SELF-REFLECTION IN GAMIFICATION

  • For study purpose of unit ALC203 only.
  • This is my self reflection of Gamification.Ā 

Considering the complexity of real life tasks, gamification has proved to be having positive influence to the user be it the students or those in employment sectors. Gamification has the capability of influencing behavior enhancing engagement and also without forgetting it can also improve motivation on the side of students (Rapp, 2013, p. 486). The employment companies have also seen it necessary to incorporate simple and meaningful games into working activities and processes to break the traditional boring nature of work. This, in turn, will help in improving the productivity of the employees through enhancement of skills and experience (Landers, 2014, p. 755). This reflective paper would, therefore, consider various instances in which gamification have been proved to be substantial to various users in their areas of daily tasks.

One may wonder why gamification is important or why an organization may opt to it. The fact is, if it is done correctly, the collaboration among the team members my get improved over time in a most effective way. According to the report given by the Gallup-Healthways Well-Being Index, 73% of the American works which fail to incorporate games in their duties are found to be less productive (Rapp, 2013, p. 487). The less production, in this case, does not only mean lack of innovation, but it is also associated with poor attitude and low morale among the workers. It is in this perspective that gamification has proved to be of value in improving the morale and building on positive attitude among the users.

Among the pros that Jason Silberman gave about gamification, it was found that the interesting and unique learning strategies in an organization come due to involvement in games. It has also been found that some users are also able to improve their innovation skills mostly in the case of students. Gamification has the capability of changing the rules of engagement, and this has been found to be critical in inspiring the employees and the students and also to positively change their behavior (Kuo, and Chuang, 2016, p. 19). For instance, the more the managers make the work more of a fan, the more interesting and adaptive it becomes to the employees. It can, therefore, create a corporate culture that enhances ideation and innovation.

In order to create a better understanding of the impact of gamification on the performance and personality development of the user, it is paramount to understand how gamification works. Apart from engaging the people through a change of behavior, a well-structured gamification can lead to an enhancement in the workersā€™ limbic system by enhancing a conducive atmosphere that make brain receptors to be active (Pedreira et al., 2015, p. 165). This brings about brain refreshment and an improved concentration that translate into better coordination and improve performance. Some organizations do consider gamification to be all about the fun that may create laxity in an organization. It is not actually the case because it depends on the priority and the strategy that the organization is aiming to achieve with the use of gamification.

In summary, gamification is crucial in motivating the employees or the students for that matter and also enhancing a change in behavior for improved performance. It is the only avenue upon which the employees can get motivated or compensated without initiating a fundamental nature of the task. Despite the importance, if it is used wrongly it may bring laxity and lack of performance. It, therefore, calls for the management to set clear rules to gamification so that it only gets committed to meeting the objectives of the organization. It must, therefore, be used correctly for the users to benefit out of it.

Thi Bao Chau Tran

Reference:

Kuo, M.S. and Chuang, T.Y., 2016. How gamification motivates visits and engagement for online academic disseminationā€“An empirical study.Ā Computers in Human Behavior,Ā 55, pp.16-27.

Landers, R.N., 2014. Developing a theory of gamified learning: Linking serious games and gamification of learning.Ā Simulation & Gaming,Ā 45(6), pp.752-768.

Pedreira, O., GarcĆ­a, F., Brisaboa, N. and Piattini, M., 2015. Gamification in software engineeringā€“A systematic mapping.Ā Information and Software Technology,Ā 57, pp.157-168.

Rapp, A., 2013. Beyond gamification: Enhancing user engagement through meaningful game elements. InĀ FDGĀ (pp. 485-487).

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