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Implementing game-elements into the process of change management / submitted by Fabio Isser
VerfasserIsser, Fabio
Betreuer / BetreuerinnenDobusch, Leonhard
ErschienenInnsbruck, 2 October 2018
Umfangv, 90 Blätter : Illustrationen
HochschulschriftUniversity of Innsbruck, Masterarbeit, 2018
Datum der AbgabeOktober 2018
Schlagwörter (DE)Gamifizierung / Spielelemente / Change Management / Mitarbeitermotivation / Mitarbeiterentwicklung / Spielerisch
Schlagwörter (GND)Change Management / Gamification / Arbeitsmotivation / Lernspiel
URNurn:nbn:at:at-ubi:1-29508 Persistent Identifier (URN)
 Das Werk ist frei verfügbar
Implementing game-elements into the process of change management [1.78 mb]
Zusammenfassung (Englisch)

Todays organizations struggle with the effort to adapt to a new, increasingly challenging environment by changing how business is conducted. One fascinating aspect about managing the change is formed by the fact that approximately only one-third of the efforts do meet the expectations of their champions.

This master thesis aims to identify the relevance of the newly derived phenomenon of gamification within the change management context.

In general, gamification describes the application of game-elements into non-game context to increase employees motivation, engagement and participation. With a special focus at the eight-steps theory, developed by John Kotter (1996), this master thesis intends to theoretically identify which elements of gamification would be useful to implement to the process of change management to elevate the success rate of change initiatives.

This conceptual work underscores the application of various game-elements to the change process with the help of illustrative best practice examples of organizations which already have implemented elements to various processes. The approach of a conceptual work contributes to existing literature and at the same time provides insight into what specific game-elements would be useful to implement into the process of the eight-steps theory.

The conclusion of this thesis shows that with the help of this newly derived phenomenon and its enhancing and enabling effects, employees can be better involved into the overall process of transformation by making employees use the digital tools more enjoyable and stimulating. Moreover, the conclusion implies that the implementation of game-elements into the change process would be appropriate to motivate individuals in a new way, which makes their roles and responsibilities increasingly fun and interesting.

Therefore, it can be implied that gamification can help organizations to adapt better to an increasingly complex environment by increasing the motivational engagement and early involvement of key stakeholders into the process of change management.

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