This document discusses applying game design principles to community engagement, learning, and productivity. It covers concepts like the "magic circle" of defined boundaries in games, and the state of "flow" where players are fully immersed in an activity. Game elements like challenges, feedback systems, and player roles/motivation are examined. The document provides an example of how these principles could be applied to build an online community for an upcoming conference, with player behaviors, a reward system using points/badges, and status levels to drive engagement.

1. Work and Play
Applying Game Design Principles
for Community Engagement, Learning, & Productivity.
Artwork: Champlain alumni Dan Peavey danpeavey@gmail.com
Ann DeMarle, Champlain College demarle@champlain.edu
Wednesday, February 11, 15

2. 1. The Magic Circle
2. Flow
http://en.wikipedia.org/wiki/Dopamine
Motivation, Attention, Working Memory & Learning
Dopamine:
Engagement & Learning in Games
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3. The Magic Circle
Johan Huizinga (1872–1945).
"Homo Ludens: A Study of the Play-
Element in Culture
Boundaries
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4. The Magic Circle
Empowerment
Defined playing field:
Inclusion, safety
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5. The Magic Circle
Johan Huizinga (1872–1945).
"Homo Ludens: A Study of the Play-
Element in Culture
Choice
Rules
Pathways
Feedback
Empowerment
Defined playing field:
Inclusion, safety
Wednesday, February 11, 15

6. Flow
Proposed by Mihály
Csíkszentmihályi
The mental state in which a
person in an activity is fully
immersed in a feeling of
energized focus, full
involvement, and success in
the process of the activity.
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7. • Exploratory & experiential
• Well ordered problems
• Cause and effect
• On demand & in-time learning
• Cycle of expertise/mastery
• No failure
• Try on differing roles
• Virtual presence
• Creative expression
• Borderless community
• Player has a story to tell
Characteristics of
Flow & Learning
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8. Magic Circle, Flow, & Learning
Choice
• Exploratory & experiential
• Try on differing roles
• Creative expression
• Borderless community
Rules
• Well ordered problems
• Cause and effect
Pathways
• Cycle of expertise/mastery
• No failure
• Player has a story to tell
Feedback
• On demand & in-time learning
• Cause & effect
• Virtual presence
Empowering
Expertise
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9. Characteristics & Perceptions of Work & Games
Source Work Games
Tasks repetitive repetitive, fun
Feedback year end constant
Goals contradictory, vague clear
Path to Mastery unclear clear
Rules unclear clear, transparent
Failure forbidden, hidden
expected, encouraged,
bragging rights
Promotion human driven data driven
Collaboration yes yes
Speed/Risk low high
Autonomy dependent on position high
Obstacles accidental planned
!
Source: Gamification WIki: http://gamification.org/Gamification of Work
Wednesday, February 11, 15

10. Source Work Games
Tasks repetitive repetitive, fun
Feedback year end constant
Goals contradictory, vague clear
Path to Mastery unclear clear
Rules unclear clear, transparent
Failure forbidden, hidden
expected, encouraged,
bragging rights
Promotion human driven data driven
Collaboration yes yes
Speed/Risk low high
Autonomy dependent on position high
Obstacles accidental planned
!
Empowering
Productivity
Characteristics & Perceptions of Work & Games
Wednesday, February 11, 15

11. Game System Design:
• Central conflict or challenge
• Goals: clear Win-lose state
• Player roles & motivation
—the means to overcome obstacles
• Multiple pathways to goals
—”toys” & “tools” for deeper exploration
• Levels of difficulty and achievement
• Player feedback: Reward system
• Rules maintain balanced system
—frustration versus boredom
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12. Challenges, Conflicts &
Win-Loss State:
• Defined obstacles the
player must face that
support the project goal.
• What does success look
like? What does failure look
like?
• Victory state determines
what is good according to
the system, story, &
ultimate goal.
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13. Physical Challenges
• Speed & reaction time (twitch games)
• Accuracy & precision (steering &
shooting)
• Timing & rhythm (dance games)
• Learning special moves (fighting games)
• Races
Logical challenges (puzzles)
• Should be based on an underlying goal
• Time
Exploration Challenges
• Locked doors & traps
• Mazes & illogical spaces
Conflicts or Challenges:
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14. Competition
• Chance
• Strategy, tactics, & logistics
• Survival & reduction of enemy forces
• Defending vulnerable items or units
• Stealth
Conceptual Challenges
• Understanding something new
• Deduction, observation, interpretation
• Detective games offer conceptual challenges
Economic Challenges
• Accumulating wealth or points
• Efficient Manufacturing
• Achieving balance or stability in a system
• Caring for living things in a system
Conflicts or Challenges:
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15. • Achievers: driven by in-game
goals, usually some form of
points gathering - whether
experience points, levels, or
money.
• Explorers: driven to find out as
much as they can about the
game.
• Socializers: converse and role-
play with fellow gamers.
• Killers: cause distress, thrive on
competition.
Player Roles & Motivation
— Richard Bartles Four
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16. Intrinsic &
Extrinsic
Rewards/Motivators
Engagement,
Mastery,
Meaning
as opposed to
Points,
Badges,
Leader-boards
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17. Points, badges, status but also advantage:
• Get ahead in a race, more likely to get power-ups or
special scores
• In Monopoly–get houses, more likely to get even more
money
• Churned up water in swimming races slows down
followers
Feedback: Positive Rewards
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18. • Achievement that makes subsequent achievements more
difficult:
• Gold is heavy, slows you down
• Upkeep costs
• You fetch the stick but the water is wet & cold.
• Increase the impact of chance—if chance is fair, it helps as much
as hurts!
• Define victory in non-numeric ways—chess isn’t won by taking
the most pieces.
• Increase the difficulty level as feedback kicks in.
Feedback: Negative Rewards
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19. Creating Successful Routes for Engagement:
Create the Magic Circle:
•Define the goal for the player that supports the
business objective.
•Assign roles (behaviors), utilize community.
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20. Creating Successful Routes for Engagement:
Create the opportunity for Flow:
• Define tasks/behaviors that are productive/creative
• Drive behavior through awarding points, badges, levels, leader boards
• Layer participation by offering leveled tasks: beginner, middle, master
• Balance difficulty: short term—long-term
• Align largest rewards with most difficult tasks—project goal
For sustained engagement: feed the system constantly add, test, &
refine.
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21. Example:
Goal—build an online community
before a conference.
Player Behaviors:
• Join group
• Share profile information
• Participate in discussions:
post comments, upload
photos
• Return to site, follow
• Share with friends
• Attend event
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22. Example: Reward System—build an online community
Mechanics: Point Rewards
• Join group
• Participate in discussions: post comments, upload photos
• Return to site, follow
• Share with friends
Mechanics: Badges
• Point milestones
• Share profile information
• Participate in discussions: post comments, upload photos
• Accomplishments like 100 friends join site
Status
• Participating daily
• Leading discussions: meet with keynote
• Register for event: coupons
Feed the system constantly add, test, and refine
Wednesday, February 11, 15

23. Work and Play
Applying Game Design Principles
for Community Engagement, Learning, & Productivity.
Artwork: Champlain alumni Dan Peavey danpeavey@gmail.com
Ann DeMarle, Champlain College demarle@champlain.edu
Wednesday, February 11, 15