving Forward

authors: Simon, Hemopereki

abstract: This intervention paper, based on the Kaupapa Māori writing inquiry, aims to offer an alternative path forward to the idea that The Church of Jesus Christ of Latter-day Saints should apologise for its racism. It argues that an apology is redundant to the Indigenous World. The goal is for better Church-Indigenous relations in the face of racism rooted in The Book of Mormon, Church Policy, doctrine, teachings, and theology. The author develops a positionality and outlines mahi tuhituhi as a Kaupapa Māori (post) qualitative writing inquiry. The Author then moves to contextualise these issues by framing them with what sociologists describe as Zombie Concepts. A brief overview of the Book of Mormon and its significance in Mormonism is provided. Following that, an understanding of the connection between Aileen Moreton-Robinson's white possessive and Lamanitism is provided. Hagoth and his relationship with Tāngata Moana (Māori and Pacific Peoples) is then addressed. Recent remarks by Thomas Murphy to help readers understand the racism in the Book of Mormon. Other issues for Indigenous Peoples are highlighted, with an emphasis on anachronisms and the Book of Mormon's plagiarism. The investigation then shifts to provide Veracini's commentary on settling to build relationality is discussed from the viewpoint of Aotearoa New Zealand. A discussion of the issues is followed by an outline of the research's consequences, which include seven issues that need to be addressed as part of the relationality building in order to create a collaborative future values-based project to move Church-Indigenous relations forward in a positive way.

text: A Kaupapa Māori Intervention on Apology for LDS Church's Racism, Zombie Concepts, and Moving Forward This intervention paper, based on the Kaupapa Māori writing inquiry, aims to offer an alternative path forward to the idea that The Church of Jesus Christ of Latter-day Saints should apologise for its racism. It argues that an apology is redundant to the Indigenous World. The goal is for better Church-Indigenous relations in the face of racism rooted in The Book of Mormon, Church Policy, doctrine, teachings, and theology. The author develops a positionality and outlines mahi tuhituhi as a Kaupapa Māori (post) qualitative writing inquiry. The Author then moves to contextualise these issues by framing them with what sociologists describe as Zombie Concepts. A brief overview of the Book of Mormon and its significance in Mormonism is provided. Following that, an understanding of the connection between Aileen Moreton-Robinson's white possessive and Lamanitism is provided. Hagoth and his relationship with Tāngata Moana (Māori and Pacific Peoples) is then addressed. Recent remarks by Thomas Murphy to help readers understand the racism in the Book of Mormon. Other issues for Indigenous Peoples are highlighted, with an emphasis on anachronisms and the Book of Mormon's plagiarism. The investigation then shifts to provide Veracini's commentary on settling to build relationality is discussed from the viewpoint of Aotearoa New Zealand. A discussion of the issues is followed by an outline of the research's consequences, which include seven issues that need to be addressed as part of the relationality building in order to create a collaborative future values-based project to move Church-Indigenous relations forward in a positive way.

year: 2023