| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 13.76 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Atualmente, muitas empresas de desenvolvimento de software ou de soluções tecnológicas são
constituídas por equipas, em que parte delas integram colaboradores outsourcing, ou seja, são
colaboradores que pertencem a outra empresa mas que diariamente realizam as suas funções
nas instalações das empresas clientes. As empresas de consultoria fornecem
programadores/consultores na área para trabalharem com os seus clientes, o que implica que
diariamente, os consultores mudem de rotinas. Cada vez mais, existem empresas a dedicarem-se
à prestação deste tipo de serviços. No entanto, tal como todas as outras empresas no mercado,
precisam de crescimento.
Um grande problema que estas empresas de consultoria enfrentam é que grande parte dos seus
colaboradores perdem o conhecimento/contacto com a empresa e com os restantes colegas. No
entanto, uma empresa carece essencialmente do apoio dos seus colaboradores para crescer. O
ideal seria os colaboradores sentirem-se motivados a apoiar esse crescimento, contudo tal
desafio será abordado ao longo desta dissertação de forma que se idealize uma possível solução.
Ao longo da história, as pessoas foram cada vez mais educadas de modo a que a sua mentalidade
possa ser facilmente influenciada por jogos, devido à competição e ao cumprimento de objetivos
que motivam os utilizadores a jogar. Gamification é um conceito relativamente recente que aplica
mecânicas de jogos em contextos não lúdicos, para motivar as pessoas a alcançar determinados
objetivos. Quem não gosta de estar no topo de rankings? E de ter uma boa coleção de prémios
derivados do seu esforço tornando uma boa imagem empresarial? São cada vez mais as empresas
a aplicar esta metodologia para motivar os seus colaboradores a trabalharem em prol da empresa
e com os colegas. Estima-se que em 2015, 70% das empresas mundiais terão uma plataforma
interna de gamification, com vista a impulsionar a inovação, dar valor à informação “parada” e/ou
gerar nova informação, mantendo os colaboradores ativos e motivados.
A XLM – Innovation & Technology é uma empresa com este caráter e paradigma. Atualmente, a
empresa incluí uma gestão de IDI (Investigação, Desenvolvimento e Inovação), ou seja, possui
ferramentas acessíveis aos colaboradores para que participem no crescimento da empresa
colocando ideias. No entanto, a realidade é que a plataforma responsável pela bolsa de ideias é
pouco movimentada. Além disso, existe pouca eficiência na partilha de informação entre os colaboradores, entre outros fatores que reduzem a cooperação dos colaboradores no
crescimento da empresa. A ideia para o presente projeto baseia-se no desenvolvimento de uma
plataforma interna de gamification, integrando os sistemas já existentes, com a finalidade de
motivar os colaboradores a participarem neste processo de crescimento e inovação, sem se
tornar notoriamente intrusivo no dia-a-dia.
Um dos mecanismos usado num processo que emprega o conceito de gamification baseia-se na
distinção dos colaboradores relativamente a conhecimentos adquiridos, boas práticas ou uma
colaboração extraordinária para com a empresa. Estas distinções aumentam a “reputação” do
colaborador perante os seus colegas e criam um sentido de reconhecimento do seu valor. Para a
presente dissertação, pretende-se estudar e implementar os métodos de gamification mais
adequados para a resolução dos problemas da empresa.
ABSTRACT: Nowadays, many software development or technological solution companies consist of multiple teams, and part of these teams integrate outsourcing collaborators, meaning these collaborators belong to another company but still do their daily job at the client companies. Consulting firms provide programmers/consultors in its respective area in order to work with client companies, which means that consultors often change routines daily. There is an increasingly amount of companies which provide this kind of service. Still, just like any other company available in the market, they need growth. A big problem these consulting firms face is the fact that a large part of their collaborators lose contact or knowledge with the company and the rest of their colleagues. However, a company often needs the support of its collaborators to grow. The ideal would be for the collaborators to feel motivated to support this growth. This challenge will be addressed during this thesis in a way that reaches towards a possible solution. In recent history, people have started to be trained in a way their mentality can be easily influenced by games, due to the competition and the accomplishment of objectives that motivate their users to keep playing. 'Gamification' is a relatively recent concept which applies game mechanics to nonrecreational contexts, in order to motivate people to achieve certain objectives. I mean, who doesn’t like to top the rankings? How about a nice collection of prizes obtained through effort while making a good business image? More and more companies are using this methodology in order to motivate its collaborators to work for the company and with their colleagues. It is estimated that in 2015, 70% of global companies will have an internal gamification platform, in order to propel innovation, evaluate information and/or generate new information, and keep its collaborators active and motivated. XLM – Innovation & Technology is a company with this ethos and paradigm. Nowadays, the company includes an IDI (Investigation, Development and Innovation) management, which means it possesses accessible tools to its collaborators, so that they can participate in the company’s growth by implanting ideas. However, the reality is that the platform responsible for the exchange of ideas is not often used. Also, there is little efficiency when sharing information between collaborators, as well as other factors that reduce cooperation between collaborators for the company’s growth. The idea for the current project is based on the development of an internal gamification platform, integrating the already existing system, with the goal of motivating collaborators to participate in this growth and innovation process, without becoming noticeable meddlesome in daily life. One of the mechanisms used is a process which utilizes the concept of gamification is based on the relative distinction between collaborators to obtain knowledge, best practices or an extraordinary contribution to the company. These distinctions increase the “reputation” of the collaborator in the eyes of his or her colleagues and create a sense of recognition of his or her value. For this thesis, the objective is to study and implement the most appropriate methods of gamification in order to amerliorate the company’s problems.
ABSTRACT: Nowadays, many software development or technological solution companies consist of multiple teams, and part of these teams integrate outsourcing collaborators, meaning these collaborators belong to another company but still do their daily job at the client companies. Consulting firms provide programmers/consultors in its respective area in order to work with client companies, which means that consultors often change routines daily. There is an increasingly amount of companies which provide this kind of service. Still, just like any other company available in the market, they need growth. A big problem these consulting firms face is the fact that a large part of their collaborators lose contact or knowledge with the company and the rest of their colleagues. However, a company often needs the support of its collaborators to grow. The ideal would be for the collaborators to feel motivated to support this growth. This challenge will be addressed during this thesis in a way that reaches towards a possible solution. In recent history, people have started to be trained in a way their mentality can be easily influenced by games, due to the competition and the accomplishment of objectives that motivate their users to keep playing. 'Gamification' is a relatively recent concept which applies game mechanics to nonrecreational contexts, in order to motivate people to achieve certain objectives. I mean, who doesn’t like to top the rankings? How about a nice collection of prizes obtained through effort while making a good business image? More and more companies are using this methodology in order to motivate its collaborators to work for the company and with their colleagues. It is estimated that in 2015, 70% of global companies will have an internal gamification platform, in order to propel innovation, evaluate information and/or generate new information, and keep its collaborators active and motivated. XLM – Innovation & Technology is a company with this ethos and paradigm. Nowadays, the company includes an IDI (Investigation, Development and Innovation) management, which means it possesses accessible tools to its collaborators, so that they can participate in the company’s growth by implanting ideas. However, the reality is that the platform responsible for the exchange of ideas is not often used. Also, there is little efficiency when sharing information between collaborators, as well as other factors that reduce cooperation between collaborators for the company’s growth. The idea for the current project is based on the development of an internal gamification platform, integrating the already existing system, with the goal of motivating collaborators to participate in this growth and innovation process, without becoming noticeable meddlesome in daily life. One of the mechanisms used is a process which utilizes the concept of gamification is based on the relative distinction between collaborators to obtain knowledge, best practices or an extraordinary contribution to the company. These distinctions increase the “reputation” of the collaborator in the eyes of his or her colleagues and create a sense of recognition of his or her value. For this thesis, the objective is to study and implement the most appropriate methods of gamification in order to amerliorate the company’s problems.
Description
Keywords
Gamification Gestão de inovação Integração de sistemas Colaboradores Motivação