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~ Finding, formulating and solving life's frustrations.

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Tag Archives: Design

Many Paths

05 Wednesday Dec 2018

Posted by petersironwood in creativity, psychology, sports

≈ 9 Comments

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Business, competition, creativity, Design, divergent thinking, family, innovation, learning, life, sports, truth

Many Paths

{Translator’s Note}: Exciting news: more (mythological) archaeological evidence is being unearthed as I write this about the mythical Veritas tribes. My next series of translations will be put on hold however, until we have a chance to arrange and understand this new evidence so that I may use it to help guide the translations. In the meantime, I’ve asked one of my psychologist friends (Dr. John C. Thomas) to take over the blog for awhile and write short posts on such topics as thinking, problem solving, and creativity. Dr. Thomas has been studying these topics for fifty years. He was also trained as a Fellow in Rational Emotive Therapy. He has over 300 publications and presentations on psychology, AI, human-computer interaction, and user experience. 

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Hi, folks. I imagine many of you, like me, can hardly wait to see what these new findings will be regarding the Veritas tribe. Meanwhile, I’ve been asked to fill in by helping us think about thinking. One of the main characters we’ve been following in the myths of the Veritas is “She-of-Many-Paths.” She personifies the first thinking skill I’d like to discuss. 

This skill goes by many names including “Alternatives Thinking,” and “Divergent Thinking.” It is also discussed in the Pattern: “The Iroquois Rule of Six.” The basic idea is simple. When we are confronted with a situation, we often “Jump to Conclusions” or “Spring into Action” before we have all the facts. Even when we have all the facts (which is rare), we also have a tendency to focus on our first interpretation. This often leads to thinking of one (and only one) course of action. And, very occasionally; for instance, in some emergencies, that is the correct thing to do.

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Even in emergencies however, our first terrified instinct about what to do can be dead wrong. For example, people see a small fire in their homes and immediately throw water on it. But if it’s a grease fire or an electrical fire, this is not a good course of action. Soon after I first began my dozen years as Executive Director of the NYNEX AI Lab, there was a fire in a nearby Stouffer’s Hotel. The charred bodies of a dozen IBM executives were found huddled in a closet. In the smoke and panic and confusion of the fire, they had apparently grabbed at the first door and gone into a dead end closet and perished there. 

In daily life, there are a great many situations where a little extra thinking time would improve the outcome. For example, while working at IBM Research in the 1970’s, I drove about 10 minutes each way to work. At one point, I had a loose fan belt and my battery went dead. In a hurry to attend a meeting, I jump-started my car and drove to the IBM parking lot. Already late to a meeting, I went to turn off the car and just before I did so, I realized that I had not driven far enough to recharge the battery. So, I decided I’d better leave the car engine running for awhile. But as I gathered up my things and began dashing off to the meeting, I realized that it was insane to leave my car unlocked with the engine running! After all, someone could simply open the door and drive off! So, still in a hurry, I locked the car — with the engine running and the keys safely locked inside. 

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Most of us have done similar things. In some early experiments on design problem solving done at IBM, I found that when I asked people to come up with as many solutions as possible, they would generate ideas fairly quickly until they came up with one that they thought would really solve the problem. At that point, their idea productivity fell precipitously. It is hard for us to force ourselves to think of more than one good solution. 

Why is this important? For one thing, conditions change. Something may happen that makes your first solution no longer apt. For another thing, there may be side-effects of your solution that make it unacceptable. Another class of problems is that someone may object to your first solution for reasons you could not foresee. (See also, “Who Speaks for Wolf” as a way to help minimize that chance). In the context of invention and product development it is extremely unlikely that the first solution you come upon (and indeed even the first few solutions you think of) are novel. They are instead extremely likely to be the intellectual property of someone else. The most obvious solutions have likely already been patented and may already be in products or services that many customers are already using. 

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I have long been interested in observing people’s strategies and tactics in sporting events (See “The Winning Weekend Warrior”). One tactic that is overwhelmingly popular in tennis, for instance, is that the harder your opponent hits the ball, the harder you try to hit the ball. For example, someone hits a very hard ball while you’re at the net. You take this as an affront and think “I’ll show you!” Trying to hit the volley even harder means you take the racquet back farther. About half the time, the extra time it takes to bring the racquet back means you’ll mis-hit the ball or miss it entirely. On most of the remaining occasions, you’ll hit the volley too hard and it will go long. If someone hits the ball at you hard, what you need to do is simply block it back and guide it to the right spot. Trying to add extra power is unnecessary and too time-consuming. What is remarkable is not that you and I try to hit a hard ball harder. What is remarkable is that we never seem to try a different tactic!  

There are many issues with focusing all your energy on the first solution you come up with. But the worst consequence is that you are overly invested in that first “solution” (which may not even be a real solution). This is bad in trying to solve problems in every domain I can think of and having others involved amplifies the badness. 

For instance, let’s say that after 3 years without a vacation, you and your spouse finally have time for a nice two-week vacation. You want to visit Cuba for two weeks and they want to visit Vietnam for two weeks. If you each only come up with one idea, you will almost always find yourself pitching for your idea, trying to convince the other person that Cuba is better while they will spend their energy trying to shoot down your choice and explain (patiently at first and less so as time goes on) why Vietnam is a much better idea. After many frustrating arguments that go nowhere, you may decide to compromise; e.g., you could visit an empty stretch of open sea in the Pacific Ocean half-way between the locations; or, you may decide to flip a coin. All this frustration and bad feeling might be avoidable. It could turn out that your second choice and your spouse’s second choice are both San Diego! But you’ll never even discover this because when each of you only thinks of one idea, what should be a collaborative problem solving exercise instead becomes a debate – a contest with precisely one winner and one loser. 

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Photo by Vera Arsic on Pexels.com

Thinking of many alternatives will save you many headaches – at work, in your love life, in your recreational endeavors. When you force yourself to think of many alternatives, you will also be more open to the ideas of others. Over time, thinking of many alternatives whenever you get a chance will also increase your own creative potential. Who knows? You might even be chosen as the next leader. 

For a leader, it is particularly important to consider many possibilities. Insisting that everyone get on board with the first idea that pops into your head will cause resentment and dissension. It will also make you far less willing to change to a different idea when circumstances necessitate it. 

You may start a business and decide that you must be personally involved in every decision and with every customer contact. At first, when your company is small, this might work out wonderfully well. No-one knows the customer and the product quite so well as you do. But you are not God. You cannot be everywhere and know everything. If you never learn to delegate; never grow the capacity of your people; never take expert advice — you will drive yourself and everyone around you crazy. The very success of your business will guarantee its ultimate failure. Learn to consider many paths. You will be glad you did. 

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Author’s Page on Amazon. 

Study Slain by Swamp Monster!

19 Thursday Jul 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 8 Comments

Tags

Business, Design, experiment, HCI, human factors, innovation, politics, science, Study, usability, UX

Study Slain by Swamp Monster!

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I’m trying a new format for blog posts. 

For those of you in a hurry, to get to the “bottom line” of this post, you can skip the story and go right to the bold-faced “lesson” at the end. I’d really you rather read the whole thing of course, but I know some readers are harried and hurried. So, if that describes you right now, feel free. 

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In the early 1980’s, researchers at the IBM Watson Research Center invented a new kind of system. Originally, this was called the “Speech Filing System.” It was initially designed to allow so-called “office principals” (sales people, managers, executives, engineers, etc.) to dictate letters and memos which could then be typed up by the pool of typists. Instead of requiring each “office principal” to have (or borrow) a dedicated piece of dictation equipment, they could accomplish this dictation from any touch tone phone. While this offered some savings in cost and convenience in the office, it was even more wonderful on the road. People did not have to take their dictation equipment with them on their travels. They could use any touch-tone phone. 

antique business call collector s item

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The system was invented largely by tech-savvy psychologists (including Stephen Boies, John Gould, John Richards, & Jim Schoonard). When they observed people actually using the system, they discovered that the trial users more often used the ancillary messaging facility than they did the “real” dictation features. So, the system was redesigned and repurposed and then renamed, “The Audio Distribution System.” In some ways, using the “Audio Distribution System” was much like leaving a message on an answering machine. However, there were some crucial differences. Typically, a person calling someone and encountering, instead of a human being, a message asking them to leave another message was somewhat taken aback. Many messages on answering machines went something like this: “Hi. Stephen? Oh, you’re not there. OK.  This is John. I was hoping … well, I thought you’d be in. Uh. Let’s see. You know what? Call me back. We need to talk.” And, when Stephen discovered that he had a message, he might listen to it and call back John. “Hi, John. Stephen here… I … oh. OK. A message. Sorry. You just called me. Well, um. I’m not sure what you wanted to talk about so. Call me back when you get a chance.”

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Photo by Public Domain Pictures on Pexels.com

By contrast, when someone called the “Audio Distribution System” they knew ahead of time they’d be interacting with a machine. So, they could compose a reasonable message before calling the system. Hence, the messages tended to be more coherent and useful; e.g., “Hi, Stephen. This is John. If it’s okay with you, I’m taking off this Friday for a long weekend. If you have any issues with that, let me know.” See? Easy and efficient. 

A second critical difference was that you could listen to your message and edit it. People didn’t do this so often as you might think, but it was comforting to know that you could in case you really messed up. (For instance, a person might say, “You are fired!” when all along they meant to say, “You are NOT fired.”). 

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Introducing any new system will have consequences, both intended and unintended. I wanted to see what some of these consequences might be. Corporations, IBM included, like it when they sell lots of product and make lots of money. A related question then was – what is the value of this product to the customer? Why should they want to buy it? 

One hypothesis I wanted to test out was that such a system would increase people’s perceived Peace of Mind. After you leave a meaningful message for someone, you can “cross off” that little item off your mental (or written) “to do” list. By using the Audio Distribution System, I thought one of the user benefits would be increased “Peace of Mind” because they would be able to leave a message any time and any place they had access to a touch tone phone. They could save their working memory capacity for “higher level” activities such as design, problem solving, and decision making. We were going to roll out a beta test of the Audio Distribution System at the divisional headquarters for the IBM Office Products Division (OPD), in Franklin Lakes, New Jersey. Not coincidentally, OPD would be the division selling the Audio Distribution System (just as they were now selling dictation equipment). Before the trial commenced, I developed a questionnaire designed to get at how much people felt harried, too busy, coping, etc. The hope was that I could compare the “Peace of Mind” scores of people who did and did not get the Audio Distribution System and perhaps show that those with the system felt more at peace than those without. I could also compare “before and after” for those internal beta customers who had the system. 

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Before I was to roll-out and administer the “Peace of Mind” questionnaire to a sample of people at the OPD Franklin Lakes location, guess what happen just two days before the beta roll-out? OPD was re-organized out of existence! The people who worked there would now be looking for another job elsewhere in IBM (or, failing that, just elsewhere period). The beta trial was cancelled. In any case, even if it hadn’t been cancelled, the impact of the re-organization would have completely swamped (in my estimation) the impact of this new tool. Moreover, it struck me as insensitive and slightly even unethical to ask people to fill out a questionnaire about how hassled they were feeling just days after finding out their entire division had been blown up. How would you react if some psychologist from the Research Center showed up asking you to fill out a questionnaire two days after finding out you no longer had a job?

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Photo by Anna-Louise on Pexels.com

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What is the lesson learned here? You have to understand what is going on in the lives of your users over and above the functions and features directly related to your product or service. Of course, there is always a fairly good chance that some of your users will have overwhelming things going on in their lives that will impact their reactions to your product. Generally you won’t know about divorces, deaths in the family, toothaches, etc. But if something is impacting all your users, you’d best be aware of it and act accordingly. 

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Speech Filing System

Audio Distribution System – NY Times

Longer explanation of Audio Distribution System

Video of Audio Distribution System’s cousin: “The Olympic Message System”

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Author Page on Amazon

 

In the Brain of the Beholder

17 Tuesday Jul 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 1 Comment

Tags

Design, experiment, HCI, human factors, politics, psychology, science, UX

In the Brain of the Beholder. 

MikeHurdles

Most people in the related fields of “Human Factors”, “User Experience”, and “Human Computer Interaction” learn how to run experiments. Formal study often largely focuses on experimental design and statistics. Indeed, these are important subjects. In today’s post though, I want to relate three experiences with actually running experiments. Just for fun, let’s go in reverse chronological order. 

In graduate school at the University of Michigan Experimental Psychology department, one of my classmates told us about an experiment he had just conducted. Often, we designed experiments in which a strictly timed sequence of stimuli (e.g., printed words, spoken words, visual symbols) were presented and then we measured how long it took the “subject” to respond (e.g., press a lever, say a word). Typically, these stimuli were presented fairly quickly, perhaps 1 every second or at most every 4-5 seconds. This classmate, however, had felt this was too stressful and wanted to make the situation less so for the subjects. So, instead of having the stimuli presented, say, every 4 seconds, my classmate decided to be more humane and make the experiment “self-paced.” In other words, no matter how long the subject took to make a response, the next stimulus would be presented 1 second later. So, how did this “kindness” work out in practice? 

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A few days later, I heard a scream in the lab down the hall and ran in to see whether everyone was okay. One of my classmate’s first subjects had just literally ran out of the experimental room screaming “I can’t take it any more! I quit!” My classmate was flabbergasted. But eventually, he got the subject to calm down and explain why they had been so upset. The subject had begun by responding carefully to the stimuli. So, perhaps they took ten seconds for the first item, and the new stimulus came up one second later. On the second go, they took perhaps 9.5 seconds and then the next stimulus came up one second later. As time went on, the subject responded more and more quickly so the next stimulus also came up more and more quickly. In the subject’s mind, the experiment was becoming more and more difficult as determined by the experimenter. They had no idea that had they slowed back down to responding once every 10 seconds, they’d only be presented with stimuli at that, much slower speed. 

So, here we have one way that these so-called subjects differ from each other. They may not interpret the experiment in the framework in which it is thought of by the experimenter. In this particular case, there was a difference in the attribution of causality, but there are many other possibilities. This is one of many reasons for doing a pilot experiment and talking with the subjects. 

The next earlier example took place at Case-Western Reserve. In my senior year, I was married and had a kid so I worked three part time jobs while going to school full-time. One of the jobs was teaching “Space Science” and “Aeronautics” to some sixth graders at the Cleveland Supplementary Educational Center. Another one of the jobs was as a Research Assistant to a Professor in the Psychology Department. We were doing an experiment with kids in an honest-to-God “Skinner Box.” The kids pulled a lever and won nickels. Meanwhile, on a screen in front of them, there appeared a large red circle and then we looked at how much the kid continued to press the lever (without winning any more nickels) when confronted with the same red circle, a smaller red circle, a red ellipse, etc. 

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There was a small waiting room next to the Skinner Box and that had a greenboard on it. So, since there was another kid waiting there just twiddling his thumbs, I decided to give him a little mini-lecture on the solar system: sun at the center, planets in order, some of the major moons, etc. 

After each kid had finished the experiment, I always asked them what they thought was going on during the experiment. (This was despite the fact that the Professor I was working for was a “strict behaviorist”). When I asked this kid what he thought was going on, he referred back to my lecture about the solar system! 

Oops! Just because the lecture and the experiment were two completely unrelated things in my mind didn’t mean they were for the kid! Of course, they seemed related to him! Both involved circles and they both took place at the same rather unique and unusual place: a psychology laboratory. 

And this too is worth thinking about. We psychologists and Human Factors people typically report on the design of the experiment and hopefully relate the instructions. We, however, do not typically report on a host of other things that we think of as irrelevant but may impact the subject and influence their behavior. Was the receptionist nice to them or rude? What did their friends say about going to do a psychology experiment or a UX study? When the experimenter explained the experiment and asked whether there were any questions, was that a sincere question? Or, was it just a line delivered in a rather mechanical monotone that encouraged the subject not to say a word? 

Of course, the very fact that humans differ so much is why some psychologists prefer to use rats. And, the psychologists (as well as a variety of biologists and medical doctors) don’t just use any old rats. They use rats that are carefully bred to be “lab rats.” They are expected to act in a fairly uniform fashion. And, for the most part, they do.

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Photo by Alex Smith on Pexels.com

I was helping my girlfriend with her intro psych project. We were replicating the Yerkes-Dodson Law. This states that as you increase stress, performance improves, but only to a point. After that, additional stress causes performance to deteriorate (something that software development managers would do well to note). One of the ways I helped was to get some of the rats out of their cages. I would open up the top of the cage, reach around the rat behind their next and pull them out. Not a big deal. All the rats were quite placid and easy to handle. They all acted the same. Then, it was time to get the day’s last rat who was to be placed in the “high stress” condition. I went to the cage and opened it just as I had done for the last dozen rats. But instead of sitting there placidly and twitching it’s nose, this rat raced to the bars of his cage and hung on with both of his little legs and both of his little arms with all his might! Which might was not equal to mine but was rather incredible for such a tiny fellow. Rats sometimes squeak rather like a mouse does. But not this one! This carefully bred clone barked! Loudly! Like a dog. Whether this rat had suffered some previous trauma or was subject to some kind of odd mutation, I cannot say. 

But this I can say. Your “users” or “subjects” are not identical to each other. And, while modeling is a very useful exercise, they will never “be” identical to your model. They are always acting and reacting to a reality as beheld by them. And their reality will always be somewhat different from yours. That does not mean, however, that generalizations about people — or rats — are always wrong or that they are never useful. 

It does not mean that gravity will not affect people just because they refuse to believe in it. There really is a reality out there. And, that reality can kill rats or people in an eye blink; especially those who actively refuse to see what is happening before their very eyes. 

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Who knows? You might be about to be placed in the “High Stress” condition no matter how tightly you hang on to the bars of your cage – or, to your illusions.  

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Author Page on Amazon

Chain Saws Make the Best Hair Trimmers

12 Thursday Jul 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 12 Comments

Tags

autocracy, Business, collaboration, Design, fascism, Feedback, meritocracy, politics, teamwork

Continuing with the theme of deciding how much risk is “reasonable” to take in your career and your life, I’d like to share a story about my time at a mythical company we will label as NYNEXX. NYNEXX we’ll imagine, was one of the so-called “Baby Bells” who provided local phone service. It was created from the break-up of AT&TX. NYNEXX paid some marketing company millions to come up with the name which is for New Yorkx (telephone), New Englandx (telephone) and XX = who knows what we might do in the future!? And sure enough, within five years most people who were served by NYNEXX knew it was a brand of headache remedy. See, marketing is not nearly so scientific as some (particularly those selling marketing services) would have you believe. More about that another time. NYNEXX later merged with Bell Atlanticx and then with GTEx and has transmogrified into a company known as Verizonx. (Any resemblance to similarly named companies, such as NYNEX, of course, is purely coincidental).  

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This story concerns itself with professional advice I was asked to render. At the time, I was the executive director of the Artificial Intelligence Lab at NYNEXX Science and Technology. But my management chain knew that I was knowledgeable in Human-Computer Interaction, Human Factors, User Experience etc. In fact, I was asked to start up and then head up the AI Lab to do work in speech recognition, expert systems and machine vision. Before even accepting the job, I explained how much we also needed a group doing Human-Computer Interaction research. This turned out to be a wonderful thing for all the obvious reasons, but one of the non-obvious reasons was that it helped cement HCI into the minds of my management. 

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A hot summer day, several of us were called into a conference room by one of the chief aids to the CEO so we could advise on a new proposal the CEO had for increasing trust of top management. You probably intuit quite well that it’s important for workers and managers to trust the top management of the company. The numbers for NYNEXX at that time (decades ago) had been abysmal several years running. The first year that they reported results, only something like 14% of the workers trusted top management. The numbers were even worse for lower management than for union workers. Top management decided the reason for these terrible results was that people did not know enough about top management and the reasons for their decisions. So, they instituted a plan to TELL people more about why what top management was doing was RIGHT, damn it! They did this for a year and then re-measured the results. Now, the percentage of workers who trusted top management had skyrocketed all the way to about 10%! Wow! In the company rag, which I believe was called The Leader, they reported last year’s numbers, this years numbers, and then said that with all their success, they would continue the program for another year. Huh? Yeah, right? And this was way back when Donald Trump was still merely a racist, misogynistic, unfaithful, bankrupt builder.  

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The top NYNEXX management had called in one of the top business consultants on the topic of trust and he related to them the story of Sam Walton. You have to understand that whatever you may think of Sam Walton, Wal-Mart, or the Walton heirs, he was a down to earth, hands-on manager. He would spend half his time riding around in his pick-up truck with his hound dogs in the rear of the truck and go personally to the stores and see how things were going and talk to his store managers. At some point, the business grew so large that it took a long time to get back to every store so they started an hour long conference call each week. Each of his store managers called in to a conference call number and any manager could explain in one minute, a problem that they had encountered and solved. Since each of the store managers might face many of these same problems, this sounded like a very useful exercise in knowledge sharing and organizational learning. Part of the reason it worked as well as it did was no doubt because the managers could relate to Sam Walton. They already trusted him because of all his personal contact and the reputation that arose from that personal contact. I am sure the conference calls served to further enhance mutual trust in the organization as well as provide valuable organizational learning. 

The chief aide from the CEO’s office explained all this to us by way of background. Next, he revealed their “take-away” and plan from the consultant’s consultation. They would do what Sam Walton did! He was trusted! So, now they would be trusted. Well, the design rationale thus exposed caused that same facial expression to appear on my face as when I discover that the jar of garlic-filled olives I was looking forward to consuming is completely encased in a finely feathered grey mold. Why the crinkled nose? Because NYNEXX top execs were nothing like Sam Walton when it came to being content to be “just folks.” They didn’t drive pick-up trucks, but were chauffeured in stretch limos. They didn’t ever wear jeans and a plaid shirt. They wore 3-piece suits. Even in the shower. So, already this plan was showing a serious issue. It seemed to me that it would succeed in about the same degree as my wearing the same brand of shoes that Rafa Nadal wears would enable me to create the same degree of speed and top-spin on my forehand drives that he does. Aside from the much more collegial nature of Walton’s relationship to his employees than our executives enjoyed, the other major difference is that all the Wal-Mart store owners faces at least some similar problems. There was a reason to share information. By contrast, the diversity of contexts and jobs and roles that NYNEXX managers faced was tremendous. Some sold yellow page advertising. Some led AI labs. Some managed repair crews. Some managed coin-counting operations. Still others were in charge of long-distance operators.

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At the time, there were about 1000 Wal-Mart stores but there were 70,000 NYNEXX managers, so the top management at my company decided it simply would not do to allow them all to talk; it would be chaos. So, to increase “trust” in top management, all 70,000 NYNEXX managers would leave whatever else they were doing each Friday morning at 9 am and dial in to a conference call and hear the CEO talk at them for a solid hour. So, here’s one dilemma. As a so-called Human Factors Expert, I am supposed to take humans as they are and design to them. But I am sitting in the meeting thinking, “How the hell can adult human beings in management not be smart enough to see what a bad idea this is!” But it’s antithetical to the premises of the field to yield to the temptation to shout that. 

And now the aide approaches the punchline, with this gem. “But we do want to make it interactive. At the very end of the hour, each manager will press one of the keys on their touch tone pad and we’ll record their answers. So, for example, the CEO might talk for an hour about how important it was for each manager to know precisely their job responsibilities. And, then, at the end of the talk, every manager would be told to indicate by touch tone on a ten-point scale how well they knew their job responsibilities.” So, this was the plan. Now, the aide turns to me and says, “So, that’s why we need your help. You’re a human factors expert. Should we have them use the “0” key for ten? Or should we use “9” for the top of the scale and “0” at the bottom? Which one?”

antique business call collector s item

Photo by Pixabay on Pexels.com

Here we have an example of a classic dilemma in human-computer interaction. The boss/developer/client/customer asks you a very specific question. You could answer the question, but you know that it is the wrong question. Do you answer their question? Or, do you point out that they’ve asked the wrong question? And, what if you point out that it’s the wrong question and they insist that you answer the question asked, not the one you think they should have asked? I do not think that one answer is correct for all circumstances. How much are you willing to risk? It will depend on culture, for instance, and your circumstances; how much your own boss supports you; how much you care about keeping your current job – and many other factors. Here is what happened in this case: 

I explained to this aide as clearly and calmly as I could that this whole idea sucked big time and why it sucked. No, I didn’t use that term. On the other hand, I probably could have toned down the exasperation in my voice just a tad. But sometimes, a degree of righteous anger is appropriate. It wasn’t simply that this was a bad design. It was a bad design because they had no understanding of how trust is created or any ability to empathize with their 70,000 managers that they were supposed to be leading. So, it’s not clear to me that it was inappropriate to be a bit exasperated. 

The aide’s face grew red. He got a pugnacious look on the front of his head and said, “WELL! When my boss, who by the way, is the CEO, asks me what the best way to do something is, it is my job to tell him the best way, not to tell him it’s a bad idea!” 

To which, I responded, “Well, when my boss asks me which type of chain saw is best for him to use to trim his hair, it’s my responsibility to tell him that a chain saw is a really bad way to cut his hair!” 

It makes me chuckle to recall it, but the aide didn’t find it all that funny. One of my colleagues also pointed out the telephone traffic congestion peak created by having 70,000 people call in simultaneously. We apparently put enough doubt in their collective corporate mind that they ran some focus groups on the idea and it was thankfully never actually implemented. 

Silly ideas like this may soon grow more common and the penalties for pointing out the truth may well grow more severe. We all have to ask ourselves how much we will tell the truth — and how much we will answer the wrong question in order to save our jobs, our ratings, our lives. This is not an issue limited to human factors and user experience. It can happen anywhere when people are put in charge based on something other than experience, expertise and a commitment to excellence. 

man cutting tress using chainsaw

Photo by Pixabay on Pexels.com

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Author Page on Amazon. 

Collaboration Patterns: A Pattern Language for Creative Collaborations. 

14 Thursday Jun 2018

Posted by petersironwood in management, psychology, Uncategorized

≈ 1 Comment

Tags

Business, collaboration, cooperation, creativity, Design, innovation, pattern language, teamwork

Collaboration Patterns: A Pattern Language for Creative Collaborations. 

(Takashi Iba with Iba Laboratory).

In response to a look at my on-going efforts to build a Pattern Language of ‘best practices’ in collaboration and teamwork, one of my readers suggested I take a look at the work of Takashi Iba at Keio University in Japan. I fondly recall visiting Keio University back in 1977 and giving a lecture on our work at IBM Research with John Carroll and Ashok Malhotra on the “Psychology of Design.” (See references below). In any case, I bought the book and read it and here I am recommending it to you. 

The approach taken in Collaboration Patterns: A Pattern Language for Creative Collaborations is somewhat different from the one I’ve been taking so far. The Patterns here are fairly elaborate and “wordier” while the ones in Collaboration Patterns are much shorter and more at a strategic level. They deal more with what one should do rather than how how to achieve the results. Another way to think about it is that some of the Patterns in this blog are more about mechanisms or processes to achieve many of the goals expressed in Collaboration Patterns. 

The Patterns in Collaboration Patterns are each only two pages (one of which are quotes and cartoons). You can read the book quickly and an entire group could come up to speed on using this book fairly rapidly. By contrast, understanding all the Patterns in this blog will take a longer time. Anyway, if you are in the middle of a project right now or about to start one and would like to improve your creative collaboration, I would suggest starting with Collaboration Patterns. It gives excellent suggestions for how to use the book in multiple ways. Hopefully by now, everyone sees that collaboration has always been vital for humanity to have many of the things that now exist to make life more beautiful, comfortable, and safe. I think that there is a place for these longer Patterns as well. 

https://www.amazon.com/Collaboration-Patterns-Language-Collaborations-Catalogue/dp/1312447168

Carroll, J. and Thomas, J.C. (1982). Metaphor and the cognitive representation of computer systems. IEEE Transactions on Man, Systems, and Cybernetics., SMC-12 (2), pp. 107-116. 

Thomas, J.C. and Carroll, J. (1981). Human factors in communication. IBM Systems Journal, 20 (2), pp. 237-263. 

Malhotra, A., Thomas, J.C., Carroll, J. & Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 20 , 119-140.

Carroll, J. Thomas, J. Miller, L. & Friedman, H.  (1980). Aspects of solution structure in design problem solving. American Journal of Psychology, 93 (2), 269-284.

Malhotra, A., Thomas, J.C. and Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 12, pp. 119-140. 

Carroll, J., Thomas, J.C. and Malhotra, A. (1980). Presentation and representation in design problem solving. British Journal of Psychology/,71 (1), pp. 143-155. 

Carroll, J., Thomas, J.C. and Malhotra, A. (1979). A clinical-experimental analysis of design problem solving. Design Studies, 1 (2), pp. 84-92. 

Thomas, J.C. (1978). A design-interpretation analysis of natural English. International Journal of Man-Machine Studies, 10, pp. 651-668. 

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Author Page on Amazon 

Use Diversity as a Resource

31 Thursday May 2018

Posted by petersironwood in management, psychology, Uncategorized

≈ 6 Comments

Tags

collaboration, competition, Design, diversity, innovation, learning, pattern language, politics, problem solving, Representation

Use Diversity as a Resource

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Prolog/Acknowledgement/History: 

On the one hand, I’ve always been fascinated with biology. If you learn or recall even a little about biology, you’ll know that diversity is a fundamental aspect of life. Life repeats patterns. But it balances that repetition with variation and diversity. 

At the same time, I’ve found it much more interesting in nearly every aspect of life to seek some substantial level of variety rather than constancy. That includes everything from flowers to fields of study to people to interact with. My “favorite color” is blue. But the last thing I want is to see only my favorite shade of blue. That is, after all, equivalent to being blind. While I love eating cashews, it would be hell to have only them for every meal. 

My first job after grad school was managing a project on the “Psychology of Aging” at Harvard Med School. We focused on such tasks as reaction time and memory but I also looked into adjacent fields; for example, it was clear that “ageism,” as well as sexism and racism, was alive and kicking. True enough, there are general trends of age-related slowing and memory issues, but there are several caveats. First of all, there is huge variability within an age group. In our studies of generally healthy veterans from their 20’s to 70’s, the differences within an age group were about 2.5 x as large (roughly speaking) as the overall age-related changes that we saw. The fastest individual in the whole study of several hundred people was not in their 20’s nor in their 30’s. In fact, it was a 55-year old school superintendent who raced motorcycles cross-country on the weekend. The effect of the way various tasks were constructed was far more important than individual differences. In over-simple but basically accurate terms, age is a weak variable when it comes to “mental performance,” individual differences are a moderate variable and the conditions of the tasks are strong variables. In my experience, having individuals with a diversity of ages produces better results. (Relevant studies of aging, not empirical proof of the immediately previous statement: 9, 10, 22, 28, 31, 37 in references below). 

portrait promenade la nature homme

Photo by hermaion on Pexels.com

When I started the Artificial Intelligence Lab at NYNEX, I learned something of the history of the phone company including the fact that the telephone was invented to try to help people with special needs (in this case, hearing loss). There are many other cases where inventions that are of great use to huge numbers of people were first inspired by trying to aid those with special needs. Already aware of the possible enrichment of the field of human-computer interaction by making it more accessible to people outside of Western Europe and North America, I helped organize and run workshops on “cross-cultural issues in HCI” and as I met people from different cultures, I became even more convinced that diversity offered a resource for innovation and excellence. (Reports on a few of these activities: 2, 8, 32, 33, 36).

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Working with people in other cultures or people with special needs, in my experience, provides a much greater wealth of possibilities than sticking with only one. (Some studies of relevance that I have been personally involved with: 11, 15, 16, 27, 30, 35, 38, 39, 40, 41).

Excellent arguments have been made by many as to why supporting diversity is the ethical thing to do and I quite agree with those arguments. Here, however, I am not making an argument on the basis of what is right; I am merely claiming that it is in everyone’s interest to support diversity and use it as a resource for creativity and innovation. 

Author, reviewer and revision dates: 

Created by John C. Thomas in May, 2018 

 

Related Patterns: 

Who Speaks for Wolf?, Build from Common Ground.

Abstract: 

Human societies have widely different customs about what is appropriate behavior. As people grow up in a culture, they generally learn one (or, more rarely two) ways to dress, eat, speak, walk, and so on. Diverse groups of people, regardless of how that diversity arises, will have a wider range of skills, experiences, perspectives, and attitudes to apply to solving a problem. This diversity is a resource that can help throughout problem solving to improve the chances of solving a problem, generating a good design, or resolving an issue. Therefore, when faced with a problematic situation, improve your chances of success by bringing to bear diversity on the problem. 

Context: 

Cultures developed separately in many places around the world. Partly to adapt to specific conditions and partly by accident, these cultures developed different cultural practices. In addition, humans, like every other living species, exhibits diversity on thousands of dimensions even at birth. Beyond that, people are further influenced to develop differently based on their families of origin and their peer groups. These differences are critical in having allowed us to develop a complex, highly interconnected society of many specialists. People can become incredibly skilled at tennis or playing the piano or writing poetry or programming in LISP or fixing plumbing problems or planting trees or hunting or cooking, to name a few of the thousands of specialities that now exist. Everyone doesn’t have to do every single task for themselves. If we did, we would all be moderately good at the same relatively small set of skills. Instead, we can mainly rely on others who are extremely good at doing what they do and trade the fruits of our labors at what we are expert at for the fruits of their labors. 

All these differences mean that it often takes slightly longer to find and work from common ground; to understand each other, than it might if everyone were born and raised identically. 

Many of us live in societies that push for the fastest possible answer, solution, design, or resolution. There is an absurd push toward speed at the expense of quality. This tends to make people impatient to “just get on with it” by which they actually mean, “just get on with it the way I want to do it.” 

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Problem: 

When people push to the fastest possible solution, it tends to compromise quality in every way. One of the most important ways it compromises quality is that it pushes people not to consider a large variety of ideas but instead to pick the first one or two that come to mind. Generally, the first few ideas that come to mind are not original in any significant way. The ideas will be largely deployed or implicit in the dominant culture already. There will be very few real innovations. 

There is another problem with such an approach. Whatever the “answer” is, it will typically not appeal to everyone or even be in everyone’s interest. As a result, a design will fail to gain the widest possible audience and may instigate a backlash among those whose needs are not being met or whose needs are actually being subverted. 

In a fairly homogeneous group, it is very likely that some vital aspects of the problem or situation will be overlooked. A solution will be derived based on limited data and then marketed based on limited appeal. This failure will be surprising to the homogeneous group because they are only looking at it from one perspective; viz., their own. 

Forces:

  • Diversity of background leads to diversity of experiences.
  • The expectations of any one person are primarily based on their own past experiences.
  • The behavior of any other person is largely based on that person’s past experiences. 
  • People in fairly homogeneous groups tend to focus on their similarities rather than their differences; in some cases, they may even denigrate or make fun of other groups. 
  • Fairly homogeneous groups who focus on their similarities will further reduce the space of possible ideas to ones that are shared by the entire group. In other words, the group will work within the constraints of the intersection of their experiences rather than the union of their experiences. 
  • Ideas and approaches that appeal to those in a fairly homogeneous group will engender a false sense of universality of the appeal. It is easy to believe that the idea will be liked by everyone as much as it is by this particular group.  
  • The same unconscious close-mindedness that prevents the fairly homogenous group from generating very innovative ideas will also make it very difficult to accurately diagnose the real source of the failure.  
  • People in a diverse group will provide that group with an initial set of ideas that is far larger than the set of ideas generated by a homogeneous group. 
  • Moreover, people in a diverse group, if they see diversity as a resource, will tend to more often work from the union of their ideas than limiting themselves only to the intersection of their ideas and experiences.   
  • Ideas can play off against each other and produce still other new ideas. Thus, the diverse group who views their diversity as a strength will start off with a larger pool of ideas; will produce still more “recombinant” new ideas; and will more likely allow a look at the large space formed by the union of ideas rather than being limited by the intersection. 
  • Moreover, people in a diverse group will not only be more likely to produce an innovative service, product, or solution; they will also be more able to see how to market the idea, or specialize it, or localize it to any population represented within the group.    

Solution: 

When facing any particularly challenging situation, try to construct a highly diverse group of people to face that challenge. Respect and learn from each other’s differences. Focus on your diversity as a resource to be capitalized on rather than a handicap to be overcome. 

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Examples: 

  1. Artists as diverse as Frank Lloyd Wright, Vincent Van Gogh, and The Beatles intentionally allowed themselves to be exposed to Asian versions of their art in order to enhance and extend their own styles.

2. High level chefs who specialize in a particular type of cuisine may also become conversant in other types of cuisine to expand the palette of tastes from which to select. 

3. In problem solving, it often happens that the representation a person uses can have a huge impact on how easy a problem is to solve. Similarly, different things are often better said in different languages.  Even when it comes to advances in an entire field, they often follow new ways of representing things. For example, understanding human speech began making much more progress once the sonogram (which shows time on the X-axis, frequency on the Y-axis and amplitude as darkness) came into use as a representation (rather than the earlier representation of a speech waveform with time on the X-axis and amplitude on the Y-axis). Modern medicine today relies on many kinds of “scans” – not just X-rays, though X-rays certainly allowed a big advance over guesswork. (Studies indicating the importance of representation: 1, 3, 4, 5, 6, 13, 18, 19, 20, 23, 24, 25, 26).  

Resulting Context:

Generally speaking, when diverse groups work together and view their diversity as a resource, the result is a better product, service, solution, or resolution. In addition, it typically happens as a kind of side-effect, that the roads to marketing in diverse markets are also opened up. Finally, everyone within the group learns from the others in the group. Inclusion and diversity have another very powerful positive impact. Everyone sees that what one does is the basis for reward rather than what one is or who they know. (Studies on the impact of diversity on team performance: 7, 12, 17, 42). 

This is a huge win for teams, groups, companies, and nations. If people feel that they will be rewarded based on what they do, then people are incentivized to do the best they can. If people feel that they are rewarded based on their age, race, sex, national origin etc. — that is, things over which they have no control, then no-one is motivated to do their best. Those in the out-group feel it is fairly pointless and those in the in-group feel it is unnecessary. 

Of course, there are many other factors besides diversity that impact creativity and innovation. The latter depend on leadership, organizational context, process, support, incentives, etc. In the short term, if people are under time pressure, some may perceive that they haven’t been as productive even if they have if there more ideas and more varied ideas are discussed. Arranging the context so that people are motivated to do well rather than do quickly will be critical to success. 

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References: 

[1] Bellamy, R., Erickson, T., Fuller,B., Kellogg, W.,  Rosenbaum, R., Thomas, J. and Vetting Wolf, T (2007) Seeing is believing: Design visualization for managing risk and compliance. IBM Systems Journal 46:2, 207-218.

[2] Best, M., Deardon, A., Dray, S., Light, A., Thomas, J.C., Buckhalter, C., Greenblatt, D., Krishnan, S., Sambasivan, N. (2007). Sharing perspectives on community centered design and international development.  Human-Computer Interaction, INTERACT 2007. New York: Springer.

[3] Carroll, J. and Thomas, J.C. (1982). Metaphor and the cognitive representation of computer systems. IEEE Transactions on Man, Systems, and Cybernetics., SMC-12 (2), pp. 107-116. 

[4] Carroll, J. Thomas, J. Miller, L. & Friedman, H.  (1980). Aspects of solution structure in design problem solving. American Journal of Psychology, 93 (2), 269-284.

[5] Carroll, J., Thomas, J.C. and Malhotra, A. (1980). Presentation and representation in design problem solving. British Journal of Psychology/,71 (1), pp. 143-155. 

[6] Carroll, J., Thomas, J.C. and Malhotra, A. (1979). A clinical-experimental analysis of design problem solving. Design Studies, 1 (2), pp. 84-92. 

[7]Chow, I. (2018) “Cognitive diversity and creativity in teams: the mediating roles of team learning and inclusion”, Chinese Management Studies, 12 (2), 369-383, https://doi.org/10.1108/CMS-09-2017-0262

[8] Dearden, A., Dunckley, L, Best, M., Dray, S., Light, A. & Thomas, J.C. (2007).  Socially responsible design in the context of international development. Panel presented at INTERACT 2007, Rio de Janiero, BZ,

[9] Fozard, J. L., Thomas, J. C., and Waugh, N. C. (1976). Effects of age and frequency of stimulus repetitions on two-choice reaction time. Journal of Gerontology, 31, (5), pp. 556-563. 

[10] Fozard, J. and Thomas, J. (1975). Psychology of aging: Basic findings and some psychiatric implications.  In J. Howells (Ed). Modern Perspectives in the psychiatry of old age. NY: Brunner/Mazel.

[11] Friedman, B., Brok, E., Roth. S. K., Thomas, J. C. (1996). Minimizing bias in computer systems. SIGCHI Bulletin, 28(1), pp. 48-51. 

[12] Kurtzberg, T. (2005). Feeling creative, being creative: An empirical study of diversity and creativity in teams. Creativity Research Journal, 17(1), 51-65.

[13] Malhotra, A., Thomas, J.C., Carroll, J. & Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 20 , 119-140.

[14] Malhotra, A., Thomas, J.C. and Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 12, pp. 119-140. 

[15] Srivastava, S., Dhanesh, K., Basson, S., Rajput, N., Thomas, J., Srivastava, K. (2012). Voice user interface and growth markets. India HCI conference.

[16] Srivastava, S., Rajput, N, Dhanesha, K., Basson, S., and Thomas, J. (2013). Community-oriented spoken web browser for low literate users. CSCW, San Antonio, TX, 2013.

[17] Stahl, G., Maznevski, M., Voigt, A., and Jonsen, K. (2009). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multi-cultural work groups. Journal of International Business Studies, 1-20. 

[18] Thomas, J.C. (1991). The human factors of voice interfaces. Journal of the Washington Academy of Sciences 80 (3), 138-151. 

[19] Thomas, J.C. and Schneider, M. (1982). A rose by any other alphanumeric designator would smell as sweet. Behavior and Information Technology, 1 (4), 323-325. 

[20] Thomas, J.C. (1978). A design-interpretation analysis of natural English. International Journal of Man-Machine Studies, 10, pp. 651-668. 

[21] Thomas, J.C. and Carroll, J. (1978). The psychological study of design. Design Studies, 1 (1), pp. 5-11. 

[22] Thomas, J. C., Fozard, J. L. and Waugh, N. C. (1977). Age-related differences in naming latency. American Journal of Psychology, 90(3), pp. 499-509. 

[23] Thomas, J.C. (1974). An analysis of behavior in the hobbits-orcs problem. Cognitive Psychology 6 , pp. 257-269. 

[24] Thomas, J. (2015). Chaos, Culture, Conflict and Creativity: Toward a Maturity Model for HCI4D. Invited keynote @ASEAN Symposium, Seoul, South Korea, April 19, 2015.

[25] Thomas, J. (2014). Mobile Systems for Computational Social Science: A Perfect Storm. Invited keynote address at UbiComp workshop, Sept. 13, 2014, Seattle, WA.

[26] Thomas, J., Diament,J., Martino, J. and Bellamy, R., (2012). Using “Physics” of Notations to Analyze a Visual Representation of Business Decision Modeling. Presented at VL/HCC 2012 conference in Salzburg, Austria.

[27] Thomas, J. C. , Basson, Sara H., and Gardner-Bonneau, D.  (2008 & 1999) Universal access and assistive technology. In D. Gardner-Bonneau (Ed.), Human factors and voice interactive systems. Norwell, MA: Kluwer. 

[28] Thomas, J.C. (2003), Social aspects of gerontechnology.  In Impact of technology on successful aging N. Charness & K. Warner Schaie (Eds.). New York: Springer.

[29] Thomas, J. C. (2001). An HCI Agenda for the Next Millennium: Emergent Global Intelligence. In R. Earnshaw, R. Guedj, A. van Dam, and J. Vince (Eds.), Frontiers of human-centered computing, online communities, and virtual environments. London: Springer-Verlag. 

[30] Thomas, J.C. (1997). Steps toward universal access in a telecommunications company. In B. Friedman (Ed.), Human values and the design of computer technology. Stanford, CA: CSLI. 

[31] Thomas, J. C. (2017). Old People and New Technology: What’s the Story? Presented at Northwestern University Symposium on the Future of On-Line Interactions, Evanston, Ill, 4/22/2017. 

[32] Thomas, J.C. (2007). Panelist, Meta-design and social creativity: Making all voices heard. INTERACT 2007, Rio de Janeiro, BZ, Nov., 2007.

[33] Thomas, J.C. (2007).  E-learning: An opportunity to meld modern technology and ancient wisdom? Panelist, E-learning.  INTERACT 2007, Rio de Janeiro, BZ, Nov. 2007.

[34] Thomas, J.C. (2005). Patterns to promote individual and collective creativity.  Presented at the Human Computer Interaction International, Las Vegas, NV, July 27, 2005.

[35] Thomas, J.C. (1996). Invited panel presenter at the National Research Council’s workshop: Toward an every-citizen interface to the national information infrastructure, Washington, DC., August 23, 1996.

[36] Thomas, J.C. & Kellogg, W. (1993). Cross-cultural perspectives on human-computer interaction: report on the CHI ’92 workshop. SIGCHI Bulletin, 25 (2), 40-45.

[37] Trewin, S., Richards, J., Hanson, V., Sloan, D., John, B., Swart, C., Thomas, J. (2012). Understanding the role of age and fluid intelligence in information search. Presented at the ASSETS Conference, Boulder CO.

[38] Trewin, S., Bellamy, R., Thomas, J., Brezin, J., Richards, J., Swart, C., and John, B.E., (2010). Designing for Auditory Web Access: Accessibility and Cellphone Users.  The 7th International Cross-Disciplinary Conference on Web Accessibility, W4A.

[39] Trewin, S, Richards, J.,Bellamy, R, John, B.E.,Thomas, J.C., Swart, C.Brezin, J. (2010). Toward Modeling Auditory Information Seeking Strategies on the Web. CHI Work In Progress. 

[40] Trewin, S., Bellamy, R., Thomas, J., Brezin, J., Richards, J., Swart, C., and John, B.E., (2010). Designing for Auditory Web Access: Accessibility and Cellphone Users.  The 7th International Cross-Disciplinary Conference on Web Accessibility, W4A.

[41] Trewin, S, Richards,J.,Bellamy, R, John, B.E.,Thomas, J.C., Swart, C.,Brezin,J. (2010). Toward Modeling Auditory Information Seeking Strategies on the Web. CHI Work In Progress. 

[42] Yap, C., Chai, K. & Lemaire, P. (2005). An empirical study on functional diversity and innovation in SMEs. Creativity and Innovation Management, 14 (2), 176-190. 

Support Both Flow & Breakdown

21 Monday May 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 3 Comments

Tags

collaboration, contextual design, Design, environment, error messages, HCI, human factors, learning, pattern language, pliant systems, politics, usability

Support Both Flow & Breakdown

IMG_4663

Prolog/Acknowledgement/History: 

Only a few days after moving into our San Diego home (with a beautiful drip-irrigated garden), I glanced outside to see a geyser sprouting about ten feet into the air. San Diego can only survive long term if people conserve water! Yet, here we were — wasting water. I rushed outside to turn off the sprinkler system. As I ran to the controller, I noted in passing that the nearby yard lay soaked with pools of water. I turned off the sprinklers — except for the geyser which continued its impersonation of “Old Faithful.” I tried turning the valve on that particular sprinkler and did manage in that way to completely soak myself but the water waste continued unabated. We called the gardener who knew and explained the location of the shutoff valve for the entire house and garden. Later, he came and replaced the valve with a newer type. The old type, which had failed, failed by being stuck in the fully ON position!

Often in the course of my life, I have been frustrated by interacting with systems — whether human or computer — that were clearly designed with a different set of circumstances than the one I found myself in at the time. In a sense, the Pattern here is a specific instance of a broader design Pattern: Design for Broad Range of Contexts. The specific example that I want to focus on in this Pattern is that design should support the “normal” flow of things when they are working well, but also be designed to support likely modes of breakdown.

During the late 1970’s, I worked with Ashok Malhotra and John Carroll at IBM Research on a project we called “The Psychology of Design.” We used a variety of methods, but one was observing and talking with a variety of designers in various domains. One of the things we discovered about good designers was a common process that at first seemed puzzling. Roughly speaking, designers would abstract from a concrete situation, a set of requirements. They would then create a design that logically met all the requirements. Since we were only studying design and not the entire development process (which might include design, implementation, debugging, etc.) it might seem that the design process would end at that point. After all, the designer had just come up with a design that fulfilled the requirements.

What good designers actually did however, at least on many occasions, was to take their abstract design and imagine it operating back in the original concrete situation. When they imagined their design working in this concrete reality they often “discovered” additional requirements or interactions among design elements or requirements that were overlooked in the initial design. While unanticipated effects can occur in purely physical systems, (e.g., bridges flying apart from the bridge surface acting like a wing; O-rings cracking at sufficiently cold temperatures), it seems that human social systems are particularly prone to disastrous designs that “fulfill” the requirements as given.

woman in white wedding gown near orange car

Photo by Slobodan Jošić on Pexels.com

 

The Pattern here specifically focuses on one very common oversight. Systems are often designed under the assumption that everything in the environment of the system is working as it “should” or as intended. This particular type of breakdown was featured in an important theoretical paper authored by Harris and Henderson and presented at CHI 99. That paper claimed systems should be “pliant” rather than rigid. A common example most readers have had with a non-pliant system is to call an organization and be put into an automated call-answering system that does not have the appropriate category anywhere for the current situation but still does not have a way to get through to a human operator.

A telling example from their CHI Proceedings article is that of a paper-based form that was replaced with a computerized system with fixed fields. So, for example, there were only so many characters for various address fields. When someone needed to make an exception to the address syntax with a paper form, it was easy. They could write: “When it’s time to ship the package, please call this number to find out which port the Captain will be in next and ship it there: 606-555-1212.” In the computerized form, this was impossible. In fact, there were so many such glitches that the workers who actually needed to get their work done used the “required” “productivity-enhancing” computer system and also duplicated everything in the old paper system so that they could actually accomplish their tasks.

As part of the effort (described in the last blog post) to get IBM to pay more attention to the usability of its products, we pushed to make sure every development lab had a usability lab that was adequately equipped and staffed. This was certainly a vital component. However, usability in the lab did not necessarily ensure usability in the field. There are many reasons for that and I collaborated with Wendy Kellogg in the late 1980’s to catalog some of those. This effort was partly inspired by a conversation with John Whiteside, who headed the usability lab for Digital Equipment Corporation. They brought people who used a word processor into their usability lab and made numerous improvements in the interface. One day he took some of the usability group out to observe people using the text editor in situ in a manuscript center. They discovered that the typists spent 7 hours every day typing and 1 hour every day counting up, by hand, the number of lines that they had typed that day (which determined their pay). Of course, it was now immediately obvious how to improve productivity by 14%. The work of this group seems to have been inspirational for Beyer & Holtzblatt’s  Contextual Design as well as the Carroll & Kellogg (1989) paper on “Artifact as Theory Nexus.”

fire portrait helmet firefighter

Photo by Pixabay on Pexels.com

 

Author, reviewer and revision dates: 

Created by John C. Thomas in May, 2018

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Related Patterns: 

Reality Check, Who Speaks for Wolf?

Abstract: 

When designing a new system, it is easy to imagine a context in which all the existing systems that might interact with the new system will operate “normally” or “properly.” In order to avoid catastrophe, it is important to understand what reasonably likely failure modes might be and to design for those as well.

Context: 

For people to design systems, it is necessary to make some assumptions that separate the context of the design from what is being designed. There is a delicate balance. If you define the problem too broadly, you run the risk of addressing a problem that is too intractable, intellectually, logistically or financially. On the other hand, if you define the problem too narrowly, you run the risk of solving a problem that is too special, temporary, or fragile to do anyone much good.

In the honest pursuit of trying to separate out the problem from the context, it happens that one particular form of simplification is particularly popular. People assume that all the systems that will touch the one they are designing will not fail. That often includes human beings who will interact with the system. Such a design process may also presume that electrical power will never be interrupted or that internet access will be continuous.

Systems so designed may have a secondary and more insidious effect. By virtue of having been designed with no consideration to breakdowns, the system will tend to subtly influence the people and organizations that it touches not to prepare for such breakdowns either.

Problem:

When the systems that touch a given system do fail, which can always happen, if no consideration has been given to failure modes, the impact can be disastrous. Most typically, when the system has not been designed to deal with breakdowns, the personnel selection, training, and documentation also fail to deal with breakdowns. As a result, not only are the mechanisms of the systems unsuited to breakdowns; the human organization surrounding the breakdown is also unprepared. Not only is there a possibility of immediate catastrophe; the organization is unprepared to learn. As a result, mutual trust within and of the organizations around the system are also severely damaged.

architecture building fire exit ladders ladder

Photo by Photo Collections on Pexels.com

Forces:

  • Design is a difficult and complex activity and the more contingencies and factors that are taken into account, the more difficult and complex the design activity becomes.
  • Not every single possibility can be designed for.
  • People working on a design have a natural tendency to “look on the bright side” and think about the upside benefits of the system.
  • People who try to “sell” a new system stress its benefits and tend to avoid talking about its possible failures.
  • It is uncomfortable to think about possible breakdowns.
  • When anticipated breakdowns occur, the people in relevant organizations tend to think about how to fix the situation and reduce the probability or impact of breakdowns for the future.
  • When unanticipated breakdowns occur, the people in relevant organizations tend to try to find the individual or individuals responsible and blame them. This action leaves the probability and impact of future breakdowns unimproved.
  • When people within an organization are blamed for unanticipated system failure, it decreases trust of the entire organization as well as mutual trust within the organization.

* Even when consideration of support for breakdown modes is planned for, it is often planned for late in an ambitious schedule. The slightest slippage will often result in breakdowns being ignored.

Solution:

When designing a system, make sure the design process deals adequately with breakdown conditions as well as the “normal” flows of events. The organizations and systems that depend on a system also need to be designed to deal with breakdowns. For example, people should be trained to recognize and deal with breakdowns. Organizations should have a process in place (such as the After Action Review) to learn from breakdowns. Having a highly diverse design team may well improve the chances of designing for likely breakdowns. 

Resulting Context:

Generally speaking, a system designed with attention to supporting both the “normal” flow of events and likely breakdown modes will result in a more robust and resilient system. Because the system design takes these possibilities into account, it also makes it likely that documentation and training will also help people prepare for breakdowns. Furthermore, if breakdowns are anticipated, it also makes it easier for the organization to learn about how to help prevent breakdowns and to learn, over time, to improve responses to breakdowns. There is a further benefit; viz., that mutual trust and cooperation will be less damaged in a breakdown. The premise that breakdowns will happen, puts everyone more in the frame of mind to learn and improve rather than simply blame and point fingers.

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Examples: 

1. Social Networking sites were originally designed to support friends sharing news, information, pictures, and so on. “Flow” is when this is what is actually going on. Unfortunately, as we now know, social media sites can also not work as intended, not because there are “errors” in the code or UX of the social media systems but because the social and political systems that form the context for these systems have broken down. The intentional misappropriation of an application or system is just one of many types of breakdowns that can occur.

2. When I ran the AI lab at NYNEX in the 1990’s, one of the manufacturers of telephone equipment developed a system for telephone operators that was based on much more modern displays and keyboards. In order to optimize performance of the system, the manufacturer brought in representative users; in this case, telephone operators. They redesigned the workflow to reduce the number of keystrokes required to perform various common tasks. At that time, operators were measured in terms of their “Average Work Time” to handle calls.

In this particular case, the manufacturer had separated the domain into what they were designing for (namely, the human-machine interface between the telephone operator and their terminal) from the context (which included what the customer did). While this seemed seemed like a reasonable approach, it turned out when the HCI group at NYNEX studied the problem with the help of Bonnie John, the customer’s behavior was actually a primary determiner of the overall efficiency of the call. While it was true that the new process required fewer keystrokes on the part of the telephone operator, these “saved” keystrokes occurred when the customer, not the telephone operator, was on the critical path. In other words, the operator had to wait for the customer any way, so one or two fewer keystrokes did not impact the overall average work time. However, the suggested workflow involved an extra keystroke that occurred when the operator’s behavior was on the critical path. As it turned out, the “system” that needed to be redesigned was not actually the machine-user system but the machine-user-customer system. In fact, the biggest improvement in average work time came from changing the operator’s greeting from “New York Telephone. How can I help you?” to “What City Please?” The latter greeting tended to produce much more focused conversation on the part of the customer.

Just to be clear, this is an example of the broader point that some of the most crucial design decisions are not about your solution to the problem you are trying to solve but your decision about what the problem is versus what part of the situation you decide is off-limits; something to ignore rather than plan for. A very common oversight is to ignore breakdowns, but it’s not the only one.

black rotary telephone beside beige manekin

Photo by Reynaldo Brigantty on Pexels.com

3. In a retrospective analysis of the Three-Mile Island Nuclear Meltdown, many issues in bad human factors came to light. Many of them had to do with an insufficient preparation for dealing with breakdowns. I recall three instances. First, the proper functioning of many components was shown by a red indicator light being on. When one of the components failed, it was indicated by one of a whole bank of indicator lights not being on. This is not the most salient of signals! To me, it clearly indicates a design mentality steering away from thinking seriously about failure modes. This is not surprising because of the fear and controversy surrounding nuclear power. Those who operate and run such plants do not want the public, at least, to think about failure modes.

Second, there was some conceptual training for the operators about how the overall system worked. But that training was not sufficient for real time problem solving about what to do. In addition, there were manuals describing what to do. But the manuals were also not sufficiently detailed to describe precisely what to do.

Third, at one critical juncture, one of the plant operators closed a valve and “knew” that he had closed it because of the indicator light next to the valve closure switch. He then based further actions on the knowledge that the valve had been closed. Guess what? The indicator light showing “value closure” was not based on feedback from a sensor at the site of the valve. No. The indicator light next to the switch was lit by a collateral current from the switch itself.  All it really showed was that the operator had changed the switch position! Under “normal” circumstances, there is a perfect correlation between the position of the switch and the position of the valve. However, under failure mode, this was no longer true.

accident action danger emergency

Photo by Pixabay on Pexels.com

4. The US Constitution is a flexible document that takes into account a variety of failure modes. It specifies what to do, e.g., if the President dies in office and has been amended to specify what to do if the President is incapacitated. (This contingency was not really specified in the original document). The Constitution presumes a balance of power and specifies that a President may be impeached by Congress for treasonous activity. It seems the US Constitution, at least as amended, has anticipated various breakdowns and what to do about them.

There is one kind of breakdown, however, that the U.S. Constitution does not seem to have anticipated. What if society becomes so divided, and the majority of members in Congress so beholden to special interests, that they refuse to impeach a clearly treasonous President or a President clearly incapacitated or even under the obvious influence of one or more foreign powers? Unethical behavior on the part of individuals in power is a breakdown mode clearly anticipated in the Constitution. But it was not anticipated that a large number of individuals would simultaneously be unethical enough to put party over the general welfare of the nation.  Whether this is a recoverable oversight remains to be seen. If democracy survives the current crisis, the Constitution might be further amended to deal with this new breakdown mode.

5. In IT systems, the error messages that are shown to end users are most often messages that were originally designed to help developers debug the system. Despite the development of guidelines about error messages that were developed over a half century ago, these guidelines are typically not followed. From the user’s perspective, it appears as though the developers know that something “nasty” has just happened and they want to run away from it as quickly as possible before anyone can get blamed. They remind me of a puppy who just chewed up their master’s slippers and knows damned well they are in trouble. Instead of “owning up” to their misbehavior, they hide under the couch.

Despite the many decades of pointing out how useless it is to get an error message such as “Tweet not sent” or “Invalid Syntax” or “IOPS44” such messages still abound in today’s applications. Fifty years ago, when most computers had extremely limited storage, there may have been an excuse to print out succinct error messages that could be looked up in a paper manual. But today? Error messages should minimally make it clear that there is an error and how to recover from it. In most cases, something should be said as well as to why the error state occurred. For instance, instead of “Tweet not sent” a message might indicate, “Tweet not sent because an included image is no longer linkable; retry with new image or link” or “Tweet not sent because it contains a potentially dangerous link; change to allow preview” or “Tweet not sent because the system timed out; try again. If the problem persists, see FAQs on tweet time-out failures.” I haven’t tested these so I am not claiming they are the “right” messages, but they have some information.

Today’s approach to error messages also has an unintended side-effect. Most computer system providers now presume that most errors will be debugged and explained on the web by someone else. This saves money for the vendor, of course. It also gives a huge advantage to very large companies. You are likely to find what an error message means and how to fix the underlying issue on the web, but only if it is a system that already has a huge number of users. Leaving error message clarification to the general public advantages the very companies who have the resources to provide good error messages themselves and keeps entrenched vendors entrenched.

slippery foot dangerous fall

Photo by Pixabay on Pexels.com

References: 

Alexander, C., Ishikawa, S., Silverstein, M., Jacobsen, M., Fiksdahl-King, I. and Angel, S. (1977), A Pattern Language: Towns, Buildings, Construction. New York: Oxford University Press.

Beyer, Hugh and Holtzblatt, Karen (1998): Contextual design: defining customer-centered systems. San Francisco: Elsevier.

Carroll, J., Thomas, J.C. and Malhotra, A. (1980). Presentation and representation in design problem solving. British Journal of Psychology/,71 (1), pp. 143-155.

Carroll, J., Thomas, J.C. and Malhotra, A. (1979). A clinical-experimental analysis of design problem solving. Design Studies, 1 (2), pp. 84-92.

Carroll, J. and Kellogg, W. (1989), Artifact as Theory-Nexus: Hermeneutics Meets System Design. Proceedings of the ACM Conference on Human Factors in Computing Systems. New York: ACM, 1989.

Casey, S.M. (1998), Set Phasers on Stun: And Other True Tales of Design, Technology, and Human Error. Santa Barbara, CA: Aegean Publishing.

Gray, W. D., John, B. E., & Atwood, M. E. (1993). Project Ernestine: Validating GOMS for predicting and explaining real-world task performance. Human Computer Interaction, 8(3), 237-309.

Harris, J. & Henderson, A. (1999), A Better Mythology for System Design. Proceedings of ACM’s Conference on Human Factors in Computing Systems. New York: ACM.

Malhotra, A., Thomas, J.C. and Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 12, pp. 119-140.

Thomas, J. (2016). Turing’s Nightmares: Scenarios and Speculations about “The Singularity.” CreateSpace/Amazon.

Thomas, J.C. (1978). A design-interpretation analysis of natural English. International Journal of Man-Machine Studies, 10, pp. 651-668.

Thomas, J.C. and Carroll, J. (1978). The psychological study of design. Design Studies, 1 (1), pp. 5-11.

Thomas, J.C. and Kellogg, W.A. (1989). Minimizing ecological gaps in interface design, IEEE Software, January 1989.

Thomas, J. (2015). Chaos, Culture, Conflict and Creativity: Toward a Maturity Model for HCI4D. Invited keynote @ASEAN Symposium, Seoul, South Korea, April 19, 2015.


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Context-Setting Entrance

13 Tuesday Feb 2018

Posted by petersironwood in management, psychology, Uncategorized

≈ 8 Comments

Tags

advertising, Business, collaboration, Design, marketing, pattern language, teamwork, Web design

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Context Setting Entrance

Prolog/Acknowledgement/History: 

It occurs to me that some readers would like to know more about Pattern Languages; the pros and cons; pointers to the research; perhaps, how to write (or find) Patterns. I will do that soon on the basis of my current understanding. I’d like to put out a few more examples first though. I find that concepts such as “Pattern” and “Pattern Language” are much better defined by example than by rule. In the meantime, here below are some pointers to give a better flavor of what this odd creature, A Pattern Language, actually looks like and whether it can be housebroken or used for hunting. As you can tell by the list below, I have tried this creature in many different circumstances. To me, it seems quite happy and affectionate. I think that when it comes to trying to work with Pattern Languages, it is necessary to treat it something like a puppy. Your attitude will be an even more important a predictor of your success than your cleverness or knowledge of the Patterns.

Let every Pattern be “frisky” and let each Pattern explore and check out odd corners of the domain (and each other). There are cases where a Pattern doesn’t apply and there are cases where no Pattern applies just as your puppy can’t do anything they want. And, there are a few places where Pattern Languages are not at all appropriate just as there are places where no pets are allowed. For example, some situations are well enough understood that they can be characterized by a mathematical formula. No need for a Pattern (or a puppy) there, though it could still be fun.

https://www.slideshare.net/John_C_Thomas/toward-a-sociotechnical-pattern-language

https://www.slideshare.net/John_C_Thomas/ppdd-copy?qid=2852eb5e-9639-44e0-b648-eb46defc0721&v=&b=&from_search=1

Meta design and social creativity from John Thomas

https://www.slideshare.net/John_C_Thomas/chi2006-workshop-paper-on-trust

https://www.slideshare.net/John_C_Thomas/chi2006-workshop-paper-on-trust

https://www.slideshare.net/John_C_Thomas/sigchi-extended-abstractsjct

http://www.cs.cmu.edu/~yangwan1/cscw2011/papers/cscw2011extendedabstractW7positionpaper-JCT.pdf

https://www.slideshare.net/John_C_Thomas/handover-jct

There are several “sources” of inspiration for this Pattern. First, I was struck by one of Christopher Alexander’s architectural Patterns because it resonated with one of my own pet peeves — modern buildings often give no clue as to where the blasted entrance is! Part of Pattern 110 – Main Entrance says the following:

“The entrance must be placed in such a way that people who approach the building see the entrance or some hint of where the entrance is, as soon as they see the building itself.” 

To this, I say, “Amen!”

Being able to know where the entrance is, of course, is somewhat different from saying the entrance should give a clue as to what sort of behavior is appropriate once inside. In terms of my own experience however, this Pattern of Alexander’s set me to thinking about the importance of entrances.

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At about the time I became aware of that Pattern, I was working at IBM Research and used a system that my wife and other friends at IBM developed called “Babble.” This was a mixed synchronous/asynchronous messaging system with wonderful functionality but a rather “unprofessional” look to it. Later, when she managed the group, she hired an extremely talented architect/designer and Babble was replaced with a much more beautiful system called Loops (as in “keeping people in the loop”). The functionality was quite similar but the second design was much more beautiful. Oddly, it never got quite so much use as the first system. I began to wonder whether it was so beautiful that people felt as though what they needed to be more formal, respectful, and serious when they wrote there.

At about the same time, I built a website with some nice graphics. This was a wiki meant for everyone in a community to use. Instead, what I got was email from people suggesting things I could add to the website. “No, it’s a wiki, I explained. You don’t need my permission. Just add what you want!” Very few takers. Later, I made it more “rough-looking” and people began adding material to it.

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While traditions in a culture condition us to expect certain kinds of behavior when we go to a dry cleaners, a pub, or a cathedral, it seems that when it came to electronic media, cues were often missing or misleading. In a later project to improve search on www.ibm.com, I noted and then explained to management that although IBM was trying to be the high price, high quality provider, their website looked, at that time (@2000) a lot more like K-Mart’s website than it did that of Harrods or Neiman Marcus. All of these specific situations led me to believe that context-setting entrances (e.g., splash screens and portals) were not being sufficiently accounted for in the design of electronic media.

Author, reviewer and revision dates: 

Created by John C. Thomas on February 13, 2018

Synonyms: 

Set Appropriate Expectations

Abstract: 

Human societies have widely different customs about what is appropriate behavior in different contexts. As people grow up in a culture, they learn when and where various actions and styles of behaving and talking are appropriate. When someone enters an unfamiliar setting, it is generally to everyone’s advantage that the new person has some idea about what is appropriate. Therefore, before the person even enters it is nice to provide the right emotional tone and mood appropriate to the current situation. In some cases, this can be done architecturally or musically. In other cases, people may be given a “program” which through typography, word choice, or images may set the tone for a gathering. By setting the context at the entrance, people understand better what is expected of them; it prevents their embarrassment and enhances the ritualistic aspects of the event as well as making the practical outcomes achieved more effectively.

Problem:

Groups function better when the people in the group behave within a set of norms. For example, at a golf match, there are specific roles for contestants, caddies, audience members, officials, vendors, and the press. Each of them is expected to play a particular role with respect to the tournament. In addition to that however, there are expectations about the appropriate style. In golf, as in tennis, it is expected that the audience be quiet during actual play. Baseball and football players as well as professional fighters talk trash to each other but tennis players and golfers typically do not. If people use the “wrong” norms for the occasion, they may be embarrassed as well as upsetting the rest of the group. In some cases, such as a church service, prom, funeral, wedding, or legal proceedings, failing to follow the norms may even tend to thwart the social binding purpose of the event. For example, many things that would be “appropriate” at the bachelor or bachelorette party right before a wedding would not be appropriate as part of the post-wedding toasts. Because there are “rules” even if just one person follows those rules, it diminishes the feeling of group cohesion for everyone. In some cases, violating the norms could also have considerable practical consequences. For example, if a small town has a barn-raising event and there are assigned roles and responsibilities, someone simply “winging it” or following some completely different process of home building could be frustrating, counter-productive, or dangerous.

Context: 

Cultures developed separately in many places around the world. Partly to adapt to specific conditions and partly by accident, these cultures developed different cultural practices. There are many cultures around the entire world who celebrate e.g., successes, conceptions, births, deaths, marriages, divorces, graduations, birthdays, coming of age, etc. Aside from rituals and special events, there are also particular places where one is expected to behave in a certain way or certain people such as royalty who are supposed to be addressed in certain ways. There are also particular holidays that precipitate particular behaviors, moods, rituals, etc.

To insure that everyone in the group or community knows what is expected of them, more experienced members of the group or community might conduct training, provide written materials,  to the less experience or perhaps even put some information on a “cheat sheet” of some kind.

Yet, there may always be the possibility of those without the training or instructions to become involved in a social situation with demanding rules. In such cases, it helps to set the context by the words, shapes, colors, music, architecture and thereby let people know what the proper tone should be for the occasion .

People find it very difficult to operate in a sea of ambiguity and therefore seek to find explanations and clarity very quickly. Unfortunately, people therefore tend to jump to a conclusion about someone else and that conclusion can then blind them to further information about that person, particularly when the new information is at odds with the initial impression. So, when someone behaves “badly” — too informally or too formally, for instance, many immediately think badly of them. And, they, in turn, through being embarrassed, think less of the group, event, ritual, etc. than they would have if they had simply been “clued in” as to what was expected.

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Forces:

  • Everyone comes to expect certain forms of behavior from others in a specific context.
  • The expectations of any one person are primarily based on their own past experiences.
  • The behavior of any other person is largely based on that person’s past experiences. 
  • People are particularly influenced in their perception of something new by their first experience.
  • Because modern cultures are often quite fluid, it often happens in the real world that people enter a Holiday, special event, ritual, building, or website that they are unfamiliar with.
  • When a person seems to be too uptight or too loose for the situation, we tend to make (and stick with) negative attributions about them.
  • When someone attempts to “fit in” to a new group or situation and fails because they couldn’t tell how they were supposed to act, they will tend to reject the group, event, or medium.
  • There are numerous clues that can be used to set a mood or predispose people to behave in certain ways.

Solution:

When designing a website, application, building, party, or basically anything at all, use cues at your disposal to let people know what sorts of behavior and what styles of behavior are appropriate.

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Examples: 

1. Motion picture use both imagery and music at the beginning to let the audience know what this movie is about and even presage how it will turn out. Consider for a moment the difference between the beginning of The Sound of Music and Jaws. In both cases, the imagery and the music are quite appropriate to the overall dramatic arc.

2. You enter a restaurant. Even before you are seated or look at a menu, based on the noise level, background music, architecture, how crowded it is, and how the people are dressed, you generally have a fairly good idea of what is appropriate and inappropriate conversation and behavior as well as what the price range is likely to be.

3. You see a book at the bookstore or on-line. Before buying the book, or indeed, even reading a few pages, you already have an impression based on the cover, the size and age of the book, the blurb, and the author’s profile what type of book this is to be. For example, and hopefully, the cover art of Turing’s Nightmares says: “This is science fiction” and “The world is going to be quite different.” The tone will be somewhat surprising and unpredictable On the other hand, the cover of The Winning Weekend Warrior” is going to be about victory and is set in the real world. The tone will be fun and happy. The dust jacket of Christopher Alexander’s A Pattern Language, looks to me quite formal and serious. It seems rather tome-like because of the sparseness of cover imagery, the typography and the presence of so many authors on the cover.

4. When it comes to social media, of course, a large part of what people “see” in the “entrance” are the posts, blogs, tweets, comments of other participants. If one wanted, for instance, to increase the chances that users were respectful, polite, or rude, one could alter the first few posts, blogs, tweets or comments that a new user saw and that could serve as a model for what was deemed most appropriate.

Resulting Context:

Generally speaking, a context setting entrance will help people behave more appropriately. This will result in less friction, fewer outcasts, greater group cohesion, and greater social capital. It may also help people choose more appropriately among various possible churches, movies, restaurants, movies and on-line venues.

Rationale:

Most people most of the time wish to act appropriately. Letting them know what that is increases the chances that they will be able to.

Related Patterns: 

Special Events. Greater Gathering.

Known Uses:

Metaphors: 

The strongest metaphor that leaps to mind are various “warnings” in the plant and animal kingdom; e.g., brightly colored poisonous snakes and tree frogs as well as “attractors” such as flowers use to attract bees and birds and fish use to attract potential mates.

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References: 

Alexander, C., Ishikawa, S., Silverstein, M., Jacobsen, M., Fiksdahl-King, I. and Angel, S. (1977), A Pattern Language: Towns, Buildings, Construction. New York: Oxford University Press.

Thomas, J. (2015). The Winning Weekend Warrior: How to succeed at golf, tennis, baseball, football, basketball, hockey, volleyball, business, life, etc.  CreateSpace/Amazon.

Thomas, J. (2016). Turing’s Nightmares: Scenarios and Speculations about “The Singularity.” CreateSpace/Amazon.

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Meaningful Initiation

29 Monday Jan 2018

Posted by petersironwood in America, management, psychology, sports, Uncategorized

≈ 2 Comments

Tags

Business, collaboration, coming of age, cooperation, coordination, Design, initiation, life, pattern language, ritual

Meaningful Initiation

Prolog: 

I have mixed feelings about the phenomenon of “initiation.” I’d be very interested to hear about other people’s experiences, intuitions, and studies related to this very common social phenomenon.

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Author, reviewer and revision dates: 

Created by John C. Thomas on January 29, 2018

 

Synonyms: 

Appropriate Initiation

Abstract: 

Persistent social groups typically require people who want to join the group to pass an initiation ceremony, rite, or test. Some of these “initiations” include meaningful tests of skill, knowledge, or loyalty. Such initiations prevent people who are deemed unworthy or not ready from joining the group. This has several additional effects. People who pass the initiation, especially if it is severe, value the group more. The initiation also tends to prevent people who do not really value the group enough (or even seek to subvert it) from joining. In addition, people who have no interest in joining the group may also value it more highly if they know it is difficult to join. Initiations may be severe by virtue of having the test of skill itself be difficult, or by requiring endurance, pain, or embarrassment on the part of the would-be joiner.

Problem:

Groups function better under a wide variety of circumstances if there is a high degree of internal mutual trust. If people work together over a long period of time, trust will develop if warranted. However, often even a newcomer to a group can cause chaos and mistrust due to lack of experience, competence, or in some cases, intentionally. Groups therefore need some way to ensure that everyone in the group is minimally competent, values the group and works for the group’s benefit, not just their individual benefit. It’s important for the group work that everyone value the group and trust each other.

Context: 

Complex problems and large problems can often only be solved by groups. For the group to work well together to solve ill-defined or wicked problems, they need to have a common way of communicating, have knowledge of what each other knows, and have a high degree of trust. At the other extreme, consider slaves chained to their oars, slaves picking cotton, or even volunteers, each of whom scans a very small pre-assigned segment of the night sky. In these cases, someone outside the group is typically “in charge” and the cooperation and coordination required among the members of the group is determined, not by the group, but by an overseer. As the problem space becomes more complex however, it becomes more and more necessary for the group to be able to re-prioritize, re-arrange how they work together, and even for fundamental values and goals to evolve. In these latter contexts, it is very important for the group members to share common experiences and trust each other.

In some cases, the normal progression of education, joining a sports league or becoming a full-fledged member of a profession has an initiation aspect even if its accidental. For instance, becoming a tennis professional will require submitting to the requests of coaches and doing a lot of repetition of the fundamentals. It may also require many hours of working out for flexibility, strength, balance, and cardio fitness. In addition, as the person gains skill, their opponents and the venues will tend to produce more and more stressful situations that must be mastered in order to progress to the next level. Similarly, to become a medical doctor requires hundreds of hours of study as well as practical, hands on experiences which will typically require higher and higher levels of skill and stress. Sometimes there are actual specific ritual initiations in addition, but sometimes the structure of the profession itself serves an initiative function.

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Forces:

  • If someone works harder, or suffers more pain or embarrassment to be accepted into a group, they will tend to value the group more (though this findings has not always been replicated).
  • For groups to work well together, they need common ways to communicate.
  • Common experiences tend to increase mutual trust.
  • For many groups, it is vital that the members of the group are selected so as to have adequate speed, strength, vision, courage, training, skill, or other characteristics.
  • Groups which are perceived to be very difficult to join may be viewed as being higher prestige than those which are easy to join.
  • Groups with higher prestige may enjoy more benefits from the larger society such as special laws, exceptions to general regulations, or a better pool of candidates.
  • Some people may use the excuse of an initiation in order to satisfy their own need to inflict cruelty on others regardless of the impact of that cruelty on the individual being initiated or on the effectiveness and cohesion of the group.

Solution:

Before someone is allowed to join a group, they have to “prove themselves” by undergoing an initiation. This insures they have some minimal qualifications. It also increases the strength of loyalty, social capital, and trust within the group. It may also increase the “cachet” of the group among others.

Examples: 

As Royal Dutch Petroleum was nearing its hundredth year of existence, they commissioned Aries de Gues to find out whether corporations ever existed as long as a century and if so, what were the characteristics. He found that indeed, there were companies that old and they had four common characteristics. One was a high degree of mutual trust. A second was “strong boundaries.” This latter characteristic meant that it was difficult to join such companies and people tended to stay for a long time. Both these characteristics are logically related to having meaningful initiations. (The other two are not strongly related to this Pattern; Tolerance for Exploration at the Edges and Financial Conservatism).

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See link for examples of religious initiations: https://en.wikipedia.org/wiki/Religious_initiation_rites

Many so-called “primitive” cultures had initiations and rites of passage. Here are a few references.

https://www.artofmanliness.com/2015/09/30/lessons-from-the-sioux-in-how-to-turn-a-boy-into-a-man/

https://mightywrites.wordpress.com/2012/02/21/maori-ta-moko-a-ritual-of-passage-a-study-of-tattoing/

http://www.maasai-association.org/ceremonies.html

https://video.nationalgeographic.com/video/us-apachegirl-pp

Resulting Context:

Presumably and hopefully, the resulting context is a self-sustaining group over time whose members trust each other, communicate well, and highly value their group membership.

Rationale:

Initiations are supposed to have these benefits: 1) The initiation screens out anyone who is incapable or not sufficiently interested to undergo bad things in order to join the group. 2) The initiation causes members of the group to value the group more highly. 3) The initiation provides a common experience that all group members can share. 4) The initiation may make the group seem more “selective” to people outside.

Related Patterns: 

Special Roles; Strong Boundaries; Levels of Trust; Bell, Book, and Candle; Apprenticeships; Official Sanctions of Competency.

Known Uses:

College fraternities and sororities, clubs, sports teams, commercial groups in many settings, military groups, religious groups, and professional societies among others, all require tests and/or initiations before one becomes a full-fledged member. In some cases, such as a Ph.D. dissertation and defense, the “initiation” is mainly a test and an educational experience, but there is often an “endurance” aspect as well. While college fraternity initiations may include tests of knowledge of the participants; e.g., about the fraternity, it’s origins and members; it seems mainly to require the pledge to endure humiliation, discomfort, endurance and sometimes physical danger.

Known Misuses:

(Note: This is not a standard section in the Patterns of a Pattern Language. In this case, I think it’s important. While I do think this overall Pattern can be a useful one, it is particularly prone to misuse as well. I’d like to hear other people’s thoughts and experiences of initiations and what could be done to insure that this is a positive pattern.)

College fraternities in particular are known for so-called “hazing” that sometimes results in deaths. The most common cause of death is from drinking too much alcohol in too short a period of time.

Although part of what internships for medicine do is teaching and testing the ability of doctors to handle pressure, the schedules and attitudes often seem to include an element of cruelty and possibly even danger to the health and well-being of both interns and patients. Many professionals in other fields as well have experienced abuse of one sort or another from superiors during or associated with such tests.

In the movie, A Few Good Men, a commander orders a “Code Red” on a recruit who has repeatedly fallen short in various physical tests. The recruit dies. It turns out that his inability to perform some of the physical requirements of Marine training were because of an undiagnosed heart problem. This is at least arguably an example (albeit fictional) of initiation gone horribly wrong. Even though the fallen soldier was “in” the Marines, he was still in basic training which consists of a combination of skills training, conditioning, and repeated “initiation rituals.”

IMG_5348

When I was a Boy Scout, my “initiation” consisted of supposedly being branded by a hot poker. Three of us were to be initiated during a week-end long camp outing. The kids who were already in the troop were in the main common room and we three were told to wait our turn in another, smaller room. The main room had a roaring fire and fireplace tools including a poker. I volunteered to go first. I was blindfolded and led into the main room where I had to lay down on a bench next to the fire. My shirt was pulled up and after a few minutes, when my torso felt hot from the fire, an ice cube was laid on my stomach. As you can easily verify for yourself, if you sense both hot and cold at the same time, it produces a burning sensation. I was instructed to scream bloody murder for the benefit of the guys still in the other room. As best I can recall at the time, I had been fairly well convinced that I was not actually going to be branded. (But either way, I thought it better to go first). For one thing, I had been swimming with all these guys and never noticed any kind of a scar that would be consistent with being branded with a hot poker. The second guy went through a similar procedure and was also told to scream bloody murder. After his “branding” the troop members took a towel and put ketchup on it to simulate blood. They took this in to show the third and last one of tonight’s “initiates.” The two of us who had already been initiated still moaned mournfully as though in pain, as per our instructions. When the boys went to blindfold and bring the last initiate in however, he completely freaked out. He not only refused; he fought as though his life depended on it, punching, kicking, biting, and otherwise wreaking mayhem on the older and larger boys who were trying to subdue him for the initiation. Realizing how extreme was his fear, they tried to intimate that he was not really going to be branded but this last boy was far too wound up to pay attention to what was being “intimated.” The troop eventually gave up on his initiation. That boy was seriously traumatized. I can’t really say whether he ever believed us that no-one really meant him physical damage, but he never looked any of us in the eye again or spoke much during the remainder of the camping trip. He never asked for another go at an initiation and, to the best of my recollection, everyone else in the troop felt very bad. Rather than increase social cohesion in the group, this misadventure backfired completely. Whatever the reason, this particular troop soon disbanded. This example serves as a cautionary tale about “initiations” because none of the people involved foresaw this particular outcome or were operating out of conscious cruelty.

Early in high school, I got a volunteer job as a “Y leader” at the local YMCA. I basically taught and supervised younger kids in basketball and various fitness tests. My manager was a young man probably in college. He said I would have to pass a “test” first which consisted, basically, of doing a chore for him; I was supposed to go to a nearby department store and pick up a shade that he had bought and paid for. I went to the department store but no-one in the drapery department had the least knowledge of this guy and the shade he had supposedly bought. I had to return empty handed and figured I had failed my “test.” He explained, however, that he hadn’t bought window shades but lamp shades. Back to the store I trudged and returned with his lamp shades. It all struck me as weird and irrelevant to my job as a Y-leader. But there was more to come.

In order to be fully admitted into this little “club” of the Y-leaders we had to go through an initiation. We had several weeks to memorize every athletic record of that local Y, as well as their times or weights or distances. There was also additional material about the procedures and the hierarchy of the YMCA and so on. Then, we came to the initiation night. I think there were four of us who were initiates. We initiates took turns and had to answer questions given by this same manager mentioned above. While doing this, we stared into a very bright light. He was behind the light so that I could only see a slight shadow of the outline of his head. He and the rest of the Y leaders called us “worms” during this little ritual. On the other hand, the initiates were supposed to begin and end each of our utterances with “sir.” Well, I hadn’t really cared much about the material and quickly got three wrong. Now, I was given a choice: I could either delay being initiated and try again next month, or I could take 40 whacks with a wooden paddle. I opted for the 40 whacks. I had been paddled before with wooden paddles, but never more than a few times.

As I soon discovered, there was another crucial difference. My other paddling had been by teachers. Although they certainly wanted to make the paddling punishment hurt, they also certainly wanted to avoid a lawsuit. Although back then, lawsuits were not so plentiful as raindrops, there were some. In any case, I don’t think any of them actually wanted to physically injure us. This paddling was done by all the boys who were already Y leaders. This paddling was done by my peers. They were not adults but young teen-aged boys. As they took their turns, a few went easy on me and most hit fairly hard — around “teacher” velocity. Two brothers, however, had some kind of sadistic streak. They took several steps forward during the “wind-up” and swung the paddle with both hands like a baseball bat. Anyway, I “passed” the initiation. My backside was black and blue however, not just on my buttocks, which I would have been capable of hiding, but also on the back of my thighs. Two of my co-initiates also received 40 whacks. The last guy had taken the task very seriously and knew an incredible amount of trivia about a bunch of local athletes. But as he answered question after question, the manager simply made the questions more and more obscure, venturing well outside the scope of what we had been told we needed to learn. I realized that the point of the whole exercise was not to have us learn anything but to get to have us paddled. At last, the last boy got three wrong, but to my surprise, when it came to the question, he said he would study again for next month.

Eventually, my parents found out (because the bruising was visible, not just on my buttocks but all the way down the back of my legs) and complained to the Y about this whole initiation. Again, this “initiation” seems to have backfired in every sense. One has to wonder whether overly powerful initiation rituals are also part of why sexual abuse and child abuse often go unreported when it occurs in certain tightly knit groups. Initiation is a tool that needs to be used appropriately, carefully, and protected from the misuse of those who are really interested in inflicting cruelty to others merely under the ruse of carrying out an “initiation.” Need initiations be “secret”? They often are and this increases the tendency for them to be subject to perversion from being what is potentially good for the group into a private exercise in cruelty.

Metaphor:

A sperm cell, whether human animal or flowering plant, must be healthy enough to traverse some distance before getting to an egg. It then has to penetrate the cell wall of the egg. While we do not expect the sperm to therefore “value” the joining with the egg, this process does perform a kind of screening function.

In some team competitions, there are a series of “rounds” before the final round. One could think of these earlier rounds as a kind of trial that has some aspects of initiation. Only the best teams continue on in further into the tournament. In addition, it probably also has the effect of increasing social capital within the team.

Apprenticeship programs often require new apprentices to perform the most menial tasks. This process of gradually assigning more responsibility as the initiate gains more skill is necessary for safe and productive work, but it also may partly serve an initiation function as well.

IMG_0327

References: 

Aronson, E., & Mills, J. (1959). The effect of severity of initiation on liking for a group. The Journal of Abnormal and Social Psychology, 59(2), 177-181.

http://dx.doi.org/10.1037/h0047195

https://en.wikipedia.org/wiki/List_of_hazing_deaths_in_the_United_States

De Gues, Arie. (1997), The Living Company. London: Nicholas Brealy.

Gerard, H. & Matthewson, G. (1966),  The effect of severity of initiation on liking for a group: a replication, Journal of Experimental Social Psychology, 2(3), 278-287.

Walsh, A. (1990). Becoming an American and liking it as a function of social distance and severity of initiation. Sociological Inquiry, 60(2), 177-189.

Radical Collocation

26 Friday Jan 2018

Posted by petersironwood in management, psychology, Uncategorized

≈ 1 Comment

Tags

Business, collaboration, cooperation, Design, innovation, learning, pattern language, politics, science

ControlRoom

Radical Collocation.

(This Pattern was initially inspired by a talk at CSCW 2000 — see reference — and the Socio-Technical Pattern Language Workshop at CSCW).

Author, reviewer and revision dates:

Created by John C. Thomas on 5th Sept., 2001.

Reviewed by <> on <>

Revised by JCT on Dec. 17, 2001, January 25, 2018.

Synonyms:

“Put the team in one room for the duration of the project”, “War rooms”

Abstract:

When small to medium teams of people need to solve a problem or design a novel solution and there are many highly interactive parts, it is useful for the people to work in one large room where people have easy access to each other and shared work objects can be easily viewed, modified, and referred to when necessary.

Problem: 

Some problems are amenable to decomposition; that is, the overall problem can be broken down into a series of subproblems and when each of the subproblems is solved, the overall problem will be solved, possibly with slight modification to some of the sub-solutions. In other cases, especially problems that are relatively novel, complex, or “wicked”, such decomposition is not possible. In such cases, if a decomposition is attempted and each of the subproblems is solved, the resulting composition of sub-solutions will typically not be anything close to an overall solution. Under these circumstances, people working alone on their subproblem will become frustrated because all the progress they thought they had made will prove illusory. Morale will suffer. Management will become upset that the apparent progress has not been real and typically attempt a variety of counter-productive measures such as requiring more frequent reports and adding new personnel to meet a schedule.

Context: 

In the design of complex systems with many interacting parts, it is often the case that understanding how best to “decompose” a problem cannot be determined ahead of time. Examples include complex software systems, especially where the overall system includes human-human and human-computer interaction, new machinery, novel nuclear power plant designs, complex military operations.

In such a context, handing out separate “assignments” to various individuals or small teams will at first seem to produce progress as each individual or small team carries out their assignment. Unfortunately, when an attempt is made to compose or integrate these sub-solutions into an overall solution, the result doesn’t work because of unanticipated interactions.

For instance, suppose that a software development team is designing an integrated office support package. Independently, various teams or individuals design various functions. Each of these may be well-designed in itself. However, the combination will be flawed on at least three counts. First, numerous functions will have been duplicated in separate modules. Second, some functionality that would have been useful for the whole package will not have been implemented at all because it would have been too much work for any one team. Third, the user experience will be scattered and inconsistent as separate designers make independent choices about what the user experience will be. In addition, it is quite likely that hard bugs will also be in the design due to the inconsistent treatment of data objects, deadlocks, infinite loops, etc.

There are two main general solutions common in the software development community. First, there may be an attempt to set “ground rules” or “style guides” that everyone is supposed to follow. These will help ameliorate the problem but cannot solve it entirely. Second, there may be overall project meetings where people report on progress or even do mutual design reviews. Again, this helps but even if problems are found and resolved, the resolution will re-quire considerable rework.

iPhoneDownloadJan152013 533

Forces:

*People are naturally gregarious.

*People can concentrate better on difficult mental tasks when it is quiet and when there are a minimum of interruptions.

*Some problems are amenable to decomposition into relatively independent sub-problems; others are not.

*Social cues can be used to guide the interruptibility of others.

*Having work-related shared artifacts that can be viewed and understood by others continually leads to productivity.

*Shuffling work artifacts in and out of view in a small space takes time.

*Space costs money and is therefore limited.

*A group will tend to develop useful social conventions when they are co-located.

*Noticing and resolving conflicts among sub-solutions early will result in minimizing rework.

*Noticing common problems and solving them collectively as soon as possible will result in maximum efficiency.

*Human performance often shows a “social facilitation” effect; that is, people perform better in the presence of others.

  • The possibility of one person harming another and not doing so increases mutual trust.
  • Shared experiences tend to increase mutual trust.

Solution:

When small to medium sized teams work on non-decomposable problems, it is useful for them to be radically co-located in one large room. This room should provide each person some private space and individual work tools (e.g., a computer, a drawing table) as well as numerous spaces for public display of large scale work artifacts (e.g., designs, work plans, diagrams, decisions, group rules, etc.).

Examples:

In the Manhattan Project, people from all over the country were relocated to a relatively remote and isolated area. There they had large workrooms to work on complex problems together.

Recently, automobile companies have empirically compared software work teams that were radically co-located with traditional software development and found the former to be significantly more productive. Interestingly, although before the experience, people thought that they would hate working in a single room, afterwards they said they preferred it.

iPhoneDownloadJan152013 536

Resulting Context:

Prior to the experiments at the auto companies, developers were afraid that they would be too distracted by noise and interruptions to get much work done. In fact, social cues can be read fairly well and a potential interrupter can gauge the time to interrupt. In radical co-location, a person might have to wait minutes or hours to resolve an issue by conversation and mutual problem solving. In traditional software development, they may have to wait for a weekly meeting or not discover a problem until integration testing. People working under conditions of radical co-location tend to develop common vocabulary and artifacts quickly and can easily and efficiently refer to these artifacts. Motivationally, it is also easier to see where the individual’s work fits into the larger whole. Having had many face to face interactions, the group now has more social capital.

Rationale:

In a complex problem solving process, it is most efficient to solve the most difficult constraints first. Similarly, the sooner potential design conflicts or potential design commonalities are discovered, the more efficient the global optimization. Social groups that work together can rely on subtle cues about whether to interrupt or not. Being alone in the office may seem more conducive to concentration but is still amenable to a knock on the door or a phone call; in this case, the per-son interrupting generally does not know the state of concentration of the person being interrupted. When we work separately, it is easy to imagine that others are “slacking off.” If we actually see all of our colleagues working, it tends to motivate us to work harder as well.

Related Patterns:

Conversational Support at the Boundaries.

Who Speaks for Wolf?

Known Uses:

War rooms, command centers, trials.

Metaphors: 

The human body is mainly organized at one level into organs. These organs are generally completely co-located. Your brain cells are near other brain cells; spleen cells are near other spleen cells; bone cells are mainly near other brain cells. This is true in most (but not all) other species.

For many millennia, humans were hunter/gatherers. In some cases, our very distant ancestors may well have simply eaten “on the go” just as some of us still do off path-hugging berry bushes. But long ago, we gathered food, processed it, categorized it, re-shuffled it into various stews. All of these processes were typically done by a subgroup of the people. This co-work is at least one quite natural way to work.

Why is education arranged the way it is: into courses, lectures, topics, and so on? Why not just bombard kids with random facts from a computer? There are many reasons but one main one is that learning about a subject in a coherent way may help you see the larger coherence of the subject area.

Fable: 

Once upon a time, there were three little lemur sisters and they each went to provide some shelter for themselves from the elements as well as protection from the ferocious leopards that roamed their forest. The first little lemur wanted her home to be as gigantic as possible. So, she fashioned some sticks and put them widely spaced over a large area. Unfortunately, the lemur had no trouble whatsoever going between these widely spaced sticks and he ate up the first little lemur.

The second little lemur, having learned from her sister’s unfortunate demise made a much, much tighter circle. In fact, her sticks were so tightly packed that she could not really lie down and sleep. After several days, she could stand it no longer so she went outside to hunt and sleep and was eaten by the roaming leopard.

The third little lemur, having learned from both of her two younger sisters’ untimely demises, instead struck a deal with the leopard. “You know,” said the lemur, “I can climb very high into the treetops. And from there, I can see for many miles around and advise you on your best direction for prey. In return, you don’t eat me. And, that would not be to your advantage anyway because then you’d have to revert to your old way of using guesswork to find prey.”

Instead of helping the leopard, the third little lemur used his high position to mislead the leopard and warn the prey through intermediaries. At last, the leopard grew quite weary and hungry and demanded to see the third little lemur about their deal.

“Sure, I’ll be right down!” The third little lemur had carried only a single stick up to his high nest. But he had sharpened with his teeth. She sprang upon the leopard jamming the spear deep into its soft underbelly.

The moral of the story is: if you combine the collective experiences of people with relevant knowledge and use creative problem solving, you’re likely to be able to solve any problem.

References:

Bos, N., Olson, J., Gergen, D., Olson, G. & Wright, Z. (2002) Effect of four computer-mediated communication channels on trust development, pp. 135-140. Proceedings of CHI 2002, New York: ACM.

Olson, G. & Olson, J. (2000) Distance matters. Human Computer Interaction. 15 (2,3), 139-178.

Teasley, S., Covi, L., Krishnan, M., & Olson, J. (2002). How does radical collocation help a team succeed? pp. 339-346.  In Proceedings of CSCW 2000. New York: ACM.

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