Gamification
by KATIA SOVA | 2025, September 12
Enhancing Motivation in IT Teams
In the IT sector, which is the second-largest industry after construction, AI adoption and gamification enforce business processes optimization, team effectiveness, and employee engagement (Nenni et al., 2024). However, as a relatively young industry, IT companies face challenges in staffing management positions. These roles are typically filled by one of two profiles: individuals with strong technical skills but limited managerial experience, or experienced managers transferred from non-IT engineering fields. Junior specialists bring advanced technical expertise, while senior managers contribute primarily management experience; neither group is fully equipped to oversee IT projects effectively. The company results in experiencing high turnover that affects the firm’s performance.
The company is young, six years old. It operates with captive model providing ERP platform services for a limited group of customers. During 10 months the organization faced obstacles in forming two analytical teams because new hires left the firm within onboarding period.
To address the challenges and align with the company’s values, the paper aims to explore the underlying issues and propose solutions for improving project management, meeting employee needs, and supporting business goals.
Literature Review
As the ancient military strategist Sun Tzu (2004) stated, “Strategy without tactics is the slowest route to victory. Tactic without strategy is the noise before defeat.” The research explores the case from six theoretical perspectives. Each area is structured around general idea and specific topics.
Leadership applies the theory of eight concepts by Russell (2011) to establish a framework for agile governance.
Human resources field contributes to the people management model, competency frameworks, and learning theories. The Harward Model and Strategic Contingency Theory underscore HR initiatives linked to motivational and workforce engagement.
Project management provides the framework for project development and offers problem-solving tools along with quality control methods.
Organizational theory helped to analyze the business structure through Mintzberg’s framework, which emphasizes the importance of middle-line operations. Classical Management Theory incorporates the foundational principles of Max Weber, Frederick Taylor, and Henry Fayol.
Organizational behavior includes a gamified approach by applying motivation theory. The Octalysis model, developed by Yu-Kai Chou, is utilized to design gamified solutions and foster employee motivation and retention (Marisa et al., 2020).
Root Cause Analysis
The analysis uses such methods as Five Whys and Pareto Chart. The techniques detected the issue related to PM expertise and mission a strategy alignment.
It becomes obvious that motivation and communication with the customers were fundamental issues leading to turnover and missed deadlines.
Leadership Analysis
The research identified that the major executive style is Transactional also known as carrot-and-stick approach. The practice triggers only short-term motivation. Thus, the recommendation here is switching to Transformational perspective to incourage higher employee engagement.
Mintzberg’s structure presented in Figure 4 shows that project managers take an extra duties from other departments that leads to delays and misconduct. Ergo, it is imperative to train managers in Situational leadership focusing on project management with analytical tam.
Possible Alternatives
The development perspective features three options. The first solution is Onboarding Adjustment through mentoring and clear communication of vision to new hires.
Figure 5 shows how roles should be distributed within the devision. Role Restructuring suggests the executive takes responsibilities for communication with customers, while HR handles training for managers. Further, they may take vision responsibilities by applying Strategic Contingency Theory.
The third solution is Gamification that applied the Octalysis framework developed by Yu-Kai Chou. The theory incorporates eight motivational drives shown in Figure 6. The dark blue quadrant symbolizes anxiety and addiction, while the white one represents power, fulfilment, and satisfaction.
The idea is moving from the bottom left area to the opposite one in diagonal. Figure 7 pictures a sample of project manager’s profile featuring such drives as achievements, empowerment, and meaning.
Final Recommendation
It is recommended to categorize solutions into tactics and strategy. The steps in tactics include amends in onboarding, mentoring, competence/grading, training, and gamification.
Strategic planning includes Traits and Participative leadership theories in the training programs. It also imperative to align mission with captive company model.
Implemetation Plan
The plan incorporates component of Lean Six Sigma such as DMAIC framework. It also applied a a Kanban board to outline the suggested solution in project management (PM), organizational theory (OT), etc.
Figure 10 presents a complex approach to developing a competency model and gamified profile simultaneously.
A change manager develops benchmarking criteria by creating a motivational drive canvas. Quality control tools are vital for success, for it defines metrics and measure results.
