Motivation, affective aspects, and knowledge maturing

ECTEL 2010, September 28, 2010 – http://matel.mature-ip.eu
Motivation,Affective Aspects,and Knowledge Maturing
Andreas Schmidt
Christine KunzmannFZI Research Center for Information Technologies

Motivation iskeyforknowledgework
“Knowledge workers are those people who have taken responsibility for their work lives. They continually strive to understand the world around them and modify their work practices and behaviors to better meet their personal and organizational objectives. No one tells them what to do. They do not take No for an answer. They are self motivated.”
David Gurteen

Emotionsandaffectiveaspects, too.
Anxiety
Joy
Stress
Frustration

But so far, theperspectivehasbeen limited
e.g., incentivesystems

Andwhataboutemotions…
… theyshould not bepartof professionallife, … shouldthey?

Research hasbeenfragmented.
CSCW
Knowledge Management
HR Development
Psychology
HCI
Economics
Sensor engineering
Eachwith different ideasof man, researchmethodologies, …

But thereare promising approaches …

Management & HR: Dan Pink - Drive
Motivation 1.0
largely based on our biological drive
We eat to sate our hunger, we drink to slake our thirst.
Motivation 2.0
rewards & punishments, carrots & sticks
Motivation 2.1
flexible schedules, a little bit more autonomy, socially responsible businesses
Motivation 3.0
Autonomy - desiretobeself-directed
Mastery – desiretogetbetter
Purpose – a reasonforexisting

Enterprise 2.0
Collaborationbehaviorandeffectsofsocialdynamics
Identifying different personalitytypes
Web 2.0 andbasicneeds, e.g., Deci & Ryan:
experiencingautonomy
experiencingcompetence
experiencingsocialrelatedness

Leveraging bio-sensors
Capture activity-leveland stress level
Reflect on emotional reactions
Learnaboutdecisionbehavior
physio-economics

..and a lotmore
Wewantto bring themtogether!

Motivation in knowledgematuringprocesses
Research on Motivation in the MATURE IP
http://mature-ip.eu

Knowledgematuring …

Motivation iskey
MATURE wantstoleveragebottom-upactivitiesandguidethemtowards a sharedgoals
knowledgematuringisgoal-orientedlearning on a collectivelevel
Barriershinderingknowledgematuring
Lack ofcreativity
Nosharingofinformation & knowledge
Lack ofdisseminationtowardsthe wider organisation
Lack ofwillingnesstoadoptchangestotheworkenvironment

Why is motivation so difficult to address?
Thereareplentyofmodelsfor human motivation in different fields
Theyhelptodescribe a givensituation, but theyareoflittleusefordecidingwhatto do in a (socio-technical) learningsupportsystems.
Frequentlyonlyfocussed on the individual (psychology)
Ortoonarrow in theirunderstandingof human needs
Problem: motivationis a genericphenomenon, but canonlybeaddressed in a context-specificway.

Learnaboutthecontext
empiricalstudies
analysisframework
Developcontext-specificsolutions
participatorydevelopmentapproach

Empiricalstudies
Ethnographicallyinformedstudies in thefirstyear
fivecompanies, mostlywithestablishedrelationships
twoweeksofimmersionintodailypractice
focused on pre-definedaspects
Large-scale interview-basedstudywith (mostly) European companies (136) in thesecondyear
Combined quantitative andqualititativeapproach
Narratives turned out tobeparticularlyuseful: story-tellingapproach

Analysis framework

Interview study: Motivational barriers

Interview study: additional barriers
35 codes/categories of barriers out of 473 additional comments
organisational culture (20%)
Lack of individual autonomy
Lack of formalization and guidance (opposite of ind. autonomy)
Lack of collaboration
Personal interdependencies (e.g. lack of skills of employees)
Lack of resources (16%)
Personal interdependency (11%)
Organisational structure (5%)

Howcanwemake
technologymoreawareofmotivationalaspects?

Development methodology

Methodology for incorporating motivation into the design of learning support
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
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
MATURE - Continuous Social Learning in Knowledge Networks

Examplepersona (extract)
”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.”

Methodology (2)
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.
MATURE - Continuous Social Learning in Knowledge Networks

Concretemeasures
Design forimmediate individual (orsmallgroup) benefits
Do not design fortheaverageuser, takeintoaccount different personalitiesandtheirmotivation
Incorporatedifferentiatedfeedback
„thankyou“ messages, recommendnextsteps
socialranking

Conclusions

Conclusions – whatwe‘velearnt so far
Addressingmotivationalaspectsischallenging
multiple factors, individual differences
challengesofinterdisciplinarywork
Understanding real-worldcontextesandtargetpersonsismostimportant
Eitherthroughimmersion in workplacereality
Orcaptured in narratives
Individual motivationdeeplyinterlinkedwithteamandorganizationalculture

Andreas SchmidtDepartment Manager / Scientific Coordinator MATUREFZI Research Center for Information Technologies, Haid-und-Neu-Str. 10-14 Karlsruhe, GERMANY (http://fzi.de/ipe)andreas.schmidt@fzi.de, http://andreas.schmidt.name
Christine KunzmannFZI & Kompetenzorientierte PersonalentwicklungAnkerstr. 47, 75203 Königsbach-Stein, GERMANY, http://kompetenzen-gestalten.decontact@christine-kunzmann.de
Outlook & Contact
Open forassociate
partners!
MATURE IP – http://mature-ip.eu
Identifyingandovercomingbarrierstoknowledgematuring in organizations
http://mature-ip.eu/files/2009-11_Motivation.pdfhttp://mature-ip.eu/results/representative-study

Acknowledgements:
Picture: poisson rouge sautant d'un aquarium © Simon Coste #543847 – fotolia.com
Othersfromhttp://sxc.hu
http://www.sxc.hu/photo/319939_6613

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Motivation, affective aspects, and knowledge maturing

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