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The key prerequisite for experience-driven design is to define what experience to design for. User experience (UX) goals concretise the intended experience. Based on our own case studies from industrial environments and a literature study, we propose five different approaches to acquiring insight and inspiration for UX goal setting: Brand, Theory, Empathy, Technology, and Vision. Each approach brings in a different viewpoint, thus supporting the multidisciplinary character of UX. The Brand approach ensures that the UX goals are in line with the company's brand promise. The Theory approach utilises the available scientific knowledge of human behaviour. The Empathy approach focuses on knowing the actual users and stepping into their shoes. The Technology approach considers the new technologies that are being introduced and their positive or negative influence on UX. Finally, the Vision approach focuses on renewal, introducing new kinds of UXs. In the design of industrial systems, several stakeholders are involved and they should share common design goals. Using the different UX goal-setting approaches together brings in the viewpoints of different stakeholders, thus committing them to UX goal setting and emphasising UX as a strategic design decision.

Brain-computer interface technologies, such as steady-state visually evoked potential, P300, and motor imagery are methods of communication between the human brain and the external devices. Motor imagery-based brain-computer interfaces are popular because they avoid unnecessary external stimulus.Although feature extraction methods have been illustrated in several machine intelligent systems in motor imagery-based brain-computer interface studies, the performance remains unsatisfactory. There is increasing interest in the use of the fuzzy integrals, the Choquet and Sugeno integrals, that are appropriate for use in applications in which fusion of data must consider possible data interactions. To enhance the classification accuracy of brain-computer interfaces, we adopted fuzzy integrals, after employing the classification method of traditional brain-computer interfaces, to consider possible links between the data. Subsequently, we proposed a novel classification framework called the multimodal fuzzy fusion-based brain-computer interface system. Ten volunteers performed a motor imagery-based brain-computer interface experiment, and we acquired electroencephalography signals simultaneously.

BackgroundPride is one of the most meaningful experiences in daily life. Many psychological studies emphasize self-oriented and event-based achievements as the main sources of pride, whereas work from organizational management considers pride as a collective attitude derived from other-focused activities and fostered by the sense of belongingness. Taking the interdisciplinary aspects of pride into account, this article addresses the challenge of how experience design can contribute to pride experience in the workplace.MethodsBy cross-cutting theories from psychology and organizational management, this study introduces a framework of dynamic pride. The data includes 20 experience design cases that were specifically devoted to positive experiences in the context of the metal and engineering industry. 33 pride-related experience design goals were analyzed and categorized into the framework of pride.ResultsThis study introduces the social and temporal dimensions of pride experience at work. The pride-related experience design goals fall into four categories: self-focused short-term pride, self-focused long-term pride, other-focused short-term pride, and other-focused long-term pride. Accordingly, the extracted design strategies of these goals were mapped to each type of pride. Most of these design strategies were clustered in the categories of self-focused short-term pride and other-focused long-term pride.ConclusionsThis study reveals the design strategies for dynamics of pride in the workplace varying from evoking self-achievement in individual interactions with tools to maintaining long-term motivation of self-competence development, and from highlighting one’s contribution in face-to-face collaborative work facilitated by interactive tools to fostering co-experience of organizational pride throughout social events.

Experience design takes experiential aspects as the starting point of design. This approach is hardly ever utilised in the work context, although positive and meaningful experiences in the workplace are known to be important. Thus, we are interested in the profound experiences that address the meaning of work in the long run, since the perception of one's work as meaningful has been shown to elicit various positive effects both for the employees and the employers. This research article therefore investigates how to define meaningful experience goals for work tool design. The research examined 31 experience goals collected from 10 tool design cases through the lens of 2 theories: the mechanisms of meaningful work (MMW) and the positive design framework (PDF). From this, we have identified that the MMW can substantiate the PDF and extend its application into work-related contexts. Complemented by these mechanisms, a PDF for work tools has been proposed to help experience designers in the challenging task of experience goal definition in the early phase of experience design.