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Gamification is increasingly successful in the field of education and health. However, beyond call-centers and applications in human resources, its utilization within companies remains limited. In this paper, we examine the acceptance of gamification in a large company (with over 17,000 employees) across three generations, namely X, Y, and Z. Furthermore, we investigate which gamification elements are suited for business contexts, such as the dissemination of company principles and facts, or the organization of work tasks. To this end, we conducted focus group discussions, developed the prototype of a gamified company app, and performed a large-scale evaluation with 367 company employees. The results reveal statistically significant intergenerational disparities in the acceptance of gamification: younger employees, especially those belonging to Generation Z, enjoy gamification more than older employees and are most likely to engage with a gamified app in the workplace. The results further show a nuanced range of preferences regarding gamification elements: avatars are popular among all generations, badges are predominantly appreciated by Generations Z and Y, while leaderboards are solely liked by Generation Z. Drawing upon these insights, we provide recommendations for future gamification projects within business contexts. We hope that the results of our study regarding the preferences of the gamification elements and understanding generational differences in acceptance and usage of gamification will help to create more engaging and effective apps, especially within the corporate landscape.
Digital, virtual environments and the metaverse are rapidly taking shape and will generate disruptive changes in the areas of ethics, privacy, safety, and how the relationships between human beings will be developed. To uncover some of some of the implications that will impact those areas, this study investigates the perceptions of 101 younger people from the generations Y and Z. We present a first exploratory analysis of the findings, focusing on knowledge and self-perception. Results show that these young generations are seriously doubting their knowledge on the metaverse and virtual worlds – regarding both the definition and the usage. It is interesting to see only a medium confidence level, considering that the participants are young and from an academic environment, which should increase their interest in and the affinity towards virtual worlds. Males from both generations perceive themselves as significantly more knowledgeable than females. Regarding a fitting definition, almost 40% agreed on the metaverse as a “universal and immersive virtual world that is made accessible using virtual reality and augmented reality technologies”. Regarding the topic in general, several participants (almost 40%) considered themselves sceptics or “just” users (38%). Interestingly, generation Y participants were more likely than the younger generation Z participants to identify themselves as early adopters or innovators. In result, the considerable amount of “mixed feelings” regarding digital, virtual environments and the metaverse shows that in-depth studies on the perception of the metaverse as well as its ethical and integrity implications are required to create more accessible, inclusive, safe, and inclusive digital, virtual environments.
Gamification in Industrial Production: An Overview, Best Practices, and Design Recommendations
(2023)
This work describes gamification as a path to increase both productivity and motivation of persons working in industrial production. While gamification has been established in pedagogy or health more than two decades ago, its transgression to the industrial domain started around the year 2010. A discussion of production-specific requirements and the psychological background provide an overview on production-oriented gamified solutions in recent years. We look at how gamification designs evolved to minimize distraction while maximizing acceptance. Based on three best practices, we describe ways to neatly integrate gamification into workflows, use context-awareness to augment work and adapt the challenge-level to keep users in a state of flow. Furthermore, we investigate ways to further increase acceptance by creating user-specific “bottom-up” gamification designs, like custom agents and branded gamification. The overview concludes with design recommendations tailored for the production domain.
Socially assistive robots (SARs) are becoming more prevalent in everyday life, emphasizing the need to make them socially acceptable and aligned with users' expectations. Robots' appearance impacts users' behaviors and attitudes towards them. Therefore, product designers choose visual qualities to give the robot a character and to imply its functionality and personality. In this work, we sought to investigate the effect of cultural differences on Israeli and German designers' perceptions and preferences regarding the suitable visual qualities of SARs in four different contexts: a service robot for an assisted living/retirement residence facility, a medical assistant robot for a hospital environment, a COVID-19 officer robot, and a personal assistant robot for domestic use. Our results indicate that Israeli and German designers share similar perceptions of visual qualities and most of the robotics roles. However, we found differences in the perception of the COVID-19 officer robot's role and, by that, its most suitable visual design. This work indicates that context and culture play a role in users' perceptions and expectations; therefore, they should be taken into account when designing new SARs for diverse contexts.