Category Archives: Discipline Collaboration

Everest latest disaster

http://www.huffingtonpost.com/2014/05/08/everest-accident_n_5291159.html

Did teamwork fail in this case? Or was there a lack of leadership? Or can we attribute this disaster to just bad luck?

Bad luck seems to play a considerable role in disasters at Everest, and from the class it seems that ‘luck management’ should be a mandatory skill before attempting to scale the highest mountain in the world, and yet these accidents keep happening.

Blame me for being for India, but what about fate? Beck Weathers should have died in the storm like Namba, but he didn’t. Fischer shouldn’t have died – he’d done this several times, but he fell sick and died. What do we attribute this to?

“Going Streaking”

One thing that Mike Berger brought up in the last assignment when we were studying mobile applications that encourage behavior modification was the idea of streaks. I remember with CodeAcademy (which has plenty of problems, but does a few things right) how it encouraged me to not break my streak. I’m just learning git and how to use Github, I noticed that it has the same feature, and incorporates a simple but clear visualization of your work. While Github isn’t directed towards behavior modification and this may incentivize certain users to push too many small commits, it’s also a compelling way to track yourself and keep at a project.Screen Shot 2014-05-07 at 6.04.30 PM

Collaboration Without Feedback- Changing Online Possibilities

Something I’ve been fascinated with this semester is the Twitch Plays Pokemon phenomenon.

Screen Shot 2014-05-05 at 5.28.00 PM

 

 

 

 

 

Twitch Plays Pokemon (http://www.twitch.tv/twitchplayspokemon) started out as the original Pokemon Red game, a single player game from the 90s built for the GameBoy. An emulator of the game was hosted on the Twitch website, and accepted commands (A, B, Start, left, right etc) from a text entry box that any users could connect to. As such, it was a single player game run by thousands and thousands of concurrent players; somehow, despite thousands of “trolls” and an inability to directly plan gameplay, the users won the game after 16 days.

I’ve studied the game as part of my work for Social and Organizational Issues of Information, and it is pretty remarkable. It shows what can be achieved without any mechanisms for feedback- for instance, users don’t know whether there command got chosen or not for any “move” (e.g. if the character moved left, was it because they typed “left” or because of someone else). And the likelihood of any single user having an impact on the actual gameplay is minimal. Yet hundreds of thousands of people played.

We’ve talked a lot about these issues in a variety of ways, from gamification to peer pressure to the build/fight/unite framework for getting teams to achieve their utmost. But I think we can learn two things from Twitch Plays Pokemon.

First, that online forums for communication and collaboration are still new, and we haven’t yet reached the limits of their designs. While enterprise knowledge exchange systems, wikis and peer annotation seem like they have been around forever, in fact they are just some of the first developments for online collaboration. People will continue to develop more and more creative ways for online socializing and online collaboration, and these tools may ultimately be more effective for changing behaviors or achieving extraordinary results than anything we have currently designed. We should continue to push the envelope with what is possible.

Secondly, Twitch Plays Pokemon lays out some of the assumptions we bring to the table when we think about collaborative achievement as part of a team or social group. The system affords no feedback to users, no leaderboard, no positive reinforcement. It is bare bones. However, users still flocked to it. The likely cause is threefold- first, that it was an unique system, second that the game chosen had a particularly enthusiastic fan base, and third that it gained significant media attention. Whatever the reasons, it shows that when evaluating how to achieve extraordinary results (I consider a hundred thousand people defeating a single player game without speaking to each other directly extraordinary) we should be willing to consider the absurd.

How much do you help others in your job?

When do feel accomplished at your job? It is incredibly, but the way in what we are measuring and rewarding success could be wrong. As we know, measuring individual achievements has been the standard for many companies for a long time, but Adam Grant says in his book that helping and teaching  others in our job is not a time killer, but the key for professional success.

Grant recognizes that the results are not immediate nor evident in the short run, but he has discover that helping others can give you more benefits than working on 100% your own goals in the long run. the question is why?

Better relationships: the “givers”, can build deeper and wider connections with other people. They can build trust, networks and getting access to new ideas.

Better motivations: Grant explains that helping others enriches the meaning and purpose of our own life, showing us that our contributions matter and energizing us to work harder, longer and smarter.

Learning: Using different examples, Adam noticed that collaborating with others becomes naturally a learning experience. The givers need to create solutions to problems that they have not face yet and they learn more about different routines.

But we have to be careful when we apply the classical idea of giving in our daily life. In this blog post, he speaks about the three biggest myths about giving:

It is not about being “nice”. Being generous it is not about being nice, and people that thing that they always have to be nice in order to give, they fail to set boundaries, rarely say no and become doormats, letting others walk all over them

Giving is not about altruism. Successful givers secure their oxygen masks before coming to the assistance of others. Although their motives may be less purely altruistic, their actions prove more altruistic, because they give more.

Giving is not about refusing help from others. The clearest distinction between failed and successful givers is the willingness to seek and accept help. When people focus on giving, they often become fearful of asking. They don’t want to burden or inconvenience others—they want to be givers, not takers. Sadly, this leaves them suffering, because they lack the support of others.

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Adam is an expert in organizational psychology, the youngest full time professor in Wharton, and a consultant for big companies like Pixar, Goldman Sachs, Facebook and others. He has centered his work in work motivation, prosocial giving and helping behaviors, and in his book, Give and Take, he proposes that helping is not an enemy for productivity, but the mother lode, the motivator that spurs increased productivity and creativity, as is described in the New York Times.

Sources:

http://www.nytimes.com/2013/03/31/magazine/is-giving-the-secret-to-getting-ahead.html?pagewanted=all&_r=1&

http://www.giveandtake.com/Home/AdamGrant

http://adammgrant.tumblr.com/post/80635914211/the-three-biggest-myths-about-giving-and-how-to-become

https://mgmt.wharton.upenn.edu/profile/1323/

http://www.theatlantic.com/health/archive/2014/03/how-to-succeed-professionally-by-helping-others/284429/

 

 

Pi-Shaped people

“Before the data revolution, scientists could be thought of as a “T-shaped”—broadly skilled with depth in their fields of expertise. But in this data-rich era of discovery, Lazowska says scientists will need to be “Pi shaped” (π): still broadly skilled, but now with deep expertise in data science in addition to their scientific domain.”

from Big Data Grant from Moore, Sloan Aims to Make Pi-Shaped Scientists 

The article states that after the data revolution we are not only in need of T-shaped people but Pi-shaped instead. Do you agree?