True or false: games can be designed for business training and stimulating learning.
Show
Under a Creative Commons license Open access Highlights• Literature Review investigating the effect of using the game-based learning platform Kahoot! in the classroom. •Focus on learning performance, classroom dynamics, students' and teachers' attuites and perceptions, and student anxiety. •Includes 93 quantitative and or qualitative studies including experiments, crosssectional, mixed method, and case studies. •Main conclusion is that Kahoot! has a positive effect on learning performance, classroom dynamics, attuites, and anxiety. •Main challenges include technical problems, see questions and answers, time stress, afraid of losing, and hard to catch up. AbstractKahoot! is a game-based learning platform used to review students' knowledge, for formative assessment or as a break from traditional classroom activities. It is among the most popular game-based learning platforms, with 70 million monthly active unique users and used by 50% of US K-12 students. Since the platform was released in 2013, many studies have been published on the effect of using Kahoot! in the classroom, but so far, no systematic analysis of the results. This article presents the results of a literature review on the effect of using Kahoot! for learning and, more specifically, on how Kahoot! affects learning performance, classroom dynamics, students' and teachers' attitudes and perceptions, and students' anxiety. The literature review includes 93 studies, and the main conclusion is that Kahoot! can have a positive effect on learning performance, classroom dynamics, students' and teachers' attitudes, and students’ anxiety. However, there are also studies where Kahoot! has little or no effect. The main challenges mentioned by students include technical problems such as unreliable internet connections, hard to read questions and answers on a projected screen, not being able to change answer after submission, stressful time-pressure for giving answers, not enough time to answer, afraid of losing, and hard to catch up if an incorrect answer had been given. Further, the main challenges mentioned by teachers include getting the difficulty level of questions and answers right, problems related to network connectivity, scoring based on how quickly the students answer reducing student reflection and cause some students to guess without thinking, that some students can have a problem with failing a quiz, and some teachers find it challenging to use the technology. KeywordsGame-based learning Engagement Classroom dynamics Literature review Kahoot! Cited by (0)© 2020 The Authors. Published by Elsevier Ltd. Gamification is a word with a lot of baggage! Maybe you hear it, roll your eyes and think “buzzword”. Or perhaps gamification in elearning sounds a bit daunting to you? The truth is, there are loads of ways to incorporate games and gaming elements into your corporate elearning. Read on to learn more and for a few inspiring examples of gamification in elearning.
How to use gamification in elearning. Best practicesWhen it comes to gamified elearning, it’s not usually about designing a full-blown video game. The best gamification takes elements that make games engaging, motivating or educational and incorporates those into the online learning experiences you design. To use gamification in elearning, it’s best practice to incorporate elements such as: 1. Stories Create a compelling storyline to captivate your users and take them on a journey. Create a story that embeds users in the plot as they tackle each section of the content. This is a great way to create immersive content and keep learners engaged throughout. Incorporating characters or avatars to represent employees can add an extra layer of fun to this form of gamification in business. 2. Visual design Eye-catching visuals and aesthetically pleasing designs can make your corporate elearning more appealing and draw your users in. Combine bright colours and graphics for a visually stimulating learning experience. 3. Competitions Who doesn’t love a bit of healthy competition? Gamification at work can allow users to compete against others in their team or anonymous players, or even against themselves to keep motivation levels high. Consider including leaderboards so learners can see how they’re performing against their peers. This is especially effective for sales reps and top-performing employees, who particularly want to keep achieving more. 4. Challenges Use elearning gamification to reward your learners with smaller, more frequent tasks and then ramp up the difficulty level as the session progresses. This will not only help them get into the swing of things, but leave them primed and ready for more difficult, rewarding challenges using what they have learnt along the way. 5. Rewards Gamify your learning to incentivize your users in the way of rewards such as badges, medals or unlocking new levels can help to boost their motivation and keep them engaged for longer periods of time. 6. Feedback Providing instant feedback when a learner completes a task or quiz is a great way to keep them focused and engaged as it allows them to track their progress as they move through the different stages of the game. 4 Best Gamification Elearning ExamplesHere are four examples of gamification in elearning that show different ways to incorporate some or all of these gaming elements. 1. A timed quiz pits the learner against millionsIf you need data but are struggling to engage users, take inspiration from this Open University gamification example. The quiz contributes valuable data to facial recognition research, but from a user perspective a few simple features present it as a game. It manages to be fun and engaging, but also academically useful. Why it works:
Click here to play the game 2. A gamified quiz with badges to motivateWhen does a quiz become a game? Perhaps when visual rewards and badges are introduced alongside basic point-scoring, or maybe when a timer introduces an element of competition. This gamified elearning example does both of those things, as well as demonstrating several different question types. Why it works:
Click here to go to this example 3. Scenario + game elements = sales simulationThis gamified elearning demo shows how simple gaming mechanics can be cleverly applied to a scenario-based approach. The result: a realistic learning environment that really resonates with salespeople. Why it works:
Giftable | Click here to go to the demo 4. A story-led life-saving gameThis multi-award winning solution stands the test of time as a great example of gamified elearning. What makes it stand out is the combination of gaming principles with immersive storytelling and strong characters. Why it works:
Click here to play the game The Benefits of Gamification for Businesses & EmployeesGamification in business comes with a number of benefits, both for the organization and participating users. Here, we take a look at some of the most prevalent benefits of gamifying your learning. 1.Encourages active learning The gamification of elearning encourages learners to take an active role in their learning by providing them with ample opportunities to interact with the content. Rather than passively absorbing information, learners can test their knowledge as they go and gain instant feedback. 2. Promotes continuous learning The competitive element of gamification can spur users on to beat their score or move to the next level, which promotes continuous learning. Users are also more likely to revisit a module if they feel they can score higher, meaning they’re more likely to retain the information through repetition. 3. Improves productivity Incorporating gamified elements into your corporate elearning can help employees to stay engaged for longer, meaning they get through more content in less time. Instead of spending half an hour watching a training video, learners can take part in three 10-minute quizzes, for example. Research has concluded that 89% of respondents would be more productive if their work was gamified, with increased happiness levels at work. 4. Creates more enjoyable learning experiences Not only does gamification help employees to stay engaged for longer periods of time, but it also provides a more enjoyable learning experience. This helps your digital learning become less of a chore and something users can enjoy getting stuck into, instead! 5. Allows companies to collect performance data (and track performance against learning objectives) L&D teams can leverage gamified workplace assessments to gain useful insights into employee performance and uncover topics or concepts that employees may need further training on. This can help to inform future elearning material and identify where existing modules may need improvement. Limitations of Gamification in ElearningWhile gamification in elearning has many benefits, it’s not necessarily right for every purpose. In some instances, where you’re dealing with more serious or challenging topics, such as compliance, for example, it may not be appropriate to gamify your content as it may detract from the key messages or takeaways. It’s important to treat each topic or module as unique and set your learning objectives before you decide whether gamification will be effective. Gamified content may also not be the right fit for your company depending on your company culture and/or sector, so you should also factor this in when designing your corporate elearning content. The most effective elearning programs are tailored to their users and individual learning needs, so if gamification isn’t right for you, experiment with other formats. Check out our guide to elearning best practices for inspiration. Best tips for elearning gamification1. Start small but don’t cut cornersRather than going all-in on a high-profile gamification project, target a particular business area, audience or programme and experiment with different approaches. Make sure you have some control data and gather more after implementation to assess value add. Build up to more complex or widespread implementations. Just remember, starting small doesn’t mean just adding points to a task or tacking a leaderboard onto an end-of-course quiz. The game mechanics have to serve a purpose beyond ‘making it fun’ for gamification in business to be truly beneficial. 2. Prioritise the learning, not the gamePoints and competition only deliver value if they’re tied to behaviours and performance. Always get the learning objectives straight first and design game mechanics to be in service of those. It can be worth developing a hierarchy, whereby points are easily earned (maybe for completing a profile or sharing the course) and accumulate quickly, but badges are more meaningful, offered only in return for doing something that demonstrates new knowledge, competence or skills. 3. Be clear on criteria and progressionTransparency and clarity about how the game works will keep people engaged and motivated. What tasks earn points? What do points mean? Perhaps they translate into badges or unlock new content. What’s the criteria for reaching the next level or reward? What do rewards mean in reality? (Maybe they translate into tangible or financial benefits, or serve as accreditation of a skill that opens opportunities.) 4. Ramp up the challenge graduallyLearners need frequent, easy achievements to begin with. Once they’ve got to grips with things and seen that effort reaps reward, they’re primed and ready for a bigger challenge. The aim should always be for the next level to be within sight, challenging but attainable. Even better if each new challenge requires learners to draw on what they’ve most recently learnt. 5. Don’t disregard individual competitionIt isn’t always feasible or appropriate to pit learners against learners on public leaderboards – but that doesn’t mean you can’t successfully gamify your content. Social polling lets an individual see how they compare to others, but anonymously. Or take FitBit: it has the community aspect, but plenty of people use it without that. There’s something intrinsically rewarding, even slightly addictive, about setting a goal and measuring your progress towards it (then hopefully achieving it!). 6. Facilitate continuous learningLook for ways to encourage learners to keep returning and improving their score (and therefore, their skills and competence!), such as resetting leaderboards regularly or introducing new challenges or rewards periodically. Give people a reason to keep coming back rather than considering their learning ‘done’ and you’ll be supporting a culture of continuous, informal or on-the-job development. SummaryThese four examples show that including gamification in elearning doesn’t have to be daunting. Gaming elements such as points, badges and levels can – with a little thought – add an extra dimension to your online courses that will help engage learners and make your content stick. To discuss these gamification examples of to find out how Elucidat can help you add gamification at work, get a free personalized demo today. We can help you do it!
Which of the following are advantages of using simulation as a training method?8 Top Benefits of Training Simulations in the Workplace. Real-Life Experiences. With training simulations, employees gain first-hand knowledge of tools, programs, and devices. ... . Immediate Feedback. ... . Knowledge Retention. ... . Cooperation and Competition. ... . No risks. ... . Quantifiable Training. ... . Multiple Uses. ... . Reduced Costs and Time.. What term is used to describe game based strategies that are applied to e learning programs?Gamification is about applying gaming strategies to improve learning and make it more engaging for individuals. Gamification for learning can be beneficial because games instill lifelong skills such as problem-solving, critical thinking, social awareness, cooperation, and collaboration.
Is a system of activities designed to educate employees?“Employee training is defined as a planned set of activities for imparting knowledge to employees, such that it leads to a growth in job skills required for organizational growth.”
What term describes employees learning by observing peers or managers?Social learning happens by interacting with and observing other people. In the workplace, this occurs through co-workers and managers. By completing tasks or projects and overcoming challenges together, your employees learn from their peers while working towards a common goal.
|