Goal-Based Manufacturing Gamification: Bolt Tightening Work Redesign in the Automotive Assembly Line
Recent productivity-oriented technologies (e.g., industrial robots, assistive wearable tools) have more focused on production capacity rather than workers roles and experiences in the manufacturing process, and as a consequence, task have become simple an
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. Roh et al.
emotional experience which are related with intrinsic motivation in the workplace. An empirical study was carried out by five participants. They were instructed to tighten bolts in three different interface conditions (e.g., default condition; reactive condition; and gamification condition). During the task, their flow level and emotional state were assessed by experience sampling method (ESM). The benefits of the manufacturing gamification in the worker’s flow experience and positive emotion are also discussed. Keywords Manufacturing gamification Emotional experience
Intrinsic motivation Flow experience
1 Introduction Simple and repetitive task in the modern factory, which is beneficial for increasing production capacity, actually have some side effects on the worker’s mental and physical well-being [1]. For instance, long labor time for monotonous task induce great perceived fatigue and boredom [2]. Also, working with the same position repetitively can cause musculoskeletal disorders like carpal tunnel syndrome and tendonitis [3, 4]. These mental and physical shortcomings gradually decrease worker’s motivation [5], and negatively impact on the atmosphere of overall workplace environment [6]. To solve the above-mentioned problems, some approaches have been proposed. For example, Toyota proposed and applied TPS (Toyota Production System) based on three principles (elimination of waste movements by workers, consideration for workers’ safety, and self-display of workers’ capabilities by entrusting then with greater responsibility and authority) [7]. Beginning with the practice from Toyota, various researches have been conducted, such as worker education based on the analysis of the different steps and operation characteristics [8], tool development/improvement to reduce the worker’s physical burden [9], and the intelligent robot system for automated factory environment [10, 11]. From the efforts to reduce physical pain and fatigue, more recent studies consider the way to improve worker’s innate motivation and mental well-being. Incentive, an extrinsic reward for workers, is one the most prevalent example [12]. When workers got an extrinsic reward (e.g., an end-of-the-year bonus, performance-related pay) their efficiency for work significantly increase [13]. However, this extrinsic reward has a pitfall. When workers framed by the extrinsic reward system, their innate value for work is decreased. They perceive their work less important and start to depend on extrinsic reward; that is, when extrinsic reward declines, workers’ motivation and satisfaction for work more severely decrease [14]. Advanced from the extrinsic reward, ‘flow theory’ propose a concept of intrinsic motivation—an interest or enjoyment in the task itself rather than relying on external reward—as a solution to increase worker’s motivation [15]. This intrinsic motivation can be designed through balancing the level of task and worker’s skill.
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While working, when both challenge and skill are well
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