Tag Archives: Game Theory

How to Design the Workplace to Increase Effectiveness and Retain Top Talent

Experience Designing the Workplace

A hot topic in modern business, Customer Experience has an equally important cousin: Employee Experience.

What is Employee Experience?

Employee experience is using a blend of psychology, personality types, observable behavior, interests, mental and physical ability, styles of learning, game theory, and gamification to create a custom tailored workplace.

Everything that can be customized to increase a person or group’s effectiveness will be customized.

Quantified Self:

Collecting a person’s blend of individual personality type, observable behavior, interests, preferred style of learning, mental abilities, physical abilities, and experiences is essentially used to create their Quantified Self. This is a new concept called Humanistic Intelligence.

All of these factors are collected by certain tests, mixed with monitoring a person’s activities through the technology they use, along with wearable monitoring devices (to capture things that cannot easily be observed, such as mental or physical stress.

The Layout of the Workplace:


Inspired by Pixar, the entire floor plan of the office is specifically designed to promote accidental, spontaneous collaboration and maximize creativity. However, this takes it one step further, because instead of using rules-of-thumb about human psychology to create the environment, the quantified selves of the actual employees customize what can be customized.

The Software and Equipment Used to Perform the Job:

All the software programs are customized, so that employees intuitively know and clearly understand what is expected of them. By completely “knowing” a person, everything that this person interacts with can be customized to enhance their effectiveness and quality of life.

What About Privacy?

This will be a controversial topic, as this can be seen as an invasion of privacy. In my opinion, it should remain a controversial topic, so that it is constantly being evaluated. This way, we can make sure that the ethics of how such data can be collected and for what purpose is under continual review.

Yes, there is the potential abuse of such data collection. However, that doesn’t mean that it should not be used. There is a chance that I’ll be killed in a car crash on the way to work. That doesn’t mean I should not use a car. However, it does mean that the safety of using automobiles should always be discussed, debated, and improved.

Ultimate Goal:


Essentially, the end goal is making people better at doing their job, while at the same time making it easier and more enjoyable. If done correctly, Employee Experience should be a win-win scenario for the business and the individual.

Making what the employees are supposed to do, what they want to do. Creating an environment custom-tailored to enhance both the effectiveness and enjoyment of the employee.


Breaking the Fourth Window


I can see now how and why John Nash lost his grip on reality: Game Theory is dangerous.

Game Theory is the study of strategic decision-making. It is “the study of mathematical models of conflict and cooperation between intelligent rational decision-makers. An alternative term suggested is interactive decision theory. Game theory is mainly used in economics, political science, and psychology, as well as logic and biology.

What if you applied that logic, but to someone’s entire life?

What if you closely monitored a person’s every move — every single word they spoke? Became intimately invested in every detail of their daily routine; their habits, their motions? If you actually went to private investigator lengths into their past?

Every lie they ever told. Every law they ever broke. Every brilliant idea they? Every song they ever listened to? Every time they drunkenly tried to hook up with someone on Facebook?

You would have to hack an person’s entire life. However, it would be done for a beneficial cause. You could collect these details to create a realistic psychological impression of them.


The Johari Window

The Johari Window is a technique used to help people better understand their mental instability. When performing the exercise, subjects are given a list of adjectives and pick ones that they feel describe their own personality. Peers of the subject are then given the same list, and each pick five or six adjectives that describe the subject. These adjectives are then mapped on to a grid.

Open Quadrant:

Adjectives selected by both the participant and his or her peers fall into the Open Quadrant. This quadrant represents traits of the subjects that both they and their peers are aware of.

Hidden Quadrant:

Adjectives selected only by subjects, but not by any of their peers, go into the Hidden Quadrant, representing information about them their peers are unaware of. It is then up to the subject to disclose this information or not.

Blind Spot Quadrant:

Adjectives that are not selected by subjects but only by their peers go into the Blind Spot Quadrant. These represent information that the subject is not aware of, but others are, and they can decide whether and how to tell the person about these “blind spots”.

Unknown Quadrant:

Adjectives that were not selected by either subjects or their peers remain in the Unknown Quadrant, representing the participant’s behaviors or motives that were not recognized by anyone participating. They either do not apply or there is a collective ignorance to these trait’s existence.

Breaking through the “4th Window” to know the unknowable.

The activities traditionally used to show the Unknown window traits are completely ineffective. What we are left with (the adjectives not selected by the self or the group) could not apply at all, or it could be the key to understanding a person’s entire psychology.

The only way to actually discover the truth about a person is to watch them when they aren’t aware. That would be the only real way to find traits in the Unknown window.