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Motivation, affective aspects, and knowledge maturing

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Keynote at the MATEL 2010 workshop, co-located with ECTEL 2010, Barcelona, Spain

Keynote at the MATEL 2010 workshop, co-located with ECTEL 2010, Barcelona, Spain

http://matel.mature-ip.eu

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    Motivation, affective aspects, and knowledge maturing Motivation, affective aspects, and knowledge maturing Presentation Transcript

    • 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
      http://www.sxc.hu/photo/143622_4281
      http://www.sxc.hu/photo/1156284_39977081
      http://www.sxc.hu/photo/1169790_27775290
      http://www.sxc.hu/photo/1275937_97948668
      http://www.sxc.hu/photo/462280_61402643
      http://www.sxc.hu/photo/61022_7814