Getting Started with Gamification - Learn Tech...Cop T 2017 7 About the Author Top Gamification...

Introduction ..............................................................................................................6

About the Author........................................................................................................7

Getting Started with Gamification

What is Gamification? Definition & 7 Key Elements of Game Dynamics.................9

Types of Gamification: Gamification vs. Serious Games –

How to Choose the Right Strategy?..........................................................................13

Benefits of Gamification - Why are Training Leaders Choosing

Gamification over E-learning?...................................................................................17

How Do Gamification Elements Motivate Learners? ...............................................20

How Drivers of Motivation Link to Gamification - A Psychological Perspective.....24

Design & Deliver Your Gamification Initiative for Success

When to Use Gamification? - Checklist of Scenarios That are Best Fit...................28

How to Design a Successful Gamification Experience?

Top 4 Gamification Techniques................................................................................30

5-Step Method - Deliver a Successful Gamification Training Campaign.................33

Case Study- How Gamification Can Impact Business? ...........................................37

Free Logos and Badges ............................................................................................38

Learn Tech Gamification System .............................................................................39

Traditional New Hire Training Vs Gamified Onboaring.............................................40

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How to Apply Gamification to Classroom Training?................................................42

Best TEDx Videos on Application of Gamification in Organization ........................49

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Gamification Advantage

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Copyright Information

Learn Tech owns full and exclusive right to this material through all copyright laws. No redesign, editing, or reproduction of this material is permitted without written permission of the company.

Contact: [email protected]

Appreciation for the Book !“Hi Aman. I just read you guide and found it very helpful in understanding

how to add gamification to learning. I am going to apply it to one our our upcoming initatives. Thanks for sharing. I recommend this to all professionals involved with

learning and talent programs.”Kay Wakeham | Global VP of Talent & Employee Engagement

“Thanks for sharing this book Aman, I had heard different versions of Gamification and even read about it in parts. This book is a comprehensive guide for all learning leaders like me to understand gamification from scratch and also how to use it in

training function. Good job and all the best for your future”

“The book gives a comprehensive amount information for the knowledge managers to think of implementing Gamification for some of the high impacting programs. I quite liked the whole gamut of Gamification process knowledge detailed in the book”

“Hi Aman, it is really worth reading it... As an organization, we use gamification for our on going project. This e book really helped me a lot for restructuring the sop for my project.. Thanks again for sharing it.. Worth reading... Wish you all success for

your upcoming publications. Regards, Shiju Gopal”

“I just read a book on Successful Gamification Implementations in Organization.Very Very effective!!

Pawan Kumar | Head of Training, Executive Coach, HR Leader

Vijaya Rangaswamy| Manager - Leadership & Capability Specialist

Shiju Gopal |Talent Acquisition Specialist- Dominos Piza

Subhodip Basu Roy | Niche Global Experts Deployment

“Your ebook would be very informative for individuals who are novice in the gamification field. I recognized many of the frameworks you reformulated into your tables and concepts. I was exceptionally impressed that you included a

references section”Michael Sutton| Game-Based Learning Innovator & Architect

“Very easy to read and understand - good resource for training leaders.”

Ashwinder Singh | Head Training at Mextrix Leap

“Recently I went through this guide and it has come out well. It provides comprehensive information on gamification and it’s implementation. I do implement

gamification techniques in my eLearning courses to my clients. Thank you for sharing the guide.”

“I just downloaded the e-Book and I must say that its AWESOME....So far I have been listening a lot about the new buzz - “Gamification” but now I can read and understand what exactly this is and where all I can implement this in the payment organization.”

“A good beginners guide to gamification of content.”

Anand Morab | Senior Consultant at The Taylor Reach Group

Rakesh Bhamri | Sr. Service Delivery Leader (AVP) at American Express India Pvt Ltd.

Preetham Shetty | MD, Co-Founder,Ekin Knowledge

6 Copyright © Learn Tech 2017

Introduction

There’s a new learning trend around the block-GAMIFICATION- a tool that is widely being preferred by a lot of Learning and Development professionals for corporate organization training. As a training leader, there are a lot of nuances regarding the know-how of Gamification which are important for making key decisions for your training strategy.

Taking from an old adage, ‘All that glitters is not gold.’, gamification is a new concept that can do wonders with a suitable strategy, but every gamification implementation is not a success and it’s important to know why, and get some important nuances right that make the difference.

This book aims to present you with information distilled from experience of implementing gamification solutions in organizations covering all that meets the eyes and all that doesn’t. For the purpose of structure, this book is divided into two sections.

The first section will get you onboard with gamification providing all the requisite knowledge about gamification as a new concept that you need to leverage it successfully.

The second section aims to help you design and deliver a successful gamification initiative in your organization with all ready-to-use tools and techniques.

7Copyright © Learn Tech 2017

About the Author

Top Gamification Stories.

Aman Deep Dubey is a learning strategist with over 15 years of experience in corporate learning, having worked in organizations as an in-house Learning Resource and also as a

Consultant. His company, Learn Tech, has been recognized as the “Top 25 L&D Consultants in India” by the Consultant Review Magazine.

Aman’s work focuses on creating business impact with breakthrough learning design. As a Learning Practitioner, he works in the sweet-spot where Design, Technology & Results converge. Aman feels his case studies are a true testament to the power of Learning

Strategy and Design and what it is capable of delivering.

Aman has enabled many organizations with Gamification solutions and has worked closely with Training Leaders to solve bigger challenges of choosing the right strategy as per

organization, dealing with change and making sure the initiative delivers more than buzz-business impact.

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A 2-minute game saves company 800+ service man-hours.

Gamification reduces New Hire Training time from 10 day to Zero.

Using digital learning to teach difficult skills like Programming.

Spread out sales force capability enhancement using digital learning and simulation.

http://learntech.in/case-study-business-impact-with-gamingnew/

http://learntech.in/case-study-business-process-redesign-digital-learning/

http://learntech.in/case-study-teaching-programming-with-digital-learning-learn-tech/

http://learntech.in/case-study-sales-capability-enhancement-digital-learning/


01Section Getting Started With

Gamification

http://learntech.in/what-is-gamification/

http://learntech.in/types-of-gamification-games-vs-gamification/

http://learntech.in/what-is-gamification/

http://learntech.in/how-gamification-elements-drive-employee-motivation/

http://learntech.in/gamification-elements-motivation-psychological-perspective/


amification is turning out to be a preferred tool for Learning & Development professionals for corporate organization training. The first step towards understanding Gamification is to take a look at its definition.G

There are three main aspects to this definition that we are going to take a closer look at- Gaming Elements, Non-Game Conditions, and Positive Learning Behavior.

“Gamification is the process of using gaming elements in non-game conditions with a purpose of reinforcing

positive learning behavior.”

What is Gamification? Definition & 7 Key Elements of Game Dynamics


What are “Gaming Elements”?

When we talk about gaming elements, we refer to characteristics that give a feel of an actual game without making it seem like a proper gamified experience.

1. Milestones

Game structure requires milestones that players will need to complete or pass through.

2. Rules of Play

Every gamification experience will have certain rules that learners need to follow. This may even include choosing a character or an avatar as a persona to play the game.

3. Guide to winning the game

If there are rules to follow, there needs to be a helping guide for learners as well. Why do we need one? So, that the learning does not take a back-seat.

4. Points/Scores/Badges

Refers to any accumulation on part of the learner as a result of progressing in a game.

5. Levels

Refers to different stages one can reach during the game.

A. Game-like structure that includes

B. Game Dynamics


6. Obstacles/Challenges

Some tasks or events that lead to a change in scores or progress.

7. With Others (Leaderboards) / Self (Time Limit/Event)

Competition with others can be measured by comparing scores with others or with self. When competing with others, a useful game dynamic often used in gamification module is LEADERBOARDS (refers to a compilation of all player scores). When one is competing with self it can either be by defining a time limit (how much progress has one made before the time ran out?) or through an event (how much time was taken for an event achievement?)

C. Competition


Any experience that does not contain above mentioned game-like structure.

These game-like structures are characteristics that give an aura of a game but do not follow the design of an actual game. There is a clear difference between gamification and serious game. We shall take a look at these differences soon later in the book.

Now that you have a fair idea about the elements of gamification, let’s take a look at an important distinction between the different ways in which you can gamify your content. What are the different strategies available for you? How do they differ? How do they compare in terms of cost and time and which one is right for you?

What are “Non-Game Conditions”?

What is a “Positive Learning

As a training leader, you would have specified your objectives every time while designing a training experience for your audience. These objectives define a particular behavior that a learner should be able to demonstrate after undergoing training. Similarly, a gamification experience also has a specified gamification objective that should be demonstrated by a learner’s behavior at the end of their gamification experience. Hence, a positive learning behavior refers to any behavior that helps meets the learning objective of the experience. For example, a person who demonstrates good driving skills after taking a driving lesson from an instructor. During gamification, it becomes the subject of point/badge accumulation.

Next: Types of Gamification: Gamification vs. Serious Games – How to Choose the Right Strategy

Gamification is a simple technique to turn any experience into a game-like experience. This makes learning not only fun, but

helps learners grasp complex knowledge and skill easily.


s a Training Leader, you have the option to treat the content in multiple ways for your employee learning initiative especially when you are considering gamification.

Types of Gamification: Gamification vs. Serious Games – How to Choose the Right Strategy?

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You can gamify your content or turn your content into a game.

Gaming and Gamification are two terms that are commonly used in the learning industry, often interchangeably. But, they are very different! In this section, we will try to understand the difference between the two terms - Gamification and Serious Games as a learning strategy at a deeper level so that as an L&D professional you are able to choose the right game strategy for your content.

Sounds similar, right?

Both terms indicate a game-like experience with all game-like mechanics, game-like structure, points, scores, competition etc.

The difference is in the treatment of content.

Let’s take a deeper look at each of them.


In the context of organization training, this form of gamification gives a game-like structure to the content. The content itself does not become the game, but the way it’s presented is game-like. The native content structure does not change.

It mostly consists of template-based approach. It can plug and play with the native content. Structural Gamification is easy-on-the-pocket and is time and cost effective.

Here are some examples of Structural Gamification.

Gamified New Hire Training- Captures the learner’s imagination and enthusiasm for

driving results

Awesome Gamified Templates- Drive Learner Assessment On Steroids

Structural Gamification- Gamify Your Content

http://learntech.in/gamification-solution-by-learn-tech

http://learntech.in/gaming-assessment-templates/


Content Gamification- Turn Content into a Game

Here are some examples of Content Gamification.

2-Minute Game saves company 800+ Man-hours: Powerful application of Game

Science for Business Results.

Emotional Intelligence for Leaders- Develop the sense to read the face for its

emotions

Content Gamification is often understood as a ‘Serious Game’ template where the content is turned into a game. Content Gamification is a one-time structure created for a specific content. Once developed, it can be only used for that specific learning objective. This type of gamification experience is extensive and takes longer to develop with an intense association with SMEs.

In a Serious Game, the content delivery is contextual to the application of content. For example, the board game of business which we all played as kids had the players learn the basics of real estate

http://learntech.in/game-of-product-assembly/

http://learntech.in/emotion-intelligence/


APPROACH GAMIFICATION (STRUCTURAL

GAMIFICATION)

SERIOUS GAMES (CONTENT

GAMIFICATION)

Content Rework Only instruction design required for making content more learning friendly

Major content rework and organization has to be done

Reusability Gamification Template can be used for any kind of training

Once developed it can only be used to for that specific learning objective

Cost of Development

Easy-on-in-the-pocket SME time intensive; Costs much more

Time for Development

Relatively easy to develop and quicker to deploy, minimum UAT (User Accepting Testing) required

Takes longer to develop, prototype UAT (User Accepting Testing) takes longer time

Best Used For Driving engagement for Mandatory /Compliance/New Hire

New Skill Acquisition

Choosing the correct form of gamification depends upon organization’s cost, time, and the kind of content it wants to present to its learner.

Here is a comparison on how both strategies fare on key considerations.

You are now armed with the knowledge of how you can play with your content. But, if you are still thinking that when you have traditional e-learning already why you need gamification, then here is the answer.

Next: Benefits of Gamification over E-learning- Why are Training Leaders Choosing


Everyone loves a story especially the ones that capture their imagination and that has a hero they can relate with. Gamification template needs to have an engaging storyline that learners can visualize themselves being a part of it. It can range from a mountain expedition to a millionaire quiz game. You will always get a feedback on what your learners like the best. The impact of gamification is felt most in a hallway when employees talk about it.

Benefits of Gamification - Why are Training Leaders Choosing Gamification over E-learning?

amification is quickly overtaking the plain vanilla e-learning. L&D professionals are choosing the art of gamification to present their content in the most engaging manner. So, why are Training Leaders choosing Gamification?

Here are the Top 10 ways gamification benefits you and the organization.

2. Gamification Elements Drives Engagement with Employees of Every Generation

1. Gamification Story That Delivers a Buzz

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It is fun and it holds learners’ attention due to its game-like structure. Most of the Gen Y employees have been around games for a good part of their childhood- gamification is more ideal for them. It allows them to be connected with the content. Engagement in the form of various game mechanics (points, badges, levels, etc.) makes the entire learning experience enriching. Also, it allows autonomy on the part of a learner to move forward and chart his own path.

Customer Service, Sales Training, Technical Training, New Hire Training, Leadership Training, etc. Gamification can be applied successfully to all kinds of training needs.

3. Gamification Can Be Applied to All Kinds of Organization Training

One gamification theme can be tweaked to any number of variations that can enable you to tell different stories and deliver training consistent with the overarching theme – creating a reinforcement of your brand of training internally.

4. Gamification Builds the Consistency of the Brand of Your Training


With gamified courses, you offer instant feedback to your learners on their understanding of the course content. For example, imagine a learner facing a challenging question in a gamified course. In order to advance to the next level, he must answer it without fail because it teaches him a specific skill that will be useful in the upcoming levels. In such cases, feedback is given on why the answer is correct, or why it isn’t. What’s more, you allow them to promptly improve on those topics or concepts that they have trouble in understanding without having to go over a topic again and again.

Gamified modules can adapt to each player’s individual skill level. Gaming mechanics like different levels and achievments can be created depending upon players’ skill levels and business gamification can follow suit. The most common form of leveling is Novice — Experienced — Expert — Master. If one of your employees is particularly ill-trained on a chosen topic, they may start at the lowest level (Novice) and work their way up (Master). If they are well-versed on the subject, however, they may begin at a more intermediate level. Such a strategy provides a customized learning experience responding to individual learning needs. All of this can be configured in Gamification template with ease.

When employees can practice skills and behavior in a gamification module and make mistakes, their learning curve won’t impact the overall business. Gamification lets learners make mistakes and explore the best way to succeed without the pressure of doing so in front of customers or on the practice floor. Gamifying training helps your employees build the skills they need to achieve business results. When people experience the virtual “first-hand” scenarios offered through gaming, they are better able to relate to that subject matter.

8. Gamification Provides a Virtual Environment for Learning Skills

6. Gamification Provides Instant Feedback to Learners

7. Gamification Mechanics Can Deliver Customized Learning Experience

Achievement of points, badges, etc. by a learner as a testament to his progress provides encouragement and motivation to do better and even leaderboards motivate employees to perform better when they know their name and reputation will be ranked with others for all to see. This in itself is the strongest motivator for high performance.

5. Gamification Elements Drive Employee Motivation


All learning facilitators know that during a classroom training the most impactful learning time for a participant is during the role-play session. While it may be difficult to oversee role-play for every participant and provide feedback, simulations make it easy and automated for every learner in a fraction of a time.

Requires players to make frequent, important decisions. Humans learn best through trial and error. Even mistakes made are beneficial when the players learn from them and correct their form. In the business world, it is best to have your employees make their mistakes in this manner so they do not make them in reality.

We just saw how gamification benefits you and the organization. Previously, we had touched upon the 7 key elements of game dynamics. You may be wondering how do they benefit a learner? Do they motivate or engage a learner to perform a desired positive learning behavior?

Next: How Do Gamification Elements Motivate Learners?

9. Gamification Provides Scalable Simulations

10. Simulation Improves Decision-Making Skills


There are various forms of game elements used in gamification. It is called so as it adds a game-like feel to the entire module that enriches a learner’s experience. There are times when training can become boring, sluggish and plain uninteresting. Gamification can help you plug that gap.

amification has triggered a mass following among L&D professionals and Training Leaders. Organizations are finally visualizing and reaping the benefits by applying gamification in their training programs.

Some skeptics might feel that gamification is just the next shiny thing out there without any grounding in science or research. However, that’s not the case. Gamification works because it’s rooted in accepted psychological theories, but first, we will qualify the 7 gamification elements and see how it ties up to the accepted theories of motivation and engagement.

Here are the TOP 7 Gamification elements that are widely used in the Gamification world.

How Do Gamification Elements Motivate Learners?

G

Every game structure requires milestones that have a start and an endpoint that requires players to complete or pass through. Milestones can appear at every level of a gamification experience.

1. Milestones

Milestones let learners show their competency levels apart from fulfilling their need for achievement, success, or power.

In the business world, milestones can be best understood as the quarterly assessment each employee needs to pass for achieving his/her ultimate reward – promotion.


A game-like structure includes rules of the game and occasionally is accompanied by a guide to winning. This guide helps a learner when they might get stuck at crucial points during their gamification expedition.

Characters or avatars fall into “rules of play”. These refer to a visual representation that a player can choose that in many ways represent themselves within the gamification world.

If you have played any game when you were young, you will know that for every correct move that you play, you get awarded some scores. Points are accumulated by performing correct actions in a gamification environment. Points motivate individuals to perform a particular behavior either positive or negative which has consequences.

The actions may be positive or negative. Points are rewarded for positive action and deducted when a negative action is performed. One way or another they motivate players to think before they act upon a reaction.

They are usually the first and foremost forms of motivating individuals to perform well on a particular task. Achieving these points may be crucial for other tasks associated with the program.

2. Rules & Guide to a Game - Characters or Avatars

3. Points or Scores

Choosing a character that plays you in the gamification world gives a learner a sense of autonomy.

Points are provided to execute an action.

Points act as an immediate positive reinforcement.

4. Badges

You achieve a good result and you are awarded with a good-looking badge, or better yet, a handsome amount of virtual money! Badges fulfill many layers of motivation within an individual.


Badges fulfill the need for power, success, and status symbol, need for competency in a learner and acts as a goal set-

ter for them.

Seeing your name displayed at the top of the leaderboard will surely send a wave of excitement within an individual. If a player’s name is already displayed on the top it will reaffirm the belief in one’s competence. You have proven you are the best among others!

We have all seen a scholar roll, even wished to be a part of it. It usually displays the names of honor students. Similarly, a leaderboard displays all the names of the players so that each one can see where they stand when compared to others. It usually displays the name according to the top score.

5. Levels

When a difficulty element is added in a game, the excitement to conquer it doubles. Levels refer to different checkpoints that a player needs to overcome on his/her gamification journey.

Badges give a sense of accomplishment to players and show them that they have succeeded in performing a positive task. When they are specific badges to be won for different tasks, they fulfill the need for power in individuals. They also act as a symbol of status for individuals. Getting awarded a badge shows that you have proven your competency for a particular skill. There can be nothing more motivating than proving someone wrong, even yourself!

When an individual knows that overcoming a particular hurdle and reaching to the desired goal will help them gain that much-awaited badge, it motivates their actions. Some badges can be achieved only after reaching a particular check post. The need to reach there faster increases, thus engaging a player further.

Levels act as a goal setter and provide a feeling of achievement.

Leaderboards fosters competitiveness and fulfills a learner’s need for competency, achievement, and power.

It is advisable when designing a gamification module, that each level becomes progressively difficult and tests different areas of competence in a learner. Informing individuals about the benefit of crossing a specific level where they get awarded for their actions acts as a big goal setter. And overcoming these difficult levels fulfills the need for achievement in learners. Thus, boosting motivation levels of learners.

6. Leaderboards


Leaderboards also show the top teams leading the charts. When it comes to departments being competed against each other, it becomes fun and motivating. You don’t want your team losing because of your low scores. Sharing experiences and goals foster a feeling of community and collaboration and players get motivated.

Next: How Drivers of Motivation Link to Gamification - A Psychological Perspective

Where leaderboards are used to display scores of all individuals, performance graphs are used to show an individual’s journey by comparing the latest performance to an old one especially for obstacles or challenges. This way an individual knows where he stands when it comes to his personal ability.

These were the commonly used game elements in a gamification module and how each fulfills a basic need in a person. But, one must remember that game elements are always used in a combination to enhance the gamification experience. Single game elements do motivate an individual, but the degree of motivation might be less. Using it together increases the degree of motivation.

7. Obstacles or Challenges - Performance Graphs

Obstacles or Challenges focuses on need for improvement. They provide immediate feedback to learners. It executes an action

from learners.


amification is the newly accepted norm in the Learning and Development field. Though many question the authenticity that gamification claims to offer, gamification elements do drive employee motivation and employee engagement.

We qualified the Top 7 gamification elements commonly used and mapped how they motivate learners. Each element had a different way of motivating and engaging learners. But, from a psychological perspective, each gamification elements falls under a different school of psychology.

Taken from the BEHAVIORAL PERSPECTIVE which states that learners will likely be motivated through gamification or game elements that provide immediate feedback either through positive or negative reinforcement.

These types of reinforcement are introduced into a learner’s environment to extract a desirable action from learners. (Sailer, Hense, Mandl, & Klevers, 2013)

Taken from the TRAIT PERSPECTIVE which states that there are few motives and needs that evoke motivation categorized as individual characteristics which are stable over a period of time and influence behavior.

Individuals who have a strong power and achievement motive need gamification modules thathelps them achieve this motivation feeling. (Sailer, Hense, Mandl, & Klevers, 2013)

How Drivers of Motivation Link to Gamification - A Psychological Perspective

1. Positive Reinforcement and Action-Feedback

2. Need for Power/ Success/ Achievement

G

Positive reinforcement can be in the form of accumulating points or badges, whereas negative reinforcement can be in the form of

deducting points and losing hard earned badges.

Game elements that contribute to power and achievement motive are highly appreciated. This is because they emphasize the feeling of status

and control.


The need for power and achievement fuels the competitive spirit in individuals and increases their motivation.

By being rewarded, individuals feel competent and effective enough to deal with their environment. This increases their motivation.

Providing individuals with the feeling of autonomy increases their intrinsic motivation.

A part of TRAIT PERSPECTIVE and directly linked with need for power and achievement, individuals are highly motivated when they compete against each other. Competition is not just restricted between individuals, but also among each other.

Gamification modules that have such a layout are usually highly appreciated. (Sailer, Hense, Mandl, & Klevers, 2013)

Taken from SELF-DETERMINATION PERSPECTIVE which states that individuals are concerned with behaving in a particular manner which supports their intrinsic motivation. Individuals have this inherent need to prove their worth to themselves. This form of motivation leads to individuals fulfilling their need for competence. (Tran, 2014)

A part of SELF-DETERMINATION PERSPECTIVE which focuses on an individual’s intrinsic motivation that guides their behavior. Autonomy provides a sense of control to an individual to decide whatever concerns them. It is often related to control, power, and freedom. (The Need for Autonomy)

3. Need for Competition

4. Competency Building

5. Need for Autonomy


Taken again from COGNITIVE PERSPECTIVE which states that individuals are highly motivated when they understand the consequences of their action in a given situation and can improve upon it. This, also linked with competency building as individuals, can tap upon their mistakes and build their competency side-by-side. (Sailer, Hense, Mandl, & Klevers, 2013)

7. Need for Improvement

Goals that are specific and challenging in nature are more likely to motivate an individual than goals that are too easy or not

specified.

Taken from COGNITIVE PERSPECTIVE- GOAL SETTING THEORY which specifically states that individuals are motivated when they assign themselves a particular goal that influences their overall performance. (Sincero, 2012)

6. Goal Setting


02Section

Design & Deliver Your Gamification Initiative for Success

Gamification System

http://learntech.in/case-study-business-process-redesign-digital-learning/

http://learntech.in/when-to-use-gamification/

http://learntech.in/how-to-design-your-gamification-experience/

http://learntech.in/implementing-successful-gamification-campaign/


http://learntech.in/free-logos-badges-for-gamification-initiative/



When to Use Gamification? - Checklist ofScenarios That are Best Fit

n the first section, you have been armed with all the knowledge about gamification. You know what comprises of gamification, its different types, the various game elements, etc.

So, coming back to our query- When should gamification be implemented in an organization?

Ask yourselves these 4 question when in doubt and if the answer is ‘Yes’ for each of them, then you definitely need to turn to GAMIFICATION!

Gamification seems like a perfect solution to all your training woes because as leaders it can become difficult to come up with new ways to make your learners interested in the content and stay motivated with their training.

We all fall prey to getting attracted to the newest/ shiniest/ most popular things, but they may not be a solution if the need for it is not justified. Just like any other technique, doing gamification for the heck of it will result in another “pomp-n-show” devoid of any real meaning and questionable sincerity.

With all due respect, every content has its place. Sometimes the learners either don’t have enough context or motivation to learn the content or simply don’t associate any premium value for completing it and that makes it boring, especially for mandatory training or policy training. Gamification in such cases provides bells and whistles to create engagement and sustenance strategy.

If you are dealing with challenges of complacency and have lost interest with your learner base than gamification can spearhead the wake-up call. A powerfully designed reward system will do its magic without the need for uncomfortable and boring discourses on bringing change with talks. This is often the single most prevalent problem among most mid-sized/big-sized companies- talking about the change rather than bringing about the change. One needs a powerful intervention and gamification is a strong contender.

Question 1. Is the Content Boring for Learners?

Question 2. Do I Want to Bring About a Cultural Change?

I

Gamification can supercharge the learning experience even if the content is boring!


Intrinsic motivation through the accumulation of badges, points, etc. as a testament to effort and encouragement to do better. Extrinsic motivation through competitions among learners and making leaderboard public - learners are bound to put in their best when they know their name will be ranked.

Here were four situations where gamification comes to the rescue. The next obvious question on your mind would be on how to design the gamification experience, right? Let’s take a look on how you can design a successful gamification experience for your learners.

If your customers don’t value your products and your initiative anymore and feel that it’s ‘just another necessary evil’ and you want to change that - you need a bang that re-establishes your brand - Gamification is guaranteed to deliver that.When your customers see the new look and feel and the game-like experience they will see the difference. They will start to take notice of it, talk about it and that is the starting of your brand building process. A thoroughly thought-out strategy that delivers consistent messages and stories builds trust and value for the customers over the long run.

Question 4. Do I Want to Improve the Learning Performance?

Question 3. Do I Want to Rebrand / Relaunch / Change the Image of my Internal Brand of Training?

Gamification drives learning performance motivation intrinsically and extrinsically .

Gamification has the power to spearhead your culture-building initiative!

Next: How to Design a Successful Gamification Experience? Top 4 Gamification Techniques


How to Design a Successful Gamification Experience? Top 4 Gamification Techniques

s L&D professionals you have the power to mobilize an entire organization towards mastery! Designing your successful gamification experience is a tricky affair. Exact replication of best of the strategies and tools may not be able to replicate success, induce employee engagement or increase motivation. Choosing the right gamification ideas needs your careful attention.

A

Gamification is template-based that works on a storyline. The storyline can be a mountain expedition, finding your way back from a lost island, millionaire quiz game (Remember… Kaun Banega Crorepati?), or solving a mystery- it can be anything!

It’s important to dipstick on the look and feel of the gamification story with others in the organization. Working with themes that your learner base finds either too ‘simple’, ‘childish’, ‘too complex’ or ‘not relevant’ can send all your efforts down the drain. A good idea is to test the first reaction of learners when they see the theme of your gamification story.

Also, keep in mind that there is little merit in doing multiple storylines for different initiatives, unless you feel the need to do so. Many gamification templates like mountain expedition can be extended to incorporate more content and training. For example, you can climb to Everest in one campaign and climb to K2 in another. This helps in keeping the expedition theme alive, but the treatment may differ. Some adventure themes like mountain expedition, army operation may appeal to larger audience. Depending on your audience’s ‘love for complexity’ you can go either go with adding more complexity to tried and tested themes or build a new theme The idea is not to play safe, but to find the sweet spot that will excite your audience.

Technique 1. Choosing the Right Gamification Template Echoing a Good Gamification Story

Here are the Top 4 often overlooked gamification techniques that can make or break your gamification experience.

Gamification storylines must resonate with the audience. Excite the senses of the learner base.


They are various types of gamification elements that can be used to enhance a gamification experience such as levels, points, badges, bonus, and milestones, etc. - which does not mean that all have to be used. A simple snake and ladder game is as engaging with a specificaudience; don’t get swayed with the want to use everything.

Though the whole reason of gamification is to make it fun and to drive employee engagement and motivation, it’s important to not lose the seriousness of learning behind. The content itself is important too. Lately, there has been a focus just on the look and feel of the gamification template rather than how the content has been presented.

Learners will see through meaningfulness of scores and badges depending on how easy or difficult it was for them to get it.

As training leaders and L&D professionals, you choose to spend enough time to ensure good instruction design has been applied to content. Good gamification template with good content will deliver the results you need.

Too many moving parts burdens simpletons and they give up their engagement beforehand. It’s better to err on the side of simple than complex unless you want to make it so.

Technique 2. Right Mix of Gamification Elements

Technique 3. Pay Attention to Your Content

Technique 4. Meaningfulness of Gamification Elements

Overkill of too much happening can be a big spoiler - find the right mix of complexity that will not overwhelm your audience.

Think of Gamification template like a package. Only winners are ‘good product’ with a ‘good packaging’!


Make certain badges are meaningful and difficult to get. For example- “Badge of Participation” can be for everyone, but “Badge of Merit” should be for top 25%.

You just learnt the four techniques of designing a successful gamification experience. But, as a training leader the real test of your skills lies in how you implement your gamification experience. How do you start? Here is your guide.

Keep the spirit of challenge true, use right mix of simple and complex assessments.

Next: 5-Step Method- Deliver a Successful Gamification Training Campaign


5-Step Method - Deliver a Successful Gamification Training Campaign

rganization is a dynamic environment with multiple variables at play. It’s important as training leaders and as L&D professionals to follow a foolproof strategy to design and execute gamification training in a way that captures maximum mileage for your brand.

In this section, we will cover in brief some important steps known as the “5-Step Method” that you need to take to set up your gamification training for success. These are:

O

1. How does success of gamification training look like to the leaders of the organization?

2. Identify key metrics that your gamification training will be designed to deliver on.

3. Align your gamification training to the current organization’s focus areas

You want to run a super successful campaign, right? Here are some questions you need to think about before you begin anything else.

Think through every detail. What will be a successful campaign for them? Get ideas /opinions from others. It will be best if you can involve a few leaders and take first-hand opinion on what they consider a successful campaign. Ask your stakeholders/leaders candidly- What would they need for this initiative to be successful in your world? The answers you receive will act as a definitive guide to your efforts! Your objective is to identify specific stakeholder’s expectation of impact in his area of work. Get as much granular information as possible.

It can range from participation numbers / performance indicators /cost, etc. Look into the current imperative of the organizations and try to find metrics that will be most relevant to leaders given the current focus. This step is important because your communication of success will be in these terms.

Every organization constantly focuses on few areas of improvement for its employees. Be aware of those and understand what the leaders are talking on open forums. Once this information is with you identify how much of that can be the scope of your campaign.

STEP 1. Begin with the end in mind- Predicting the outcome of your gamification training


Communication is an important part. How well you communicate will drive the upfront engagement with your audience; any other eventuality will usually be a subset of that. Communication to your audience needs to be clear and compelling. They should get excited with your communication and stay excited with it. Here are some ideas that will ensure that your campaign communication is set up for success.

STEP 2. Communication Strategy- Your messaging needs a carefully crafted plan

1. Communicate how your gamification training ties up with the bigger vision and mission

2. Design an “Elevator Pitch”- a 2-min introduction of your gamification training

3. Use the communication planner and stick to it

Aligning your campaign’s overall impact with the organization’s mission and vision should be clearly communicated to your audience. This way the audience will be prepared to absorb all that you present to them.

This is like a story that you will use to sell your initiative internally to leaders and audience.

Here is a plan template you can follow

Stage Objective Ideas

Pre-Launch

Establish Rationale Build Business Case in brief, OutlineChallenges and Objective of Initiative

Engagement Conduct Survey/Quiz etc. to get involvement

Excitement

Send a teaser for your program , usephysical/visual communication throughposters/danglers wherever possible /Teaser e-mail campaign with countdown and interesting quotes

Leadership Endorsement Get leaders involved/ Hold mini launchevents

LaunchClarify Structure Off Program Share detailed plan of different milestones

of your initiative

Drive Participation Promote early bird incentives for participation/ nomination etc.

During LaunchBuild Credibility & Trust Share updates on metrics achievement/

participant- leaders opinions

Intensify Engagement Publish leaderboard - announce rewards /share spotlight with top performers

Closure Communicate Success Metrics achievement/campaign success video. Infographic/leadership comments


It gives you an opportunity to network with leaders you don’t usually interact with, and have themtake notice of your leadership skills in planning and executing the campaign, thus building your brand.

Your job as a Campaign Strategist is to get important stakeholders and influencers to shout out its success, rather than you taking that burden. So, how do you do that? Here are some guidelines.

Craft Brief Communication- Make It Copy Perfect. Here is how.

STEP 3. Branding Strategy- How to perfect your messages through all modalities?

STEP 4. Strategic Partnership- Your success will be measured by others.

1. Create a logo for your initiative

1. Identify key stakeholders

3. Create a video teaser or explainer video to entice with your offer.

4. Make it visually thematic, appealing, interesting and unique .

2. Create a punch-line and copy for your initiative

Images have a higher recall value.

Identify the leader with whom you plan to partner with to drive your initiative. Remember allleaders whose universe you will touch or not, are important.

Imagine the biggest benefit your audience will get, say it in a single sentence, review and revise till you can’t take away anything from it and it resonates with your audience.

Remember success is a perception that can be created by results youdeliver, likability that people feel towards you, contribution others

feel they have done to your campaign and trust that you built with them.

Getting different leader’s sponsorship and endorsement is the single most important factor to create a long lasting buzz in your organization.


2. Start communication with them before any formal launch

1. Identify points where this initiative has made a leap over the previous ones.

3. Get department leaders to sponsor your campaign

2. Get same leaders to share their views about the campaign’s success

4. Leverage leaders during closure phase of your campaign.

3. Create a videos/infographics/mini live events of your success, wherever possible.

Update them about your campaign, take their expectations/ideas to make it more effective. Set expectations about the kind of support you need from them.

Let their endorsement be known through live events and keep them updated while the campaign is on, keep taking their feedback and fine tuning the engagement.

Use that in communication.

A big part of success attribution comes from how the success is communicated. Here are some tips to make your success stand out.

Involve as many leaders as possible to speak about it and recognize the good performers with reward announcement during the event. Keep it short, fun and meaningful.

Long story short, Gamification is a promising tool to strengthen learning engagements, but also needs a sound strategy to be successful.

STEP 5. Communicating Success- How to have others talk about your success?


Case Study- How Gamification Can Impact Business?

G amification of New Hire Training helps company reduce the training time from 10-days to zero. Read this case study to see how gamification is impacting business, leveraging synergies, and driving engagement.

Here is an overview about it.

Business Context

A leading services and distribution company with a massive employee base hires new employees across divisions and provides rigorous classroom training to get them up to speed. The current training program takes more than 10 days!

Challenge

New Hire Trainings for individual divisions was led by Divisions HR/Training Team. Consolidating dashboard across divisions was a manual effort. There were “no clear synergies” that all divisions could enjoy from content and delivery perspective.

The New Hire Onboarding could be reduced from 10 days, but laptops were not assigned immediately. A challenge they faced even when the New Hire Training was digitized.

Click here to read the entire story.

Our Solution

Company team came up with an innovative solution to solve their problem and we aided in their solution by creating a gamified online version of their New Hire Training that could be delivered across divisions through a link which was on the internet. Links to this training was sent to selected employees who had to complete this training as a pre-joining formality.

Impact

1. A unified “New Hire Experience” was created for all new employees joining the company across divisions.

2. A more engaging product was able to capture the imagination of the new hires, delivered for higher recall and created a premium image for the company right at the start.

3. It replaced major part of the 10-day classroom training, freeing the Internal HR /Training/ Business Resources from the monthly engagement.

4. With an LMS in place, management was able to get intelligence into the performance of different units in one place.

http://learntech.in/case-study-business-process-redesign-digital-learning


ere are some logos and badges templates that you can use to gamify your initiative. You can use them:

1. To showcase your good performers over e-newsletter.

2. As a logo with the name of your gamification initiative.

Free Logos and Badges

H

Free Logos/Badges that you can use for your gamification initiative!

http://learntech.in/free-logos-badges-for-gamification-initiative

http://learntech.in/free-logos-badges-for-gamification-initiative


Learn Tech Gamification System

Built to Perfection

Learn More




Traditional New Hire Training Vs Gamified Onboarding

Gamification System is better solution than Traditional System on all fronts.


03Section Gamification

Advantage

Gamification of perfmance | Join the Experiment

http://learntech.in/how-to-apply-gamification-to-classroom-training/

http://learntech.in/best-tedx-videos-on-application-of-gamification-in-organization/


How to Apply Gamification to Classroom Training?

f you are a training manager or a business leader who has to engage his teams for learning purposes through classroom delivery, then this is for you!

Here are some ideas on how to apply gamification to your classroom training sessions to really drive your engagement through the roof!

Applying gamification elements to any intervention and experience can breathe a whole new life of engagement to the intervention.

Gamification is the new buzzword that training leaders are loving. The world is going crazy over gamifying everything from performance management systems, sales training, compliance training, and new hire training to almost anything that can impact business results.

IRead the 9 Super Tips!

In this post, I will share with you some of the ideas that are aligned to the concepts of gamification and can be applied to workshop design.


Structure - The first component of gamification is the

Tip 1

In place of delivering your training program as a one-time event - break it up, and give it some form of a structure. For example, break it up into two parts - the first part can be your training program and the second part could be an assignment that you can give to learners where they can practice the concept they have learnt in the program. So, this way your individual training program can be structured into parts – a learning part and the assignment part.

Tip 2

Overall from a structure point of view, the learning program itself can be structured into various levels. Every piece of content can be divided into three parts template. In the first part, you explain the concept. In the second part, you allow people to share their experiences/insights that they might have, and in the third part, you can crystallize the learning by having everyone share what they have learnt even making it in a form of quiz where you pose the question to individual learners. This way you can apply a structure to the delivery of your content. Such as ‘Concept-Reflection-Application’ or ‘Concept-Clarification-Assessment’.


Rules - The second component of gamification is the rules.

Share the rules at the beginning of a training program about where the facilities are; rules regard-ing laptops or the phones, etc. You can make it more interesting, real, and more binding by mak-ing it fun. So, for example, create interesting rules and associate the rewards, scores, and conse-quences to it.

Tip 3

Anyone whose phone rings during the session has to deposit some amount of money with the fa-cilitator which would later be given out as a reward to the best-performing team or learner. There could be some kind of a penalty for coming late – money or point deduction from a team’s score. Using a particular word like ‘but’ or ‘that won’t work’ or anything else can have a monetary impact or score deductions.

So, the trick is to create some interesting rules that penalize an undesired behavior and make it fun for the group.

How to Win?

TIP 4: Create checklists style success path – A ‘how to’ system.

Development of a structure for the game is giving a sense of how to go about winning in the play that you have created. Think of it as helping your learners identify a clear success path probably


Tip 3

TIP 4: Create checklists style success path – A ‘how to’ system.

through checklists that will improve their ability to demonstrate this newly acquired skill that you are teaching. As a facilitator, we all love the idea of giving a how-to guide to our learners which they can remember and refer to often, that can keep them aligned and check if they are not missing out on something important.

These can include checklists for mindsets, checklists for tasks that one needs to follow during a process, a checklist for everything important, etc. Just the inclusion of checklists in the learning experience gives it a stronger sense of success for the learners.

Next component within the game elements is the inclusion of scores.

Scores & Badges

We all love to provide an opportunity for our learners to achieve certain scores themselves via the form of quiz either at the end of the workshop or through a formative assessment in between content chunks. It’s important to know how much play the scores have in the learning experience.

TIP 5: Make scores important

You can either put the scores down on a flip chart or on a whiteboard. You could also hand out some colored sheets cut as bookmarks. You can even make motifs on a straw that is usually used for children parties.


Learners who answered your questions correctly get those and also get the priority in answering the next questions and at the end of the workshop have them trade for something of value like a small gift or score bonus for their teams.

Competition

TIP 6: Team Competition

It’s a good idea to bring in strong elements of competition in the delivery of your learning experience. Break up your participant in teams, have them create an identity for their team, a battle cry etc. Have some kind of competition where scores can be assigned to other peer groups on their performance, put them up on a flip chart and get a picture of the winning team for promoting the event later. To add complexity, assign marks for rules that you created earlier.

TIP 7: Create a physical leaderboard

You can have some kind of quiz and publish the quiz results in a common place or through a newsletter showing the ranking of individual learners.

Avoid this mistake - If you have a 20 question quiz with four questions of five marks each then the whole exercise would be a waste because they would be too many people with the same scores and the whole idea of ranking will be lost. If you are planning to use a quiz at the end of your train-ing workshop and also plan to use that as a leaderboard to fuel the competition then you need to have a longer quiz with just one or two points for each answer. You can play with scores either by assigning it yourself or by having other teams assigning each other.


Obstacles and Challenges

They are key components of a gamification experience and there are multiple ways in which we can create them in the workshop experience.

TIP 8

1. We are familiar with informal quizzes and formal quizzes. These can be pitched as challenges and obstacles.

2. Digital quizzes can be developed and administered at different intervals after the workshop.

3. On-the-job tasks /assignments are unexplored territories as a real challenge that will develop real world skills – explore structuring an assignment that will get learners to practice what they have learnt and to increase complexity have the managers grade the assignment which can be used as scores.

Peer Coaching

The game structure is not complete without an ecosystem that supports the act of helping each other. Coaching is an excellent tool that one can use to build continuity in learning for their learners even after the workshop.

TIP 9

In this format, a task is given to learners where they have to perform or produce. They work in pairs, coach each other to get first-hand personalized feedback and get a reality check on how to do it better.

You can download a free coaching template here.


Bonus TIP

Supercharge the recognition of learners who display better than average engagement by handing out foam crowns or any kind of visible insignia - even a cheap pen that the recognized learner can wear!

Gamification knows no rules but only the purpose it pursues i.e. ‘to drive unprecedented engage-ment’.

Making things fun is not to be disregarded as childish. It’s the key to involving the millennial gen-eration and everyone else for that matter.

The classroom is the play area of trainers and facilitators to change the world - one intervention at a time.

Gamification gives you tools to expand the envelope, try new things in the classroom and to our benefit - test, know, use what works!

To sum up...


Best TEDx Videos on Application of Gami-fication in Organization

There have been some interesting talks on Gamification. Learning professional who have been in this field for a fairly long period of time have shared their experience about Gamification. Each one has their own reason for implementing Gamification and share what makes Gamification the ‘next big thing’.

Here is a list of TEDx Talks

This talk by Janaki Kumar, Head of Strategic Design Services, America, SAP’s Design and Co-Innovation Center focuses on everything gamification - basic introduction, why gamification is necessary for today’s employees, how to design a gamification experience, etc. She also has some exciting examples of gamification like how Sweden solved its driving problems? What to watch

2:00- Link with games, and what exactly is gamification 3:10- Sweden example of gamification, Fitbit 10:20- How gamification helps employee such as a Call Center Executive 13:05- What do the critics of Gamification have to say?

1. Gamification at work | Janaki Kumar | TEDxGraz

https://youtu.be/6wk4dkY-rV0


2. Gamification to Improve Our World: Yu-kai Chou

Yu-kai Chou is an entrepreneur, speaker, and gamification pioneer. In this TEDx talk, he presents his gamification framework OCTALYSIS, how gamification is currently used and how it can be used. He also presents some very recent and relevant examples where gamification has come to the rescue. What to watch out for?

1:45- What is Gamification? 2:45 – Why gamification? How does it benefit gamers/learners? 3:28 – Gamification Framework- OCTALYSIS (Core Drives of Gamification) 7:42- How gamification helped to get a solution from a 15 yr old gamer that scientists were

3. Engaging millennials with gamification: Gabe Zichermann

https://youtu.be/v5Qjuegtiyc

https://youtu.be/gZga0AmCGdE


Millennials have started making the bigger chunk of employees in an organization. This is one of the reasons why implementing Gamification for such a generation is important because it engages and motivates them to perform better than plain classroom training would. See what more Gabe has to say!

2:08 – Power of Games 4:28 – What is Gamification? 4:35 – Three F’s (Feedback, Friends, and Fun) What we need for Gamification? 8:50 – Livecube- Gamification experience created by Gabe

4. The Future of Creativity and Innovation is Gamification: Gabe Zichermann

Another video by Gamification expert and author Gabe Zichermann on how Gamification leads to a new form of learning and engages learners for a long period of time. He introduces the concept of Gamification with real examples that are happening around the world. What to watch out for?

0:20 – How a little boy saves the day because of a video game - gamified experience? 3:42- Achieve Fluid Intelligence because of playing games 7:15 – Example of Quirky- a company that unlocks innovation because of Gamification 9:45- Gamification drives creativity- Learning, Failure, Perseverance/Grit,

https://www.youtube.com/watch?v=ZZvRw71Slew


5. TEDx Kids@Brussels - Gabe Zichermann – Gamifica-

Another talk by Gabe Zichermann, where he debates on why games are not destroying the mind of a kid, but truly enhancing it. He gives very real examples of where Gamification has been used in day-to-day times – in US and Sweden. What to see in the video?

2:40- Why games help? 5:35 – How to increase Fluid Intelligence that helps in a gamification experience? 7:15 – How games help kids/learners? 8:20 – Examples of Gamification

6. Gamification: The Motivating Spark | Joe Houde

https://www.youtube.com/watch?v=O2N-5maKZ9Q

https://www.youtube.com/watch?v=UyyDsQzwlvQ


A talk by Joe Houde on how and why gamification motivates and engages learners. It focuses essentially on what a “game” actually comprises of- objective, choice, and people. See how the three drive an action.

5:06- Three aspects of Game that motivates us 6:06- Example of a game and how it motivates humans

7. Gamification - How to make change inevitable and fun | Tom van Dijk

In this TEDx talk, Tom Van Dijk talks about how individuals can really change their behavior. The answer is Gamification. He introduces the concept of Gamification Cycle that has 4 main elements that drive a change in an individual’s behavior. He also gives the example of how to truck drivers changed their behavior through gamification. What’s more in the video?

3:35 – Detailed Gamification Example 3:57 – Gamification Cycle

https://www.youtube.com/watch?v=2taGw-WfTK0


8. TEDxSantaCruz: Catherine Aurelio – Gamification

Catherin Aurelio presents in a fun, interesting and relevant manner the game mechanics that determine a gamification experience. She voices clearly how each game mechanic motivates and engages learners – kids to adults. She gives her personal examples of working on a project where she had to redesign a user experience into a gamification experience. She cites how she used game mechanics to make the experience rich and interactive. What to see in the video?

1:48 – Bunchball experience of Gamification 3:50 – How game elements enhanced user engagement on a site? 4:45 – How game elements satisfies human needs? 9:02 – How to help the world through gamification?

9. TEDxBerlin - Gabe Zichermann - “Changing the Game in Education”

https://www.youtube.com/watch?v=5jSzwSJmzRY

https://www.youtube.com/watch?v=Axk5-i8oTIU&list=PLk_mCHnBE2KBMRoc3wcNqAIkQw8HcnrOM&index=5


Game-based learning is the best possible solution for both kids and adults. Gabe gives relevant arguments on why it is so. Gamification has been adopted in educational institutes and organizations. What to watch out for in this video?

5:25 – How a teacher uses Monopoly to help his students learn better? 7:00 – How gamification restored a failing class to be the best class in just 18-weeks? 8:25 – How ‘Codecademy’ uses Gamification to teach how to write software codes? 9:10 – How ‘Foldit’ uses Gamification to come up with difficult scientific solutions by the help of individuals who do not have a science background? 10:43 – How a kid learns to fly a flight simulator based on his knowledge gained through video games? 13:00 – Gamification platform created by Siemens for their plan workers - Plantville 13:25 – IBM’s gamification initiative called Innov8 (Business Process Engineering Game)


The Gamification of performanceWe have deep dived in application of gamification to online learning, New Hire onboarding and class-room training. It’s time to take it further…..to what matters finally! Performance.

Lot of companies have done performance gamification, for example a sales firm gamifies the perfor-mance metrics of its sales agents.

As per their performance metrics, agents gain badges and points and which are tradable for rewards.

The gamified approach is builds a clear visual reflection of the performance landscape, provides moti-vation to improve through rewards and peer competition

Every performance is monitored and given its rightful credit because the system is automated, visual , fair, transparent, built for improving morale,

Wish there was a tool that can make it easy to achieve this!!!!

If you are a leader and want to experiment with gamifying the performance of your team.

Then you may be interested in the tool my team is building to help leaders create a gamified workspace.

Join me here and I will keep you updated on the project. As a part of prelaunch engagement I will work with team leaders to implement the system and transform how their culture performs.

Join me here

http://learntech.in/gamification-of-performance-experiment




Brown, B. (2016, November 8). The Psychology of Gamification in 2016: Why It Works (& How To Do It!). Retrieved November 11, 2016, from bitcatcha: http://www.bitcatcha.com/blog/2016/gamify-website-increase-engagement/

Cisco. (n.d.). Cisco-The Knowledge Guru. Retrieved November 11, 2016, from The Knowledge Guru- Bottom-Line Performance: http://www.theknowledgeguru.com/testimonials/case-studies/

Head, B. (2016, August 10). PwC Australia uses gamification to teach cyber security lessons. Retrieved November 11, 2016, from ComputerWeekly.comhttp://www.computerweekly.com/news/450301929/PwC-Australia-uses-gamification-to-teach-cyber-security-lessons

Kapp, K. (2016, September 7). AVOID THESE GAMIFICATION PITFALLS. Retrieved November 11, 2016, from Learnnovators: http://learnnovators.com/blog/avoid-these-gamification-pitfalls/

Kapp, K. (2016, August 31). GAMIFICATION FOR CORPORATE LEARNING. Retrieved November 11, 2016, from Learnnovators: http://learnnovators.com/blog/gamification-for-corporate-learning/

Kapp, M. K., Blair, L., & Mesch, R. (2014). The Gamification of Learning and Instruction Fieldbook- Ideas Into Practice. California: Wiley.

Kumar, J., & Herger, M. (2016). Enterprise Gamification Examples. In J. M. Herger, Gamification at Work: Designing Engaging Business Software.

Lewis, D. (2015, July 10). GREAT GAMIFICATION EXAMPLES IN TRAINING. Retrieved November 11, 2016, from AllenComm: http://www.allencomm.com/blog/2015/07/great-gamification-examples-in-training/

Meister, J. C. (2013, January 2). How Deloitte Made Learning a Game. Retrieved November 11, 2016, from Harvard Business Review: https://hbr.org/2013/01/how-deloitte-made-learning-a-g

Patten, B. (2016, August 10). Why E-learning And Gamification Are Better Together. Retrieved November 11, 2016, from Digitalist Magazine by SAP: http://www.digitalistmag.com/future-of-work/2016/08/10/why-e-learning-gamification-better-togeth-er-04375319

Peterson, A. (2015, January 5). 4 Innovative Companies That Gamified eLearning. Retrieved November 11, 2016, from eLearning Industry: https://elearningindustry.com/4-innovative-companies-gamified-elearning

Sailer, M., Hense, J., Mandl, H., & Klevers, M. (2013). Psychological Perspectives on Motivation through. Interaction Design and Architecture(s) Journal, 28-37.

Sincero, S. M. (2012, February 19). Cognitive Theories of Motivation. Retrieved October 21, 2016, from Ex-plorable: https://explorable.com/cognitive-theories-of-motivation

Stanley, R. (2014, March 24). Top 25 Best Examples of Gamification in Business. Retrieved November 11, 2016, from ClickSoftware: https://www.clicksoftware.com/blog/top-25-best-examples-of-gamification-in-business/

REFERENCES


Startup, K. (2014, August 15). The Gamification of Recruitment. Retrieved November 11, 2016, from webre-cruit: http://www.webrecruitusa.com/the-gamification-of-recruitment/

The Need for Autonomy. (n.d.). Retrieved October 21, 2016, from Changing Minds: http://changingminds.org/explanations/needs/autonomy.htm

Tran, N. (2014, December 24). What is Self-Determination Theory? Retrieved October 21, 2016, from Posi-tive Psychology Program: https://positivepsychologyprogram.com/self-determination-theory/

White, C. (2015, December 3). 5 Companies That Are Successfully Using Gamification for Recruiting. Re-trieved November 11, 2016, from Linkedin-Talent Blog: https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2015/5-companies-that-are-successfully-using-gamification-for-recruiting

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