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Simulation Gaming for Organizational Development
Abstract
This article introduces development and design approaches to organizational change. Simulation games can be used for promoting organizational development. They offer an arena for organization members to analyze the present state of an organization and create new organizational solutions. The bridge between the present and future mode of working can be build on by the ideas for improvement brought forward by the participants of the simulation game. The study focuses on the Work Flow Game. It integrates the following activities: work process improvement, use of information technology, and participation and learning of the personnel of a company or public agency. Work Flow Game promotes organizational innovations through interaction and cooperation of the people involved. The study showed improvements in the quality and efficiency of the work process, customer relations and working conditions of the personnel.
... The user is recognized as an active subject and plays a significant role in knowledge development, idea generation and concept development (Sanders and Stappers 2008). The users are in the role of co-designer or co-creator (Fronczek-Munter 2011, 2012 in a process in which knowledge is being retrieved from them to develop new products, services and concepts (Wise and Hogenhaven 2008) through participatory methods such as simulations and games (Fronczek-Munter 2012;Ruohomäki 2003). ...
... These could be shared objects, artefacts, tools, models and methods that establish a common context and create a common understanding across cultural boundaries (Kjolle and Blakstad 2011). They include surveys, interviews, participant observation, usability walkthroughs, mock-up models, toolkits, diaries, thinkaloud protocol, camera studies and simulation and games with boundary objects (Fronczek-Munter 2012;Hanington 2003;Ruohomäki 2003;Sanders 2002). The most recent developments in design research are advanced digital methods such as 3D visualizations and Building Information Models (BIM) (Irizarry et al. 2014), as well as simulation with virtual or augmented reality (Aromaa and Väänänen 2016;Dunston et al. 2011). ...
... When solutions have been worked out in a participatory way, the workspace better meets the requirements and demands of the end-users (Sanoff 2008;Wilson and Haines 1997). Participatory design may also speed up the adoption of the new work environment (Sanoff 2008;Wilson and Haines 1997) and catalyze the organizational development process (Ruohomäki 2003). In addition, it can be a source of innovation and an inspiring process for all the stakeholders (Fronczek-Munter 2012). ...
Many of today’s health care facilities are outdated and no longer efficiently support processes. The various development trends in changing health care services seem to support more frequent use of modular facilities. Modular facilities and their development, however, face the challenge of combining a customized, user-centric design for special customer needs with the rapid delivery of prefabricated facilities. The aim of this case study was to discuss the possibilities for and development needs of user-centric and participatory design in modular health care facilities. The results showed that due to time pressure, end-user involvement in design was rather low and applied participatory tools were limited. The prefabricated solutions set restrictions for planning, and compromises concerning the usability of the work environment had to be made. However, the end-users found the premises quite satisfactory. The study highlights the need to develop agile participatory design methods that are suitable for tight-scheduled modular construction. Since user participation in the workspace design of modular facilities encounters several challenges, the producers should also utilize user-centric knowledge from other sources. Systematic post-occupational follow up and evaluation of user experience, as well as utilization of evidence-based knowledge are important for the continuous improvement of the quality of modular buildings.
... The full-scale mock-ups are referred to as giving a bodily experience (Bligård et al., 2014;Persson et al., 2014) and being flexible to use (Paquet and Lin, 2003;Peavey et al., 2012;Villeneuve et al., 2007). The table-top based models are discussed as providing an overview (Bligård et al., 2014;Ruohom€ aki, 2003;Savolainen, 1997). However, these properties are not defined as affordance, nor are they analyzed in relation to the conditions actually identified. ...
... Existing studies on full-scale mock-ups and table-top based models show little consideration in regards to the form of the simulation outcomes, whether being directly applicable in design or challenges to take into account. Few studies define tangible design criteria (Hignett et al., 2010;Villeneuve et al., 2007;Watkins et al., 2008) and assess conditions (Daniellou et al., 2014;Hallbeck et al., 2010;Paquet and Lin, 2003;Ruohom€ aki, 2003). However, the development of these design criteria and assessment of the conditions are not analyzed in relation to the media fidelity and affordance. ...
... Full-scale mock-ups Table-top models Technologies & tools -Movement of equipment/components (Hignett et al., 2010;Villeneuve et al., 2007) -Dimensions of equipment and furniture (Hignett et al., 2010;Steinfeld, 2004) -Work posture (Hallbeck et al., 2010) -Operation task time (Paquet and Lin, 2003) -Usability of tools and products (Paquet and Lin, 2003;Watkins et al., 2008) -Furniture and equipment (Peavey et al., 2012) -Communication technology (Ruohom€ aki, 2003) Space -Depths, heights and positions (Bligård et al., 2014;Hignett et al., 2010;Peavey et al., 2012;Steinfeld, 2004;Watkins et al., 2008) -Usability of workstations (Paquet and Lin, 2003) -Physical requirements (Paquet and Lin, 2003) -Room dimensions and layout (Peavey et al., 2012;Villeneuve et al., 2007) -Materials (Peavey et al., 2012) -Interior designs (Persson et al., 2014) -Space sizes and planning (Steinfeld, 2004;Watkins et al., 2008) -Plant layout (Daniellou et al., 2014;Riis, 1996) -Depths and relative heights (Bligård et al., 2014) -Spatial provision required (Ewenstein and Whyte, 2007) Organization -Distraction in work (Peavey et al., 2012) -Cognitive workload (Paquet and Lin, 2003) -Work activities (Ruohom€ aki, 2003) -Human interaction (Ruohom€ aki, 2003) -Division of work and production schedule (Forss en-Nyberg and Makam€ aki, 1998;Ruohom€ aki, 2003;Savolainen, 1997) -Communication andcooperation (Forss en-Nyberg andMakam€ aki, 1998;Riis, 1996;Ruohom€ aki, 2003) -Unnecessary repetition (Ruohom€ aki, 2003) -Team reactivity (Daniellou et al., 2014) -Resources that are allocated (Daniellou et al., 2014) -Interdependence between departments (Forss en-Nyberg and Makam€ aki, 1998; Riis, 1996) The ergonomics conditions of interest may vary according to the phase of the work system design process. The fidelity level should be high in relation to the elements that are of evaluation interest, and the affordance should support overview or configuration of these elements. ...
Current application of work system simulation in participatory ergonomics (PE) design includes a variety of different simulation media. However, the actual influence of the media attributes on the simulation outcome has received less attention. This study investigates two simulation media: full-scale mock-ups and table-top models. The aim is to compare, how the media attributes of fidelity and affordance influence the ergonomics identification and evaluation in PE design of hospital work systems. The results illustrate, how the full-scale mock-ups' high fidelity of room layout and affordance of tool operation support ergonomics identification and evaluation related to the work system entities space and technologies & tools. The table-top models' high fidelity of function relations and affordance of a helicopter view support ergonomics identification and evaluation related to the entity organization. Furthermore, the study addresses the form of the identified and evaluated conditions, being either identified challenges or tangible design criteria.
Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.
... However, the potentials for using simulation for telecare training for home healthcare professionals remain largely unexplored. This is despite reports of its utility both in preparation for changing work processes (Ruohomäki, 2003) and for the introduction of new equipment and clinical practice protocols in healthcare organisations (Aggarwal et al., 2010;Sollid et al., 2016). Further research is needed on simulation-based training aimed at preparing home healthcare staff for telecare practice (Reierson et al., 2015). ...
... Furthermore, scenario cases can easily be tailored to a vast variety of training objectives in preparation for telecare provision. As such, simulation-based training enables deliberate practice of a range of clinical encounters, allowing healthcare professionals to rehearse new competencies as needed in preparation for big changes to practice (Ruohomäki, 2003;Sollid et al., 2016). ...
... Bu sayede ortaya çıkartılacak yeni kurumsal kimlik dijital dönüşüme uygun olarak yeni bir değer önerisi ile tanımlanabilmektedir (Wessel vd., 2021). Organizasyonel simulasyon oyunları geleceğe yönelik planlamanın yapılmasını kolaylaştırmakta (Löffler vd., 2018) ve çözüm odaklılık içerisinde il süreçlerini ve oragnizasyonel gelişimi desteklemektedir (Ruohomäki, 2003). Organizasyonel sistem konfigürasyonlarının yönetilmesi amacı ile farklı stratejik kontrol yöntemleri simülasyon modelleri ile entegre edilmektedirler (Protalinsky vd., 2022). ...
Dördüncü sanayi devrimi, dijital dönüşümü hızlandırarak yönetimde teknoloji kullanımını artırmış ve bu süreçte yapay zekâ teknolojilerinin daha fazla kullanılmasıyla "organizasyonel simülasyon" kavramının önemi artmıştır. Yapay zekâ ve ileri teknolojilerin entegrasyonu, gerçekçi ve etkili simülasyonlar oluşturarak organizasyonların gelecekteki senaryoları daha iyi anlayabilmelerine, riskleri azaltmalarına ve fırsatları daha verimli değerlendirmelerine olanak tanımaktadır. Bu araştırmada, dördüncü sanayi devriminin getirdiği teknolojik ilerlemenin ışığında "organizasyonel simülasyon" kavramının derinlemesine incelemesi amaçlanmaktadır. "Organizasyonel simülasyon" kavramının günümüz koşullarına uygun olarak yeniden analiz edilerek değerlendirilmesi yönetim süreçlerinde nasıl daha etkin kullanılabileceğini ortaya koymak açısından önemlidir. Buradan hareket ile organizasyonel simülasyon kavramı Walker ve Avant (2005)'ın sekiz basamaktan oluşan kavram analizi yöntemi ile ve konuya ilişkin güncel literatür kullanılarak araştırılmıştır. Bulgular, organizasyonel simülasyon kavramının kapsamının yaşanan yeşil ve dijital dönüşüm ihtiyaçları çerçevesinde oldukça geniş bir kapsama sahip olduğunu göstermektedir. Bu geniş kapsam organizasyonel simülasyonun hedeflenen kurumsal dönüşümlere uygun olarak yönetim projelerinin başarılı bir şekilde gerçekleştirilmesinde kritik rol oynamakta olduğunu açıkça ortaya koymaktadır. Simülasyon kavramı genellikle bilişim alanında kullanılmasına rağmen, günümüzde yönetim pratiklerinde giderek daha fazla önem kazanmakta olduğu anlaşılmaktadır. Organizasyonel simülasyon, karmaşık organizasyonel karar verme süreçlerini anlamak ve bu süreçleri geliştirmek için kullanılan etkili bir yöntem olarak tanımlanmaktadır. İşletme fonksiyonlarının çeşitli bileşenlerinin davranış kalıplarını taklit edebilen ve analiz edebilen modellerin oluşturulması bu yöntemin temelini oluşturmaktadır. Bu modellerin, organizasyon yapısı, karar alma süreçleri ve teknoloji arasındaki etkileşime yönelik oldukları ve stratejik kararların uygulanabilirliğini artırarak, yönetime yeni perspektifler sundukları sonucuna ulaşılmıştır.
... Coming to how games help in a person in his life would be when an individualis given chance to play games which majorly focusses on organizational development that lets individual access and give them a chance to analyze the current condition of an organization and how it should be according to them. Such real-life analysis helps individual in developing good and effective organizational behaviour, improvements in their quality and efficiency of their work, and its process (9) . Everyone should not look at the development of an individual from the way of what kind of games he/she plays. ...
... The method offers a low-cost, flexible way of approaching early design stages scenarios and to propose design suggestions. Small-scale scenarios provide a 'helicopter' overview of a complex context with different stakeholders with differing needs (Ruohomäki 2003;Nyholm Andersen and Broberg 2015;Österman et al. 2016). The Wizard of Oz (WOz) methodology is a well-established rapid approach for prototyping and evaluating user interfaces (Landauer 1987;Wilson and Rosenberg 1988). ...
The introduction of autonomous vehicles (autonomous vehicles) will reshape the many social interactions that are part of traffic today. In order for autonomous vehicles to become successfully integrated, the social interactions surrounding them need to be purposefully designed. To ensure success and save development efforts, design methods that explore social aspects in early design phases are needed to provide conceptual directions before committing to concrete solutions. This paper contributes an exploration of methods for addressing the social aspects of autonomous vehicles in three key areas: the vehicle as a social entity in traffic, co-experience within the vehicle and the user–vehicle relationship. The methods explored include Wizard of Oz, small-scale scenarios, design metaphors, enactment and peer-to-peer interviews. These were applied in a workshop setting with 18 participants from academia and industry. The methods provided interesting design seeds, however with differing effectiveness. The most promising methods enabled flexible idea exploration, but in a contextualized and concrete manner through tangible objects and enactment to stage future use situations. Further, combinations of methods that enable a shift between social perspectives were preferred. Wizard of Oz and small-scale scenarios were found fruitful as collaboration basis for multidisciplinary teams, by establishing a united understanding of the problem at hand.
... As games are beginning to be used for a wide array of purposes, including enhancing health (Griffiths, 2005) and increasing work efficiency (Ruohomäki, 2003), it is worth considering the ethical and legal implications of emulators and ROMs. This interdisciplinary study explores the difference between how the public-in this case, the media-savvy college student populationconceptualizes the legal and ethical implications of emulator use and how such use is conceptualized in the law. ...
Piracy is shaking the financial foundation of the media industry, including that of digital games. This interdisciplinary study conducts a multi-method analysis to explore the understanding of the laws regarding digital game piracy and the ethical approach to digital game piracy. This was addressed through a qualitative survey of the digital game use of young adults at a large Midwestern university (N=516) and a legal analysis of the laws regarding digital game piracy. The study found that, to gamers, the act of piracy acts works like a game itself and thereby strengthens its appeal to the gaming audience.
... It allows for the involvement of all stakeholders in the design process. Various tools and methods have been developed or adapted for PE throughout the design process, from problem analysis (Dos Santos et al., 2011;Guimarães et al., 2014;Helali, 2009), idea generation (Kawakami et al., 2004;Seim and Broberg, 2010), solution development (Parimalam et al., 2012;Seim and Broberg, 2010) to evaluation (Ruohomäki, 2003;Seim and Broberg, 2010). But at the same time, it has been acknowledged that there are always limits in the participatory approach on what is achievable within the resource constraints. ...
It is recognised that whole systems approaches are required in the design and development of complex healthcare services. Application of a systems approach benefits from the involvement of key stakeholders. However, participation in the context of community based healthcare is particularly challenging due to busy and geographically distributed stakeholders. This study used action research to investigate what processes and methods were needed to successfully employ a participatory systems approach. Three participatory workshops planned and facilitated by method experts were held with 30 representative stakeholders. Various methods were used with them and evaluated through an audit of workshop outputs and a qualitative questionnaire. Findings on the method application and participation are presented and methodological challenges are discussed with reference to further research.
Practitioner Summary: This study provides practical insights on how to apply a participatory systems approach to complex healthcare service design. Various template-based methods for systems thinking and risk-based thinking were efficiently and effectively applied with stakeholders.
... [9] There is some indication, though, that simulationbased training may be useful in preparation for telecare prac-tice, particularly in undergraduate nursing education. [2,[10][11][12][13] The potentials in using simulation for vocational telecare training for home healthcare professionals have remained largely unexplored, [14] however, despite recognition of its utility both in preparation for changing work processes [15] and the introduction of new technologies in healthcare organizations. [16] Simulation-based training is increasingly being used to teach a range of knowledge, skills and attitudes relevant to healthcare provision in community care environments, including home healthcare settings. ...
Background: The provision and use of telecare services implies new ways of working for home healthcare staff. To gain the knowledge, skills and attitudes necessary for sound telecare practice, staff are in need of thorough training opportunities. Simulation has been suggested as a useful approach to prepare healthcare professionals for providing telecare services. The aim of this study was to test and evaluate a simulation-based telecare training program for qualified healthcare professionals and explore whether it met intended training objectives from the perspective of the trainees.Methods: A total of 14 healthcare professionals working in home healthcare services participated in up to two training sessions, each across two separate days. Data were collected by way of four tape-recorded focus group interviews and field notes from non-participant observations of eight simulation sessions, and were analysed by way of systematic text condensation.Results: The analysis resulted in seven categories addressing trainees’ experiences of partaking in simulated virtual visits; their perceptions of simulation-based telecare training; and their views on the main learning outcomes from the simulation-based training program in question.Conclusions: Simulation-based training provides trainees with realistic insight into the knowledge and skills required for new ways of working through telecare and can thus be a useful way of preparing healthcare professionals for the delivery of telecare services such as virtual home healthcare visits.
... Simulation games offer an arena for organisation members to analyse the present state of an organisation and create new organisational solutions (Ruohomäki, 2003). The bridge between the present and the future mode of working can be built based on the ideas the participants share during the simulation game. ...
This article introduces how simulation gaming can be utilised in networking within organisations especially on the level of an individual. In the article, networking is seen as a communication enhancement process increasingly needed as organisational systems become more and more complex.
... The motivation for performing simulation is most often to maximise profits and minimise risks. Ruohomäki (2003) has introduced that simulation games offer an arena for organization members to analyze the present state of an organization and create new organizational solutions. The bridge between the present and future mode of working can be built based on the ideas the participants share during the simulation game. ...
The purpose of this paper is to introduce a three-layer simulation model for the simulation game of new product development (NPD). The model has been constructed based on the generic work system model, various NPD process models and reported case studies from industry, concerning the risks and success factors of NPD. The three-layer simulation game model comprises the modelling of human interaction, the design process and the financial accounting of the business. The model is applied and demonstrated through the case of the NPD simulation game, called DESIM (Design Simulation). DESIM is a computer-augmented board game aimed at enhancing the collaborative learning of the NPD teams. Other learning objectives are to understand the importance of teamwork, to learn the development process and to become familiar with the financial rules of NPD. These types of simulation game models are needed to complete the traditional models with the descriptive features of human behaviour, because they play a significant role in many systems to be simulated.
... The motivation for performing simulation is most often to maximise profits and minimise risks. Ruohomäki (2003) has introduced that simulation games offer an arena for organization members to analyze the present state of an organization and create new organizational solutions. The bridge between the present and future mode of working can be built based on the ideas the participants share during the simulation game. ...
... desired changes can be illustrated in "vision/future state simulation games" (see Ruohomäki, 2002Ruohomäki, , 2003. The knowledge that is acquired and the conclusions that are drawn can be used to define goals and concrete planning of change measures. ...
Jan Klabbers introduced the terms science of analysis and science of design. The science of analysis uses games and simulations as research methods to test theories in various fields. Research in the science of design perspective emphasizes the design of the artifact, and testing its usability. However, in which way both communities can be of mutual benefit remains controversial. The authors discuss the potential contributions of theory-based evaluation in order to link both communities. Theory-oriented evaluation approaches are based on logic models which have the function of outlining how the simulation, its participants, and its environment interact with each other, and elicit the simulation's desired outcomes. Its primary aim is to gain evaluative knowledge from a particular gaming simulation which can then be used to improve the simulation and its implementation for practical purposes. The authors illustrate their viewpoints by discussing the theory-oriented evaluation of a business simulation game.
... The interplay between both levels of design affects the prevailing methodologies for evaluating success. Kriz (2003), Ruohomäki (2003, and Romme and Putzel (2003) illustrated these questions, while designing effective learning environments, linked to organizational development in education. Bizzochi and Woodbury (2003) referred to the design of interactive narrative and the interplay between two communities: those involved in designing interfaces for computer games, and those who develop narratives. ...
An abstract is not available.
... Snabe and Grőßler (2006) investigated systems dynamics modelling for the implementation of organisational strategy and saw their case as a method of action research. Ruohomäki (2003) uses an action research intervention integrated with the use of a simulation game for organisational development with resultant organisational improvements. ...
Participative modelling and simulation activities have demonstrated that social innovation is achievable for present-day problems. Such activities enable our intentional exploration of future social configurations and their consequences and thus constitute a shared space for pre-experiencing and researching arrangements before they come into being. A form of "experiential foresight" involving combinations of social and non- social models is achieved by changing the roles and responsibilities of simulators/modellers and participants/ customers in the simulation process supported by suitable technologies. Provides an alternative interpretation of often one-sided positivist perspectives of simulation theory and application, emphasising the emergence of reflexive social innovation in complex worlds.
... Dempsey et al., [7] presents the various characteristics of games that can lend themselves for use in an educational setting. Additionally, research shows that simulation can be used for teaching a variety of subjects such as statistics (Doane, [8]), Economics (Craft, [6]), Organizational Development (Ruohomaki, [18]), Business Education (Chang, et al., [5]) and Operations Management/Management Science (Thiriez, [21], Seal, [19], Al-Faraj, et al., [1]). Mills [15], in particular, provides a comprehensive literature review of using computer simulation methods to teach statistics while Yeates [22] provides a very comprehensive bibliography on the use of simulation in business games. ...
Teaching probability can be challenging because the mathematical formulas often are too abstract and complex for the students to fully grasp the underlying meaning and effect of the concepts. Games can provide a way to address this issue. For example, the game of roulette can be an exciting application for teaching probability concepts. In this paper, we implement a model of roulette in a spreadsheet that can simulate outcomes of various betting strategies. The simulations can be analyzed to gain better insights into the corresponding probability structures. We use the model to simulate a particular betting strategy known as the bet-doubling, or Martingale, strategy. This strategy is quite popular and is often erroneously perceived as a winning strategy even though the probability analysis shows that such a perception is incorrect. The simulation allows us to present the true implications of such a strategy for a player with a limited betting budget and relate the results to the underlying theoretical probability structure. The overall validation of the model, its use for teaching, including its application to analyze other types of betting strategies are discussed.
This chapter focuses on the challenge of evaluating game-based learning. It argues that linking gamebased learning with the characteristics of a specific game or game-produced engagement is challenging. It further proposes a framework in which the game-based learning process is approached by considering (business) simulation games as Computer-Supported Collaborative Learning (CSCL) environments and presents an approach on how learning can be approached and evaluated from this perspective. In addition, it highlights how simulation game mechanics appears to be a potential way to promote learners’ socio-emotional processes and give rise to social interaction and to structure collaboration among the learners in the game context. The proposed framework of this chapter takes into account both cognitive and socio-emotional perspectives of learning. The results of the chapter will present a contemporary view on the roles of sociability, collaboration and engagement in game-based learning.
Planspiele (auch als Simulationsspiele bezeichnet) gehören in der betrieblichen Ausbildung und Personalentwicklung zu den wichtigsten Methoden zur Vermittlung von Handlungswissen. In Großunternehmen wie Siemens, Bayer, BASF oder Hoechst sind Planspiele ebenso fester Bestandteil des Ausbildungscurriculums wie in den Fortbildungsakademien der öffentlichen Verwaltung. In einem typischen Planspielszenario werden die Teilnehmer in Kleingruppen aufgeteilt, die verschiedene Abteilungen eines Unternehmens oder miteinander konkurrierende Unternehmen auf einem gemeinsamen Markt simulieren. Die Spieler übernehmen dabei bestimmte Rollen, z. B. Mitarbeiter im Vertrieb, in der Produktion oder in der Geschäftsführung, in denen sie untereinander interagieren.
In der Beratungslandschaft hat sich eine Vielfalt an Methoden entwickelt, die für die Kunden — und oft auch für die Berater selbst — nicht leicht zu überschauen ist. Die Antwort auf die Frage, welche dieser Methoden die beste ist, wird je nach Auftragskontext unterschiedlich ausfallen. Auch handlungsorientierte Methoden, wie sie dieses Buch vorstellt, sind keine Universalwerkzeuge, die für jede Anforderung passen. Wenn das Ziel aber in einer ganzheitlichen Form des Miteinanderlernens besteht, wenn es nicht nur um kognitive Themen geht, sondern um solche, die emotional besetzt und für die Teilnehmer persönlich bedeutsam sind, dann haben handlungsorientierte Methoden wie Outdoortraining, Unternehmenstheater, Soziodrama oder Organisationsaufstellungen oft Vorteile (▸ Kap. 1 und 2). Diese Methoden zeichnen sich dadurch aus, dass
die Teilnehmer sich handelnd mit den Lerninhalten bzw. dem Veränderungsprozess ihrer Organisation auseinander setzen,
nichtsprachliche Aspekte (z. B. sinnliche Darstellung und körperliches Erleben) in der Beratungssituation ein stärkeres Gewicht gegenüber der Sprache erlangen,
Emotionen stärker als bei anderen Methoden bewusst als Katalysatoren des Lernens eingesetzt werden.
In simulation game research it has long been acknowledged that “a comprehensive theory about learning and knowing through gaming and simulation is not yet available due to competing epistemologies” (Klabbers, 2003, p. 260). Furthermore, the community of gamers seems to be more interested in the instrumentality of games (methods and techniques of game design and use; Klabbers, 2003) than how games actually promote learning. It is only with a clear hypothesis about the process of learning that one is able to choose an adequate research design to properly evaluate learning effectiveness and to draw meaningful conclusions (Herz & Merz, 1998).
Background Simulation has been suggested as a suitable approach to train home health care professionals for telecare practice. The potentials in using simulation to prepare organizations and staff for telecare implementation are however unexplored. Methods A collaborative action research approach involving key stakeholders from two home health care organizations was used to develop a simulation-based telecare training program for home health care professionals. Results and Conclusion The collaborative approach to simulation-based training design described here can facilitate genuine stakeholder participation in the development of training objectives, methods and content which will best respond to real staff needs, as well as local organizational conditions and concerns associated with telecare implementation.
Simulationen von Supply Chains sind meist computergestützt und somit problembehaftet:
Bei einer Optimierung oder Neugestaltung einer SC müssen neue Wege beschritten werden, welche allerdings nicht alle vom Programmierer abgebildet werden können. Zudem können Zahlenreihen nur schwer veranschaulichen, was es bedeute, t wenn ein Lager in Beständen versinkt oder Kundenaufträge aufgrund eines schlechten Lieferservices verloren gehen.
In der Veröffentlichung wird eine Methodik aufgezeigt, wie sich eine Supply Chain durch Rollenspiel in Kombination mit haptischen Modellen ohne die genannten Restriktionen darstellen und modifizieren lässt. Die Beteiligten „leben“ die Prozesse und haben die Möglichkeit, ihre Umwelt nach ähnlichen Regeln wie in der Realität zu verändern.
Denn nur wirkliche Innovationen können den Vorsprung vor den Wettbewerbern sichern. Die Anschaulichkeit dieses Verfahrens fördert zudem die Identifikation und Motivation der Prozessbeteiligten, und stellt somit eine essentielle Voraussetzung für eine erfolgreiche Umgestaltung einer SC in der Realität dar.
Das Kapitel beschreibt Einsatzmöglichkeiten von Planspielen in der Personal-, Team- und Organisationsentwicklung. Dabei werden zunächst verschiedene Planspielformen (Individualplanspiel vs. Gruppenplanspiel, Unternehmens-, Funktions- und Branchenplanspiele, offene vs. geschlossene Planspiele, computergestützte Planspiele) vorgestellt, im Anschluss werden entlang eines typischen Ablaufs Hinweise für die Leitung von Planspielen gegeben. Das Kapitel enthält kurze Expertenbeiträge von Willy C. Kriz zum Einsatz von Planspielen beim Erwerb von Teamkompetenz in Organisationen und von Stephanie Birkner (Planspiele als Träger und Präger von Erfahrungswissen im Umgang mit Wandel).
According to Wilson and Holton (Changing manager mindsets—Report of the working group on the development of professional skills for the practice of Corporate Social Responsibility (Department of Trade & Industry, The Corporate Responsibility Group), 2003), Corporate Social Responsibility (CSR) entails behaviour that can be learned, but is not easily taught. As a consequence, a question arises: Can attitudes, knowledge, and skills important for teaching sustainable development and CSR be acquired with the use of simulation games? Based on the dynamically evolving educational market, current developments in educational psychology and practical experience as game developers, we provide evidence that games offer a unique toolbox for teaching CSR both in academia and in the organisational context. This learning approach comprises the missing link proposed in this chapter.
Even though all learning can be considered as learning from experience, there are significant qualities that make simulation games uniquely effective in teaching CSR. No other technique offers so many distinct features that can be employed in order to explore and understand CSR in practice—from gamified learning, to single-issue games, to complex system simulations. One of the qualities which characterises games is the potential to change participants’ mind-set with high fidelity simulations that allow them to discover complex relations and unexpected consequences of regular day-to-day business decisions, as well as to experience their long-term impact on the multiple bottom-line.
In this chapter, we provide both theoretical and practical insights into how simulations can be used for skills and knowledge development crucial for implementing CSR in a given organisational context. Apart from explaining the mechanisms behind the effectiveness of simulation games, we provide examples of different CSR simulation games developed across the world.
Online Gaming and Playful Organization explores the cultural impact of gaming on organizations. While gaming is typically a form of entertainment, this book argues that gaming communities can function as a useful analogue for work organizations because both are comprised of diverse members who must communicate and collaborate to solve complex problems.
By examining the impact of gaming beyond its own context, this book argues that one can apply numerous lessons from the virtual world of online games to the “real” world of businesses, schools, and other professional communities. Most notably, it articulates the concept of playful organizations, defined as organizations in which the ability to play has become so institutionalized that it is spontaneous, creative, and enjoyable.
Based on original research, Online Gaming and Playful Organization establishes an interdisciplinary framework for further conceptual and empirical investigation into this topic, with the dual goals of a better understanding of the role of online games and virtual worlds, and of the possible structural and cultural transformation of public and private organizations.
In this article, the authors assess the use of gaming/simulation for research purposes within the organization and policy sciences. They describe three categories of research: (a) gaming/simulation for pure research, (b) gaming/simulation for policy development, and (c) gaming/simulation for policy implementation and organizational change. For each category, an example project is described. Studying six projects and interviewing experts on these projects, they draw lessons for each category. At the end of the article, they conclude with eight methodological characteristics of gaming for empirical-analytical study of policy and organization projects.
Planspielmethoden haben ihren Ursprung im „Kriegsspiel“, das erstmals vom preußischen Militär entwickelt und eingesetzt wurde.
Die beiden Formen des „strengen“ und des „freien“ Kriegsspiels (Geuting 1992) nehmen dabei bereits grob heutige Ansätze der
„geschlossenen“ und der „offenen“ Planspielansätze vorweg (siehe unten). Bereits das militärische Einsatzspektrum zeigt die
Vielfalt von Planspielmethoden. Planspielmethoden wurden ab dem 18. Jahrhundert nicht nur für die Planung von Strategien und
Taktiken (von Panzerschlachten im „Sandkasten“ bis hin zu Kriegssimulationen mit realen Soldaten und Material in realer Landschaft),
sondern früh bereits in der Ausbildung und Personalauswahl von militärischen Führungskräften verwendet. Planspielmethoden
haben sich erst nach Ende des Zweiten Weltkrieges weitere Einsatzfelder erschlossen. An erster Stelle ist hier der Einsatz
von Planspielen im Bildungskontext (hier führend in kaufmännischen Berufsbildungsprogrammen), in der Organisationsentwicklung
und in der Strategieberatung von Entscheidungsträgern in Wirtschaft und Politik zu nennen. Planspiele eignen sich sowohl für
die Förderung allgemeiner Kompetenz im Umgang mit komplexen Systemen, als auch für die Unterstützung des Wissens- und Kompetenzerwerbs
im bereichsspezifischen Kontext (Kriz 2000a, 2001a; Capaul 2000). Planspiele haben sich als Bestandteil bei der Überprüfung
von Kompetenzen und als Prädiktor von Leistungen im Rahmen der Personalauswahl mit Assessment-Centern und Potenzialanalysen
und in beruflichen Trainings- und Bildungsprogrammen bewährt (Strauß/Kleinmann 1995; Högsdal 1996; Henning/Strina 2003). Die
Wirksamkeit von Planspielen ist zusätzlich bei Organisationsentwicklungen nachgewiesen (Geilhardt/Mühlbradt 1995; Geurts/Joldersma/Roelofs
1998; Ruohomäki/ Jaakola 2000; Kern 2003). Das deutsche Bundesinstitut für Berufsbildung (BIBB 2008) führt in seinem Planspielkatalog
rund 500 eingesetzte Planspiele allein im Berufsbildungskontext auf, insgesamt dürften aber, wenn man alle Anwendungsbereiche
kalkuliert, derzeit mehr als 2000 Planspiele in Deutschland im Einsatz sein.
Dualities play an important role in creating the conditions for change and managing planned change initiatives. Building on Seo, Putnam, and Bartunek's (2003) work, this study focuses on the dualities associated with managing change processes. A case study of a planned change process called the Circle of Prosperity Initiative, a multi-stakeholder dialogue designed to bring information technology to Indian country, was analyzed. Three dualities emerged regarding the structuring and management of the change initiative: (1) inclusion-exclusion, (2) preservation-change, and (3) centrality-parity. The findings suggested that these dualities were managed using Seo et al.'s (2003) strategy of connection. Notably, the strategy of connection relied heavily on the ability of change agents to set context within and between the different phases of the initiative and involved three specific practices for setting context setting: (1) commonplacing, (2) bounded mutuality, and (3) reflexive positioning.
Creating effective learning environments plays an important role in supporting organizational learning, changing individual and social interpretation patterns of reality, developing knowledge and competencies, and changing the sociotechnical systems of organizations. This article describes gaming simulation and the design of simulation games as a design-in-the-small approach that has always been a powerful method and is instrumental in modeling and changing social systems while aiming at their sustainable development. Gaming simulation as an interactive-learning environment propels the principles of problem-oriented learning into action and enhances a shift of existing organizational cultures and structures and in this way contributes to the design-in-the-large processes of organizations. The training program for systems competence through gaming simulation demonstrates that interactive design of simulation games supports change processes in the educational organizations.
An abstract is not available.
Traditionally, discrete event simulation is associated with system analysis due to its role as an operations research method. In this article, we consider a case study on the alternative use of simulation for training industrial workers in new working procedures. Essentially, training games are based on players learning from model responses to their decision-making. When stressing the role of the decision maker instead of operations—as in operations research—alternative demands on model set up and use arise. Identifying such demands and ways to deal with them helps to exploit existing simulation knowledge and tools for company training and engineering education. The case study deals with a manual assembly line for mail-inserting systems for which a simulation game for worker training was developed. Insights obtained are concerned with the inclusion of player decision-making in conceptual modelling, its implementation using a commercially available simulation tool, and the set up of valid game plots.Journal of Simulation (2009) 3, 17-28. doi:10.1057/jos.2008.8
Traditionally, discrete event simulation is associated with system analysis due to its role as an operations research method. In this article we seek to further exploit existing simulation knowledge and tools by discussing their use for serious gaming. Basically, serious gaming is meant to support players' learning for pedagogic purposes like training and education. We consider the alternative demands game use of simulation sets for model set up and application. Moreover, we propose an adapted framework for conceptual modelling, which addresses relevant issues in a systematic, step-wise manner. Use of the framework is illustrated by two case examples, highlighting simulation use for training and education respectively.
The purpose of this article is to introduce an advanced user interface concept for collaborative simulation game. The user
interface design was performed by a constructive proceeding. The functionality and the physical elements of a traditional
board game and the calculation performance of a computer simulation model were combined in the new multiplayer interface concept.
The operations of players are mediated to the computer through the game board elements, not through the standard input devices
of the computer. The key usability targets of the user interface have been also identified. Based on very early findings the
developed multiplayer interface seems to support the usability targets in terms of naturalness and collaboration. The conventional
arrangement with the digital multiplayer simulation games is the user interface, where each player has their own keyboard
and visual display. This study introduces new possibility for game designers to integrate a traditional board game concept
and a computer simulation model to enhance collaboration and learning in gaming.
In recent years several simulation-based serious games have been developed for mastering new business concepts in operations management. This indicates the high potential of simulation use for pedagogical purposes. Unfortunately, this potential is hardly reflected in simulation methodology. We consider this issue by identifying alternative demands game use of simulation sets for model building and application. Moreover, we propose a framework for conceptual modelling for simulation-based serious gaming, which addresses relevant issues in a systematic, step-wise manner. Use of the framework is illustrated by two case examples, highlighting simulation use for training and education respectively.
Experimental research on decision making and learning in dynamic tasks with the use of computer-simulation-based interactive learning environments as DSS is analyzed. A conceptual model encompassing key elements of decision making: decision, decision maker, and decision making process is constructed. The model draws on two sources: (1) the dynamic decision making literature and (2) a relevant learning theory- cognitive apprenticeship. Departing from traditional dynamic decision making research focus on how poorly subjects perform in dynamic tasks, our model, through acquisition-of-expertise hypothesis, attempts to increase our understanding of the way in which expertise on dynamic decision making could be acquired through training with computer-simulation-based interactive learning environments.
ABSTRACT Web based training (WBT) is able to reshape human interaction. Peer review processes, such as adhered to by journals and in the context of political processes such as accession to the EU, have aided in safeguarding quality in the academic field since long. University curricula, however, have not yet fully taken into account training for such mutual evaluation activities. One of the key approaches of the recently designed negotiation game “Surfing Global Change” (SGC) is to complement traditional roles of “teacher versus students”. Therefore, in level 2 of SGC students write, review, assess and update standpoints while making use of a web based discussion forum. A statistical analysis of student activities is provided alongside conclusions regarding motivations of different clusters of students. Independent sets of skills might be discerned in the final academic result.Taking the example of SGC’s collaborative process design and teaching methodology, the present paper discusses the influence of various concepts and methodologies of education and training while focussing on student-teacher interactions.
TOJDE: ISSN 1302-6488
This article describes the emergence of change management as a service offering of major consulting firms. The authors compare change management with traditional organizational development (OD) in terms of theory and analytical framework, the role of the interventionist, and intervention strategies. They argue that change management has the potential to become a discipline that can unite the different “thought worlds” operating in the field of planned organizational change.
Sumario: In a study of thirty organizations, the authors found that improvement methods for knowledge work ranged from the classical top-down approach to a more laisez-faire philosophy that allowed professionals to design and execute their own work. Companies should probably choose an intermediate approach that reflects the type of knowledge work, the organizational culture, and the projects business requirements
How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.
The recent popularity of the reengineering approach to changing the way work is done in organizations, combined with even more recent reports of failures in using this approach, motivate this article. The authors, a business process redesign (BPR) and an organization development (OD) practitioner, draw on their experiences, including five cases of organizational change, to ask whether OD could provide a framework of organizational understanding and change management that would enable BPR to be implemented successfully. The difficulties of collaboration across these two disciplines are explored. These include the different histories and approaches used as well as differences in language, values, and organizational arrangements. The cases suggest that although an OD framework enhances the likelihood of BPR success, more research is needed in this area. Additional variables to explore are the client organization's knowledge base, the roles of the consultants in the change effort, and their mutual relationship.
Introduction 1. An Overview 2. Organizational Participation: A View from Psychology 3. Organization Theory and Participation 4. Collective Bargaining, Unions, and Participation 5. Playing the Devil's Advocate: Limits to Influence Sharing in Theory and Practice 6. Participation Works - If Conditions are Appropriate 7. Myth and Reality: Valediction
To cope with drastic changes and ambiguity, many companies are now trying toflatten their organizational structures, because aflat organization can sense its customers'needs and respond quickly to changes in the markets. To flatten its organizational structure, a company has to loosen its couplings, giving its subsystems autonomy, and let them make their own decisions. However, autonomy without a clear central direction will only result in chaos. Commensurability provides central direction indispensable to a loosely coupled organization. Simulating/gaming can facilitate organizational change by improving the commensurability of interpretative frameworks.
This article proposes sociotechnical system theory as a framework for analysing the relationship between technological and organizational innovation and as a tool for managing change as a process of organizational learning. The article focuses on the barriers to change and the way in which the dilemma between expert design and participatory development is approached. The technological and organizational innovation in an automated clearing house for payment transactions has been used as an example. The longitudinal case research focuses on the dynamics of change and illustrates the importance of learning processes during the innovation to realize flexibility and innovative capacity within the organization. The article concludes that sociotechnical system theory provides a basis of knowledge for redesigning organizations as well as developing organizations by learning processes. It indicates six barriers to technological and organizational innovation and offers a perspective on how to integrate design strategies with a participative learning strategy for fundamental change.
Reengineering has attained tremendous popularity for what it promises, but experience shows that its real returns are far lower than expected. This article explores the process of reengineering and suggests that one reason for this lack of results is the traditional technocratic assumptions and practices that underlie the actual practice of reengineering. Based on a field study of a dozen large reengineering engagements, the article suggests that several flawed assumptions about reengineering practice get in the way of producing the desired results. For example, lack of leadership engagement, limited participation, and low commitment to learning all sow the seeds for ultimate lack of results. The article proposes a broader set of assumptions about the process of large-scale change and offers a road map of key processes to guide redesign efforts that engage leadership and employee commitment, motivate employees to change, and set the climate for learning and renewal.
The accelerating rate of change and the increasing uncertainty in the outcomes of change are evident across the whole business arena of today. This uncertainty is the result of the very complex and often inexplicable nature of our environment and the problems within it. Successful organizations are not trying to respond to this challenge by predicting the future, but are developing their ability to continuously learn and adapt to changes in their environment. This ability to adapt requires the organizational ability to learn. The process of developing and implementing games and simulations is one of the most effective approaches in enabling such organizational learning. Games and simulations help organizations develop symbolic thinking and gestalt understanding; help them create memories of the future; enable shared experiences and the building of shared intelligence; and, possibly most important, develop their members’motivation and confidence to act.
The theme of the 1997 conference of the International Simulation and Gaming Association (ISAGA) concerned simulation/games for policy development and organizational change. The conference aimed at bridging the gap between the gaming discipline and the policy and organization sciences. In academic and professional journals on policy, strategy, and organizational change, very few articles can be found on successful application of these kinds of simulation/games. Here, a brief overview is given of simulation/games for policy development and organizational change, based on an analysis of about 60 contributions to the proceedings of the 1997 ISAGA conference. In particular, this article considers the contributions that have been selectedforpublication in thisspecial issue of Simulation & Gaming: An International Journal.
States that highly structured methods and tools for bringing about organizational change are frequent features in both the management literature and the practice of management consultants. Reports that, in order to understand the nature and popularity of these methods and tools, a study of the availability and use of methods in business process re-engineering (BPR) projects was carried out in five large consulting companies. Identifies six functions of methods on the basis of this study. Finds that methods play important roles both in the consulting organization and in the consultant’s interaction with the client in the specific change project. Also reveals that common to the identified functions is an ability to store and transfer knowledge, which contributes to the change process interface for clients and consultants. Shows also that consulting companies with very different professional backgrounds have very similar approaches to BPR projects. Identifies and comments on the similarities between these companies’ methods in respect of managing change.
Japanese companies have become successful because of their skill and expertise at creating organizational knowledge. Organizational knowledge is not only the creation of new knowledge, but also disseminating it throughout the organization, and embodying it in products, services, and systems. Knowledge is the new competitive resource, and its creation and utilization is a dynamic, interactive process. Knowledge is used as the basic unit of analysis to explain firm behavior; a business creates and processes knowledge. Knowledge may be explicit or tacit; this study treats them as complements that form a dynamic relationship. The individual interacts with the organization through knowledge; knowledge creation occurs at the individual, group, and organizational levels. The forms of knowledge interaction (between tacit and explicit, and between individual and firm) produce four major processes of knowledge conversion: from tacit to explicit, explicit to explicit, explicit to tacit, and tacit to tacit. Japanese companies create new knowledge by converting tacit knowledge to explicit knowledge. The book has three goals: to formalize a generic model of organizational knowledge creation, explain why certain Japanese companies have been continuously successful in innovation, and develop a universal model of company management based on convergence of knowledge practices in Japan and the world. First presents a philosophical exposition of knowledge and its application to managemen, then the core concepts of knowledge creation, with four modes of knowledge conversion. The Matsushita company is used to illustrate the process model of organization knowledge creation. The two traditional styles of management (top-down and bottom-up) are shown not to be effective in fostering the dynamic necessary to create organizational knowledge, and a new organization structure considered most conducive to knowledge creation is proposed. (TNM)
Sumario: The individual in the organization -- Groups in the organization -- Organization structures -- Organizational change and development -- Management in the organization
Sumario: Managing complex change -- The demand system: forces in the environment -- Dynamics of organizations: where change occurs -- The change process: why change? -- Defining the future state -- Assessing the present: benchmarks for change -- Getting from here to there: transition management -- Commitment planning and strategies -- Managing complexity
Diss. -- Espoo -- Teknillinen korkeakoulu.
This study concerns the simulation game for organisation development focusing on the development, use and evaluation of the Work Flow Game (WFG). It is a method for participatory improvement of work processes and knowledge work. The WFG is tailor-made and based on the simplified model of the real work process and work activity of the employees. The theoretical framework of the study includes the discipline of simulation gaming, organisation development tradition in behavioural science, the sociotechnical systems approach and the business process re-engineering. The aims of the study were to develop and to use the simulation game for work process improvement, to evaluate the experiences of the participants, to evaluate effects and outcomes of the WFG and to create an evaluation framework of the simulation game. The WFG was constructed in close interplay between academic research and practical organisation development in ten organisations. Longitudinal, intensive case studies in three organisations described the use of the WFQ including its planning, the game day and the debriefing, and evaluated its effects and outcomes. The evaluation focused on the participants' (N=98) experiences in the WFG and ideas for work and organisational improvements collected by questionnaires and interviews before and after the WFG. Video recordings were used for documenting. Performance measurements were collected on the quality and efficiency of the work process. Occupational health checks on personnel were used in one organisation. As part of organisation development, the WFG proved to be useful for analysing the present state of work processes, and for testing new operational modes, particularly when planning and implementing new information system. The WFG integrates work process improvement, use of information technology, and participation and learning by personnel. The WFG promoted the participants' interaction, communication and co-operation across organisational borders. The participants obtained an overview of the work process and its development needs. The WFG promoted participants' idea generation and also creation of organisational innovations, which were not presented before the WFG. The improvement ideas were implemented in the organisations: the work process was redesigned, division of work was clarified and the new information system was implemented smoothly. These activities indicated improvements in the quality and efficiency of the work process and in customer relations, overtime work and workload peaks of employees were decreased. The participants had positive attitudes towards the WFG and perceived it a useful method. In conclusion, a model was created on the effects and outcomes of the simulation game within the context of organisation development. The role of the WFG can be described as that of a catalyst for organisation development. Report / Helsinki University of Technology, Industrial Management and Work and Organizational Psychology, ISSN 1239-4831; 20
Introduction1. The Crisis That Will Not Go Away2. Reengineering-The Path to Change3. Rethinking Business Processes4. The New World of Work5. The Enabling Role of Information Technology6. Who Will Reengineer?7. The Hunt for Reengineering Opportunities8. The Experience of Process Redesign9. Embarking on Reengineering10. One Company's Experience-Hallmark11. One Company's Experience-Taco Bell12. One Company's Experience-Capital Holding13. One Company's Experience-Bell Atlantic14. Succeeding at Reengineering15. Questions that Readers Ask the MostEpilogueIndex
Veranderen moet je leren. Een evalutiestudie naar de opzet en effecten van een grootschalige cultuurinterventie met behulp van een spelsimulatie {Change has tobe learned}.Unpublished doctoral dissertation
- L De Caluwé
Työn muutoksen työvälineet. Muutoksen hallinnan sosiotekniset menetelmät [Sociotechnical tools and methods for managing change
- M Vartiainen
The crucial tools for change management
- M Vartiainen
Knowledge sharing and value reproduction. The WORK FLOW GAME as a case example
- M Pankakoski
Simulation games as tools forwork development and their psychological bases
- M Vartiainen
- V Ruohomäki
Unpublished doctoral dissertation, Helsinki University of Technology, Industrial Management and Work and Organizational Psychology
- M Pankakoski
The WORK FLOW GAME-A new method for developing office work
- E Piispanen
- V Ruohomäki
- M Pankakoski
- V Teikari
Unpublished doctoral dissertation, Helsinki University of Technology, Industrial Management and Work and Organizational Psychology
- V Ruohomäki
Unpublished doctoral dissertation
- A Salminen
Games in operations management
- J Riis
A simulation game for the development of administrative work processes
- V Ruohomäki
Developing transferable skills in education and training. The simulation and gaming yearbook
- J Klabbers
The WORK FLOW GAME for knowledge work. A handbook
- E Piispanen
- M Pankakoski
- V Ruohomäki
- V Teikari