However, we will conduct it three to four times each year to encourage more participation,” said the percussionist.Īdditionally, Samyuktha Ranganathan, lead singer in the band Electrik Blues, New York, will give voice culture lessons. “It is meant to be intensive and individual attention is more important, hence we have limited entries. We will also throw light on the concert experience and various methods of singing,” said Balaji, talking about the programme.Īfter their initial success in May when the retreat happened for the first time with 10 participants, the second session will be conducted from August 13 to 16, with openings for 12 participants. The workshop will be handled jointly by all of us. “They will get to analyse these compositions, enhance their knowledge, and we will appraise them about our concert experiences. He added that there would be additional listening sessions, in which students would be exposed to recorded renditions by the experts of carnatic music. “As I am a percussionist, I will demystify the rhythm,” he stated. They will take up rare ragas, as part of the workshop. The workshop will give them a chance to learn rare and exquisite compositions, and achieve a greater understanding of tala and laya,” he said.īalaji added that Sunder, Vijayalakshmi and Aruna would be taking vocal lessons based on the compositions of the carnatic trinity - Thyagaraja, Muthuswami Dikhsitar and Shyama Shastri, apart from Tamil composers and others from the 20th century. “A variety of genres will be taught within a span of four days.So, those who have some competence in singing and a fair knowledge of carnatic music will be the ideal participants. T2 - Quantification of Work, Auto-Gamification, and Worker ProductivitySpeaking to City Express, Balaji said that this was the first-of-its-kind workshop, where the course would be crafted to suit participants’ need. © American Sociological Association 2020.Ībstract = "Technological advances and the big-data revolution have facilitated fine-grained, high-frequency, low-cost measurement of individuals American Sociological Association 2020.", The views expressed here are exclusively those of the authors. We thank Ishwarya Thyagarajan for assistance with fieldwork. We are grateful for the financial support from Massachusetts Institute of Technology’s Tata Center for Technology and Design. Louis, Stanford University, and University of Minnesota. This article contributes to the study of quantification, work games, technology, and organizations, and we explore the policy implications of further quantification of work.įor helpful comments, we thank Ethan Bernstein, Angele Christin, Hengchen Dai, JP Ferguson, Amir Goldberg, Arvind Karunakaran, Kate Kellogg, Barbara Kiviat, Tom Kochan, Adam Seth Litwin, Carrie Oelberger, Wanda Orlikowski, Erin Reid, Ching Ren, Amanda Sharkey, Jesper Sorensen, and Ezra Zuckerman, as well as attendees at the Wharton People & Organizations Conference, Wharton People Analytics Conference, Organization Science Winter Conference, Organizational Ecology Conference, University of Michigan Mitsui Symposium, American Sociological Association meetings, Academy of Management meetings, and seminar participants at McGill University, George Washington University, Massachusetts Institute of Technology, Northwestern University, University of Southern California, London Business School, Washington University in St. Qualitative evidence uncovers the auto-gamification mechanism and three conditions that enable it a natural experiment tests the consequences of quantification of work for worker productivity. To substantiate our argument, we study implementation of an RFID measurement technology that quantifies individual workers’ output in real time at a garment factory in India. When work is complex, by contrast, quantification reduces productivity because quantified metrics cannot adequately measure the multifaceted work being performed, causing auto-gamification to be demotivating. We further argue that quantification is likely to raise productivity in a context of simple work, where auto-gamification is motivating because quantified metrics adequately measure the work being performed. We argue that quantification affects worker productivity via auto-gamification, or workers’ inadvertent transformation of work into an independent, individual-level game. This article investigates how and when quantification of work affects worker productivity. Yet we understand little about the influences of such quantification of work on workers’ behavior and performance. Technological advances and the big-data revolution have facilitated fine-grained, high-frequency, low-cost measurement of individuals’ work.
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