integrating motivational aspects into the design of learning support in organizations
TRANSCRIPT
Integrating Motivational Aspects into the Design of Learning Support in Organizations
Christine KunzmannAndreas Schmidt
Volker BraunDavid Czech
Benjamin FletschingerSilke Kohler
Verena Lüber
FZI Research Center for Information Technologies
Pforzheim University of Applied Sciences, Germany
[email protected] | [email protected]
http://mature-ip.eu
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Outline
Introduction: why is the consideration of motivation important?
Ethnographically informed study
Model of motivational aspects
Methodology for motivational design
Conclusions & Outlook
MATURE - Continuous Social Learning in Knowledge Networks
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Introduction
Employee motivation at the workplace is a very important aspect
This particularly applies to learning, collaboration, and knowledge sharing
But little has been done to address it• In KM a lot of focus has been given to monetary incentives• with very mixed success, e.g. short-lived, side-effects,
can be off-putting for creative and genuine knowledge workers
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Why is motivation so difficult to address?
There are plenty of models for human motivation in different fields
They help to describe a given situation, but they are of little use for deciding what to do in a (socio-technical) learning support systems.• Frequently only focussed on the individual (psychology)• Or too narrow in their understanding of human needs
Problem: motivation is a generic phenomenon, but can only be addressed in a context-specific way.
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Our goals
Our (wider) context: support „knowledge maturing“• Collective learning in professional contexts• Mostly informal learning
How can we provide a helpful framework for designing a learning support system that takes care of motivational aspects?
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Our approach
Ethnographically informed study • Long-lasting ethnographic studies not possible• Rather „rapid ethnography“: Immersing into the working
environment with ideally a previously established relationship
Primary study at a training department in a hospital• Comparison with other studies in IT and other service
companies as part of the MATURE project=> We derived a motivational model from it
Student project team working together with two big companies for validating the model
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Ethnographically informed study (1)
Results of the study• Some positive indicators for motivators• But vast majority covered barriers
positive indicators:
• curiosity and personal interest• membership in a community• personal standards• status and power
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Ethnographically informed study (2)
on the negative side (barriers): • usability (of software systems)• regulations (by the organization)• workload and lack of resources• geographical barriers• lack of help• lack of money• personal attitude• competition• team culture
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Model for Motivational aspects
MATURE - Continuous Social Learning in Knowledge Networks
Individual
Work Context
Motivation to engage in
Know ledge MaturingActivity
InterpersonalContext
CapabilityInterests
Aff ective
Cooperative
Enablers
Organizational
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Intervention: Individual Context
Individual ContextInterests
allow for pursuit of individual interests and account for individual needs (e.g., curiosity)experiencing competenceexperiencing autonomypersonal sense of perfectionism
Capability
human resource development, e.g., training, job enrichment, mentoring etc.
Individual
Work Context
Motivation to engage in
Know ledge MaturingActivity
InterpersonalContext
CapabilityInterests
Aff ective
Cooperative
Enablers
Organizational
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Intervention: interpersonal
Interpersonal Context
Cooperative
improving the economies of cooperationcreate and exploit social dynamicsestablish team cultureovercome geographical distanceawarenesss
Affective team buildingpromoting communication and empathylimit competition
MATURE - Continuous Social Learning in Knowledge Networks
Individual
Work Context
Motivation to engage in
Know ledge MaturingActivity
InterpersonalContext
CapabilityInterests
Aff ective
Cooperative
Enablers
Organizational
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Intervention: Work context
MATURE - Continuous Social Learning in Knowledge Networks
Work ContextEnablers appropriateness of tool
supportensuring usabilityensuring smooth transitions between different systemsensuring reliability
Organizational
changing organizational structure (e.g., more permissive) changing regulationsappreciation, valuing of creativity, new ideasincentive systems
Individual
Work Context
Motivation to engage in
Know ledge MaturingActivity
InterpersonalContext
CapabilityInterests
Aff ective
Cooperative
Enablers
Organizational
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Methodology for incorporating motivation into the design of learning support
1.Immersion of technical developers in the workplace reality • as part of ethnographically informed studies • guided by the model as presented • for creating a rich understanding of the context
2.Derivation of personas• a precise description of a user’s characteristics• what he/she wants to accomplish with an explicit
consideration of the three aspects of the model
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Methodology (2)
3. Development of use case descriptions for those personas • direct interaction of developers and users (or their
representatives)• with an explicit section on interventions targeted to
motivational aspects or context conditions
4. Deriving functional and non-functional requirements from those descriptions
5. Formative evaluation of early prototypes • with end users• if possible: different motivational measures are compared
to each other in order select the most effective one.
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Summary & Outlook
Motivational design of informal learning support is an important step for ensuring sustainability and user acceptance of solutions.
Contributions:• Systematization of motivational aspects based on
ethnographically informed studies, further validated with two interviews in big enterprises
• Methodology for integrating motivational aspects into the requirements engineering process
Further research will investigate the effectiveness of concrete design measures in experiments that are targeted at improving certain motivational aspects
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Contact
MATURE IP http://mature-ip.eu
Christine KunzmannResearcher @ FZI and Kompetenzorientierte PersonalentwicklungAnkerstr. 47, 75203 Königsbach-Stein, GERMANY, http://[email protected]
Andreas SchmidtDepartment Manager / Scientific Coordinator MATUREFZI Research Center for Information Technologies, Haid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)[email protected], http://andreas.schmidt.name
Open for
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partners!
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Example persona
”Silke has high personal standards and aims at continuously learning to improve her work practice. To that end, she regularly reflects about how tasks were carried out and what could have been done better or worse. ... Her sense of perfection also applies to her everyday task management. She plans her tasks and appointment each day meticulously, and prepares each meeting with elaborate notes. … Clear structures within the applications are crucial as she lacks deep knowledge about computers.”
MATURE - Continuous Social Learning in Knowledge Networks