Frequently Asked Questions

What about the games companies? -- why don't they build Digital Game-Based Learning?

They are for the most part totally focused on the consumer market and do not want to be sidetracked, with only a few exceptions. They also, not surprisingly, find it very difficult to work with corporations and training people.

What about the web-based learning companies? -- why don't they build Digital Game-Based Learning?

For the most part they are focused on large corporate buyers and line executives who, they think, will not see the value in its extra cost. I think this is both short-sighted and short-changing learners. Many of them would privately agree.

Can't learning be "fun" for its own sake? Why do I need a game?

"Learning for its own sake" sounds great in theory, and many (mostly teachers and academics) will argue that it is the "joy of discovery, or "putting new parts together" or the pure "thrill of making connections." that is sufficient motivation for learners. They will even point to examples.

Here is the objection to this. Take a look at corporate training curricula. This is not history, or math, or science, where you can connect to the world. This is "Credit Policy" or "How to use software" or "Derivatives" or "Civil Procedure" or "Supervisory Skills" or "Termination" or "Sexual Harassment Prevention," or "Diversity Training." The people who get off on learning this stuff are the exceptions, not the rule. I'm not sure any of us would want to know them -- this is, for the most part, stuff you "have to" know. So the intrinsic motivation of the content is small, if there at all.

Of course there may be additional interest in dry, dull or detailed material when it is "your field" or your job - maybe actuaries will love any course on advanced statistical testing, or salespeople will love any course on how does our back-order system work - but I doubt it.

Remember, people are learning all the time. If there is something about their job that actually interests them, they will learn it by themselves - that's how "on the job training" works. For the rest they must be helped, either because it's difficult, boring, or both. It is for things that workers don't want to learn that we typically send them to training.

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