We at FPL, brings together multidisciplinary, collaborative teams to develop cutting-edge behavioral research at the intersection of technology, design and behavioral sciences. Over the last few years, we have collaborated with academicians and practitioners from diverse disciplines to research and explore areas related to experience design. Few of our published research work are available here.
Role of reinforcements in gamification
This study is an attempt to find out the importance of reinforcement in gamification. As per the findings, when reinforcement decreases in gamification, employee motivation towards work decreases and as a result work performance decreases. Regular and continued reinforcements play a critical role in employee motivation towards work and employee work performance. The study also gives an insight into the importance of praise, learning and continuous improvement.
Agile HR as Catalyst: A Regenerative Framework to Thrive in an Evolving World
Through this framework, we intent to reposition the role of HR personnel as a catalyst who embraces agility and enable the organization to be more responsive in this evolving world. Agile HR wears a new hat as a facilitator to leverage the seven dimensions of the framework that includes competence, circles, cadence, catalyst, conversations, context and clarity, to create employee experience where work becomes play. Based on the results observed from experiments done at two product based startups during the year 2020, we believe this alternate approach will help to get work done better. The observations includes an alignment to a larger purpose, increased employee engagement, accountability and a steady rise in predictability of team outcomes.
Nucore Transformation Journey: Thriving at uncertain times
The COVID-19 outbreak took down travel industry and its associated businesses in 2020, with still no major signs of recovery. This action research explores the approaches and actions an organisation took during the looming crisis to innovate and respond proactively to beat all the odds. The preparations and nimble actions by the leadership team guided by strong principles helped the organisation steer through and launch six products during one of the toughest phases of its existence.
A Behavioural Science Perspective on the Menace of SUPs and the COVID-19 Pandemic
The Covid-19 pandemic diluted all the previously taken efforts to mitigate the use of SUP. The use of plastic was allowed keeping mind the prevailing situation where plastic was framed useful instead of harmful. Policies aimed at plastic reduction had to be rolled back amidst the pandemic, triggering hygiene concerns, creating devastating setbacks, including transition away from SUPs. In light of this paradigm shift, it is important to assess the barriers of behavioural change, the way we talk about plastics and turn towards behavioural science field which is with solutions aimed at discouraging consumers to use SUPs. The plastic problem is as much of a policy problem, as it is a behavioural one. Thus, in order to begin eradicating SUPs from our lives, there is a need to rethink about the problem in the light of this new situation and implement a combination of and policies to change the existing mental models of consumers towards SUPs and achieve the desired behaviour.
VIBGYOR: A Regenerative Framework for Organisations to Thrive in an Evolving World
Work is not working anymore. Taylorism still prevails even though the scope of work has moved from physical work to knowledge work. We need a paradigm shift to make work, work. To address this need, “VIBGYOR” framework is proposed based on available studies and experiments conducted. The VIBGYOR framework, comprises of seven dimensions that includes competence, circles, cadence, catalyst, conversations, context and clarity, to create employee experience where work becomes play. Based on the outcomes observed from experiments done at five product based startups for more than ten quarters, it is believed that this alternate approach will help to get work done better. The observations includes an alignment to a larger purpose, increased employee engagement, accountability and a steady rise in predictability of team outcomes.
The paper is available as part of the conference proceedings (pages 847-853). The link to proceedings is available below.