Inclusiveness and Productivity in a Hackathon Event

A Hackathon is an event lasting for several days and where different computer programmers collaborates for the purpose of coming up with computer programs. During the event, the computer programmers usually involve in hardware and software development. The programmers who might collaborate in the event might include the interface designers, project managers and graphic designers (Hezbon, 2014). In order for an event such as a Hackathon to be termed to be inclusive and productive, it must be guided by different principles such as: learning and development, interpersonal communication, flexible work arrangements, performance management, members’ engagement, culture and orientation.  The role of this work is to illustrate how different principles might influence an event’s productivity and inclusiveness.

In order to make the computer engineering event to be productive and inclusive, the members agreed that we shall have an orientation session in which all the members of the club shall be informed on the programs to be tackled during the Hackathon. Once the members are oriented on the programs, they shall be required to establish a culture of engagement with each other for the purpose of performance management. When it comes to computer programming flexibility at work is of great essence (Hezbon, 2014). Therefore, all the members of the team shall be required to be flexible in their thoughts and actions as things keeps on changing. Interpersonal communication among the members will solely determine the success of the project. Hence, all the members will be necessitated to communicate with each other efficiently and effectively at all the time. Learning and development will be a key factor in the determining inclusiveness and productivity of the events as each member should be at a better position of learning the new ideas through the process and use the idea generated to develop the intended program within the stipulated period of time.

Different issues of insufficient resources, group heterogeneity, time management, misunderstanding and lack of a plan are some of the aspects which influenced by our understanding of inclusiveness and accessibility. Group heterogeneity and individualism at work are examples of the problems that we ruled out of the Hackathon of the event because they seemed unfair to some of the members of the group. Individualism in such an event would lead to diversion from the main agenda of the group and discourage objectivity of the event as a whole (Hezbon, 2014). Heterogeneity on the other hand shall create a culture of individualism and egocentricity within the members and this would hinder efficient and effective flow of ideas from one member to the others. Both heterogeneity and individualism would hind efficient communication hence the failure of the group in being productive and inclusive in nature.

The experience of inclusiveness and exclusion influenced our decision in eliminating both individualism and heterogeneity because will all agreed to work as a team and to communicate inclusively at all the time. As a matter of fact, the composition of the group would have influenced the group’s solution to the Hackathon problem because the group members had different knowledge levels, different objectives, were from different cultural background and were of different educational background. Establishment of a united culture and having a similar objective of the event are the major changes which enabled the team to be more innovative and to influence the decisions of the solutions of the problems within the Hackathon (Hezbon, 2014). Inadequate resources, short timelines and lack of coordination are some of the major conditions which might make it hard to build a productive and inclusive Hackathon. Timeliness and project quality are the major benchmarks for the project which will determine whether the strategies used were inclusive and productive. In conclusion, Honesty, hard work, respect, accountability and courtesy are some of the values of the members of the tam which I shall take into account to determine whether the solution to the Hackathon problem would be acceptable.

 

 

 

 

 

 

Reference

Hezbon, M. (2014). Diversity at work: Creating an inclusive and supportive work environment. New York Publishers.

 

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