By Michael Hugos
Games and online game mechanics offer as robust a version for organizing wisdom and inventive paintings because the meeting line as soon as did for organizing business and repetitive paintings. As current economies falter, we’re studying that previous notions of business potency and top-down command and keep watch over of work now not paintings. firm video games issues to a fashion out of the issues we’re facing.
Game mechanics offer a robust set of field-tested options for organizing, motivating and dealing with paintings in addition to play. those innovations pass some distance past simply giving staff a smiley face for generating extra widgets. Michael Hugos presents real-world case stories from his personal adventure and that of alternative enterprise executives and marketers to teach how the merger of video games and company operations can carry common prosperity for the real-time financial system we now stay in.
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Extra info for Enterprise Games: Using Game Mechanics to Build a Better Business
And participation in this game was entirely voluntary. I couldn’t order anybody to participate; all I could do was show people a process for working together and what the benefits would be. People could decide to do something else though if they didn’t like what they saw. The heart of the problem in the past was not just a lack of information. It was the lack of a good feedback system (timely information made available to everyone). Because of that lack, people who did have information spent a lot of time telling people who didn’t have information what to do.
They can track number of hours planned for a job versus number of hours actually spent to date; they can track cost of materials planned versus actual costs to date. People know where they stand and know what they need to do to be successful. There are some subjective decisions made by senior management as to the final allocation of the total bonus amount. ” Although individual bonus amounts are different, everyone can see the total bonus amount paid for each region and they know what part of that they received, and they can decide for themselves if they are being treated fairly based on their contributions and duties in the company.
There was rarely any meaningful feedback during the year on our progress toward our MIP objectives. We never got regular reports on our progress, and it was disingenuous to “add a new twist” and have us report our own progress. When we did this, with the best information available to us, the CEO and the CFO would often later discover other information that only they had access to, which regrettably resulted in us not doing as well as we had thought in our progress toward our MIPs. Attempting to play a game like this where the rules and the scoring process keep changing is like the scene out of Alice in Wonderland in which Alice is trying to play croquet with the Queen of Hearts but the croquet mallets are flamingoes that keep flying away and the Queen keeps changing her mind about what the rules are and then punishing players for breaking the rules.