作者：Brandon Sheffield

Crytek执行制作人Joshua Howard在日前的GDC大会中国专场发言中提到了游戏设计能够传授给我们的不同管理方式。

经常有人询问Howard，什么是最佳管理方式？“通过事情发展不顺利，原因在于经理人不知道下一步该怎么走。”

他表示“这就好像是问哪种类型的游戏最好，而这里的答案肯定是各花入各眼，不同玩家喜欢的游戏类型各不相同。你首先要了解你的玩家，这样才有助于设计游戏。”

Joshua Howard(from wf.qq.com)

游戏行业已经有诸多了解玩家的途径，例如Bartle的MMO玩家模型（游戏邦注：该模型将玩家划分为杀手、社交家、探索家和成就者），Howard认为这是一种“简化的方式，但有助于人们认识到玩家为何各不相同。”

游戏设计中的许多问题可归咎于你提供的是哪种乐趣。“团队管理也同此理，我们知道在某个组织中工作的每个人都有所不同。虽然大家存在一定共性，但我们也要理解和欣赏大家的不同点，而不只是共同点。我们也清楚第一线团队的需求与经理人的需求并不相同。”

这些需求会随着团队成员的发展而发生变化。首先，你得让经理人成为一名老师，然后是教练，之后是导师，最后变成同伴。重要的是要能够鉴别出每个团队成员所在的位置。

“作为游戏设计师，你要使用这些模型才思考如何制作出更好的游戏。行业中已经有许多理念、经验、实践可助你成为更优秀的游戏设计师。团队管理也存在与此相同的理念。”

他总结道，“在一定程度上说，这些模型本身就有一些相容性。即便你只是将游戏设计中所知的理念运用于此，也会大有帮助。即使你没学过团队管理知识，也可以使用Bartle模型来看待员工和团队成员。”（本文为游戏邦/gamerboom.com编译，拒绝任何不保留版权的转载，如需转载请联系：游戏邦）

Playing your employees: a game design problem

By Brandon Sheffield

Digging in to his long-held belief that game design maps to management theory, Crytek executive producer Joshua Howard dove into what game design can teach us about different management styles, in his GDC China talk.

Howard is often asked, what’s the best management style? “What often happens in an environment where things aren’t going well, is managers don’t know where to go to next,” he says.

“It’d be like asking what is the best kind of game,” he says. “And game design would say there’s different games for different players. You should understand your players first, and that’ll help you design your game.”

The game industry has come up with a lot of ways to think about players, such as Bartle’s MMO player model, which is broken down into killers, socializers, explorers, and achievers. “It’s a simplification, but it’s helpful to think about how players aren’t all the same,” he says.

A lot of issues in game design can come down to what kind of fun you provide. “It turns out management has come up with similar models,” Howard adds. “We know that every one of the people who works in the organization is a little bit different. While there are certain common things, we should understand and appreciate peoples’ differences, not just their commonalities. And we know that the things the front-line team needs is different from what I need as a manager.”

And those needs change as team members evolve. At first, you need your manager to be a teacher, then a coach, then a mentor, then a peer. It’s important to identify where individual team members are on that spectrum, he says.

“You as a game designer use these models to think about how to make your game better,” Howard adds. “There are ways of thinking and lessons and best practices that you understand that help you be a better game designer. Those same ideas exist in management.”

“To some extent the models themselves even have some consistency,” he concludes. “Even if you just take what you know about game design, that can be useful. You can even think about your employees and people on your team using Bartle’s model, even if you haven’t studied management.”（source：gamasutra）