The Pause Project partnership Game Proposal Document
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- Scenario One Learning Objectives
- Scenario Two – Job Centre Plus
- Scenario Three – The Job Interview
- Scenario Four – Support or Hindrance
- Concerns and or Highlighted Issues
Game/Simulation LevelsFour 3D interactive scenarios are to be developed to demonstrate and address the key internal and external attitudinal barriers to employment. Scenario One – At the Job CentreScenario One Keywords[Insert keywords that reflect the scenario objectives here.] Scenario One Outline"At the job Centre – Al Centro per l’Impiego" game addresses the attitudinal barriers that make access to job services difficult for immigrants (particularly the newly arrived) and refugees: lack of information, lack of bootstrap contacts, vulnerable conditions, ignorance of Italian laws and practices, misunderstanding of signals, continuous reference to own habits and traditions, etc. These barriers contribute to block or delay further progress in job search-employment. A relevant issue is that, nowadays and probably in the next future, the actual lack of job opportunities both for Italians and immigrants is the main obstacle to a successful job search. Furthermore, differently from UK and Sweden cases, Italian immigrants still experiment a widespread insufficient knowledge of spoken and written Italian language. This is at the moment the main problem they face in their social and working inclusion process. Due to these issues, a parallel set of instruments to be used by migrants to clarify key-words, key-services, key-sites is highly recommended to provide both instruments for a more effective behaviour and useful information. Simulations help getting acquainted with emotionally charged situations (e.g. interviews, first time in new places, sense of inadequacy). As a result we expect that players will be more self-confident and maintain a better focus on their goal when in real world circumstances. The strategy, orchestration and content of this work has been discussed with most key stakeholders. The strategy proposed at the beginning of the project (a stand-alone game) has been replaced by the current approach, that is of a simulation/role playing game as a support tool for presence (face-to-face) learning and guidance. Contributions from field practitioners and members of immigrants' communities definitely steered the work towards an 'operator driven' play. This outcome is in tune with PAUSE objective to ensure that needs, requirements and solutions come from real world and are built with the contribution of target people. Likewise the requirements for adaptability of story flow and dialogues comes from potential users. […]
Scenario Two – Job Centre PlusScenario Two KeywordsAttitudinal change (job centre staff); preparing/rehearsing (refugees for first visit to job centre); realism; awareness raising ( on both sides); reducing anxiety and stress levels (refugees) Scenario Two OutlineRefer to previous document. Scenario Two Learning ObjectivesJob centre staff: to become aware of refugee issues; develop cultural awareness; to understand the consequences of their behaviour/attitude towards refugees and the effect their words/non-verbal communication can have; to become aware of current documentation (visas, leave to remain documents etc); to hold a mirror to themselves (reflective practise); to recognise best practise; cpd in customer service. Refugees – understand the processes and procedures in job centre and what to expect on their first visit; to learn about their benefit entitlements; to gain an appreciation of the restrictions that are in place on job centre staff (timing, script etc); appreciate that the job centre staff are often under great stress and may have encountered aggressive behaviour which may make them appear defensive; be aware of the impact that their attitude/behaviour can have on others; understand the role of the security staff; Scenario Three – The Job InterviewScenario Three KeywordsAttitudinal change; equality of opportunity; reflective practice; Scenario Three OutlinePlease refer to previous document. Scenario Three Learning ObjectivesRefugees : to learn how to present yourself and your qualifications/experience in the best maner, in order to gain employment; to learn that it my be possible to change negative attitudes of employers by emphasising the positive; Employers: to confront and change bigoted attitudes; to address negative stereotyping; to become aware of current necessary documentation; to learn about the differences between refugees, migrants etc and the legality of employing them; to increase knowledge and implementation of Equal Opportunities Act; reflective practice – hold up a mirror to negative/bigoted attitudes; try to prevent pre-judging when shortlisting/interviewing; Scenario Four – Support or HindranceScenario Four Keywords[Insert keywords that reflect the scenario objectives here.] Scenario Four Outline[Please define a simple outline of the scenario here.] Scenario Three Learning Objectives[Please detail the scenario learning objectives here] Game ProgressionDescribed here are the mechanisms that a user performs in order to progress through each scenario. As this documentation evolves Information will expand to include definition of the frameworks needed to facilitate each of the described gameplay mechanics as described in this document. At this stage of initial development it is envisaged that progression shall be determined primarily via conversational interaction with NPC and via the use of branch conversational interaction. In addition activation and interaction with scenery and/or elements within the environment will also be used to trigger progression e.g. Collection of a ticket detailing a place in a queue and the announcement via display and/or tannoy of ticket etc. At key stages within conversational interaction the simulation will determine the path of progression via the evaluation of user input in the form of conversational selection and or attitudinal effect of the selection. CharactersDefined here any of user/player character requirements. Information should include aesthetics, restrictions, and role-play definition of all potential player characters. Note: full character descriptions are to be defined following the full submission of the 4 outline Scenario descriptions as requested during the Nottingham transnational.
Table : Characters for Scenario One - At the Job Centre
Table 3: Characters for Scenario Two – Job Centre Plus
Table 4: Characters for Scenario Three – The Job Interview
Table 5: Characters for Scenario Four – Support or Hindrance Current indication from the project partnership has identified that the game/simulation is to be primarily run in the First Person Perspective enabling the immersion of the player into the role of the “Player Avatar”. […] This artefact of suggested play resolves the issue of definition of the primary character. The impact of this is that all machinima and/or cut scene development must also reflect this decision; however the benefits can be seen to far outweigh this as a potential limitation or design constraint.
Miscellaneous NotesThe following list details the documentation collated in the formulation of this document:
The following lists details additional suggestions made by user involved sessions for the construct of the game/simulation: The following points have come from the user groups and will need to be considered as the games are developed.
Potential Gameplay
Directory: prj prj -> Algorithms for Register Allocation Andrew Pardoe prj -> Introduction the Methodological Guide prj -> Advisor: Tao Zhang prj -> Real-time uv monitoring System New York Institute of Technology eeng491-W02 Senior Design Project Advisor: Tao Zhang Team member Chenyang Yu, Changsheng Liu, Zhong Mao May 11, 2013 Table of Contents Download 113.72 Kb. Share with your friends:
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