Organizational Gameplay: The Player as Designer of Character Organizations

Abstract

Looking at the ways in which players interact with computer games (thegameplays), we perceive predominance of character-centered and/or microcontrolled modes of interaction. Despite being well established, these gameplays tend to structure the games in terms of challenges to be fulfilled on an individual basis, or by thinking collectively but having to microcontrol several characters at the same time. From this observation, the paper presents a complementary gameplay in which the player is urged to face collective challenges by designingcharacter organizations. The basic idea is to make the player structure and control group of characters by definingorganizational specifications(i.e., definitions of roles, collective strategies, and social norms). During the game, commanded by the player, artificial agents are then instantiated to play the roles and to follow the strategies and norms as defined in the organizational specification. To turn the idea into practice, the paper proposes an abstract architecture comprising three components or layers. This architecture is materialized in a proof of concept prototype that combines the Minecraft game server, JADE agent platform, and MOISE+ organizational model. Variations and possibilities are discussed and the proposal is compared to related work in the literature.

Game Factors and Game-Based Learning Design Model

“…between the game program and the players are included in the interaction factor, such as user interface and controlling a character to attack foes, whose design has much influence on the players' satisfaction [18]. To design a friendly interface requires consideration of many design details.…”

The Dimensions of Organizational Character and Its Impacts on Organizational Performance in Chinese Context

“…As an independent theoretical concept, organizational character's theoretical legitimacy and practical value depends largely on whether it can provide a unique contribution that is different from the existing theories. As far as the theoretical connotation is concerned, organizational character and organizational culture have a certain connection, but also have significant differences (Coutinho and Moraes, 2015 ). It is often manifested that individuals would be affected by the surrounding organizational culture when they enter an organization.…”