Manhattan Active Platform

Behavioral Intelligence

Manhattan Active® EQ leverages applied behavioral intelligence techniques and technologies in all Manhattan Active solutions to increase human engagement and performance.

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Staying in Touch With Our Human Side

Provide Control

We all have an innate need to feel autonomous; to feel that we are in control of our own interests, and to choose our own course of action.

Enhance Activities

We apply the characteristics of game elements to enhance activities and processes, making them more engaging and fulfilling.

Reassure Competence

We all have an innate need to feel competence—to feel that one does things well or can improve one's ability.

Gamify Operations

We use game-design elements and game principles in non-game contexts like supply chain and commerce operations.

Gamify Engagement

We inspire your employees on a whole new level with real engagement based on research conducted to find out exactly what motivates people to do a great job.

Gamify Goals

We set individual and team-based goals, with tracking and achievement features that provide real-time feedback to the workforce.

Evaluate Performance

Identify and examine factors that hinder or improve performance.

Make Improvements

Systemically curate and cultivate improved individual and organizational performance.

Establish Benchmarks

Continuously monitor and review performance at the individual resource level to establish real-time standards for performance benchmarks.

FAQs

Everything you wanted to know about behavioral intelligence.

Gamification is the use of game elements and mechanics, such as points, badges, and leaderboards, in non-game contexts in order to engage and motivate people to achieve their goals.

Gamification can be used to inspire people to learn new skills, complete tasks, adopt new behaviors, and increase employee productivity.

Motivational Determination Theory posits that there are three types of goals that people pursue: competence goals related to the desire to acquire new skills or knowledge, relatedness goals related to the desire to form and maintain social connections, and autonomy goals related to the desire to act independently and have control over one's own life.

Motivational Determination Theory suggests that people are more likely to be motivated and engaged when they have the necessary resources and support to achieve their goals, and when they feel that their goals are congruent with their values and self-perceptions.

Gen Z and millennial workers are motivated by a variety of factors, and individual differences will always play a role in what motivates any particular person. However, there are a few general factors that may be particularly important for motivating millennials:

  • Purpose and meaning: Many millennials are motivated by the desire to make a positive impact and to find meaning and purpose in their work.
  • Flexibility and work-life balance: Millennials place a high value on work-life balance and may be more motivated by opportunities for flexible work arrangements or the ability to work remotely.
  • Development and growth: Millennials are often highly ambitious and motivated by the opportunity to learn and grow in their careers.
  • Feedback and recognition: Millennials may be more motivated by regular feedback and recognition for their contributions and accomplishments.
  • Workplace culture: A positive and inclusive workplace culture can be a strong motivator for millennials.

Gen X are motivated by a variety of factors, and individual differences will always play a role in what motivates any particular person. However, there are a few general factors that may be particularly important for motivating Gen X workers:

  • Career advancement: Many Gen X workers are motivated by the opportunity to advance in their careers and take on new challenges.
  • Work-life balance: Gen X workers place a high value on work-life balance and may be more motivated by opportunities for flexible work arrangements or the ability to work remotely.
  • Job security: After experiencing economic downturns and uncertainty earlier in their careers, many Gen X workers may be more motivated by job security and stability.
  • Feedback and recognition: Gen X workers may be more motivated by regular feedback and recognition for their contributions and accomplishments.
  • Workplace culture: A positive and inclusive workplace culture can be a strong motivator for Gen X workers.

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