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Onboarding is a process of organizational socialization of the new hires, that includes recruitment, orientation, training, coaching and support. While onboarding individuals into an organization is a rather straightforward task, ...
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Onboarding is a process of organizational socialization of the new hires, that includes recruitment, orientation, training, coaching and support. While onboarding individuals into an organization is a rather straightforward task, little is known about 1) onboarding hundreds of developers and 2) doing it on a distance in outsourcing situations. Furthermore, the subject of sustainable growth with respect to organizational capabilities and culture is often overlooked. This paper reports findings from an exploratory multi-case study of two large onboarding campaigns. We collected empirical data from interviews, retrospectives, onboarding documentation and onsite visits. Based on the empirical study, onboarding hundreds of software engineers in a complex agile product development environment which lacks documentation and puts high demands on engineers' knowledge and skills is a challenging and costly endeavor. To save the costs and for practical reasons, large-scale onboarding is organized in batches with the first batch trained onsite, and the later batches trained internally. We report challenges faced in the two cases and discuss possible solutions. One core finding is that a good plan combined with the organizational agility, i.e., the responsiveness to change, together with organizational maturity determined the success of organizational scaling. The presented cases contribute to the scarce research on knowledge transfer and onboarding in a large-scale agile context.
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The product manager (PM) role is well established in leading technological companies, such as Google, Amazon. Microsoft, and Facebook. PMs are responsible for integrating technical, design, and business perspectives when developin...
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The product manager (PM) role is well established in leading technological companies, such as Google, Amazon. Microsoft, and Facebook. PMs are responsible for integrating technical, design, and business perspectives when developing software products and product portfolios. In agile methods (e.g., Scrum), similar responsibilities are linked to the Product Owner (PO) role. In contrast, in large-scale agile, one can find both Product Owners and product managers who sometimes compete. Despite the widespread adoption of the product manager role, the attention toward it in the agile academic community has been surprisingly limited. In this multiple case study, we analyzed 17 interviews with 11 product managers from four agile companies. We found that the PMs facilitated continuous product experimentation and innovation, supported the product teams, and engaged in additional activities to achieve optimal product development. Our summary of the product management activities can guide product managers working in agile companies.
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Inter-team coordination in large-scale software development can be challenging when relying on agile development methods that emphasize iterative and frequent delivery in autonomous teams. Previous research has introduced the conc...
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Inter-team coordination in large-scale software development can be challenging when relying on agile development methods that emphasize iterative and frequent delivery in autonomous teams. Previous research has introduced the concept of coordination strategies, which refer to a set of coordination mechanisms to manage dependencies. We report on a case study in a large-scale agile development program with 16 development teams. Through interviews, meeting observations, and supplemental document analyses, we explore the challenges to inter-team coordination and how dependencies are managed. We found four coordination strategies: 1) aligning autonomous teams, 2) maintaining overview in the large-scale setting, 3) managing prioritizations, and 4) managing architecture and technical dependencies. This study extends previous research on coordination strategies within teams to the inter-team level. We propose that large-scale organizations can use coordination strategies to understand how they coordinate across teams and manage their unique coordination situation.
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摘要 :
Inter-team coordination in large-scale software development can be challenging when relying on agile development methods that emphasize iterative and frequent delivery in autonomous teams. Previous research has introduced the conc...
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Inter-team coordination in large-scale software development can be challenging when relying on agile development methods that emphasize iterative and frequent delivery in autonomous teams. Previous research has introduced the concept of coordination strategies, which refer to a set of coordination mechanisms to manage dependencies. We report on a case study in a large-scale agile development program with 16 development teams. Through interviews, meeting observations, and supplemental document analyses, we explore the challenges to inter-team coordination and how dependencies are managed. We found four coordination strategies: 1) aligning autonomous teams, 2) maintaining overview in the large-scale setting, 3) managing prioritizations, and 4) managing architecture and technical dependencies. This study extends previous research on coordination strategies within teams to the inter-team level. We propose that large-scale organizations can use coordination strategies to understand how they coordinate across teams and manage their unique coordination situation.
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Today, product development organizations are adopting agile methods in units outside the software development unit, such as in sales, market, legal, operations working with the customer. This broader adoption of agile methods has ...
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Today, product development organizations are adopting agile methods in units outside the software development unit, such as in sales, market, legal, operations working with the customer. This broader adoption of agile methods has been labeled large-scale agile transformation and is considered a particular type of organizational change, originating in the software development units. So far, there is little research-based advice on conducting such transformations. Aiming to contribute towards providing relevant research advice on large-scale agile transformation, we apply a research-based framework for evaluating organizational agility on a product development program in a maritime service provider organization. We found that doing a large-scale agile transformation involves many significant challenges, such as having a shared understanding of the problem, getting access to users, and getting commitment to change that needs to be done. In order to overcome such challenges, we discuss the need for a holistic and integrated approach to agile transformation involving all the units linked to software development.
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摘要 :
Today, product development organizations are adopting agile methods in units outside the software development unit, such as in sales, market, legal, operations working with the customer. This broader adoption of agile methods has ...
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Today, product development organizations are adopting agile methods in units outside the software development unit, such as in sales, market, legal, operations working with the customer. This broader adoption of agile methods has been labeled large-scale agile transformation and is considered a particular type of organizational change, originating in the software development units. So far, there is little research-based advice on conducting such transformations. Aiming to contribute towards providing relevant research advice on large-scale agile transformation, we apply a research-based framework for evaluating organizational agility on a product development program in a maritime service provider organization. We found that doing a large-scale agile transformation involves many significant challenges, such as having a shared understanding of the problem, getting access to users, and getting commitment to change that needs to be done. In order to overcome such challenges, we discuss the need for a holistic and integrated approach to agile transformation involving all the units linked to software development.
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With the growing interest of adopting agile methods in offshored process, many companies realized that the use of agile methods and practices in companies located outside the location of early adopters of agile methods may be chal...
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With the growing interest of adopting agile methods in offshored process, many companies realized that the use of agile methods and practices in companies located outside the location of early adopters of agile methods may be challenging. India, the main destination of offshoring contracts, have received particular attention, due to the big cultural differences. Critical analysis of related studies suggests that impeding behaviors are mostly rooted in the hierarchical culture of Indian organizations and related management behavior of command-and-control. But what happens in distributed projects with a more empowering onshore management? In this paper, we present the findings from a multiple-case study of DevOps teams with members from a mature agile company located in Sweden and a more hierarchical offshore vendor from India. Based on two focus groups we list culturally different behaviors of offshore engineers that were reported to impede agile ways of working. Furthermore, we report the findings from surveying 36 offshore team members from five DevOps teams regarding their likely behavior in situations reported to be problematic. Our findings confirm a number of previously reported behaviors rooted in cultural differences that impede the adoption of agile ways of working when collaborating with offshore engineers. At the same time, our survey results suggest that among the five surveyed teams there were teams that succeeded with the cultural integration of the offshore team members. Finally, our findings demonstrate the importance of cultural training especially when onboarding new team members.
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摘要 :
With the growing interest of adopting agile methods in offshored process, many companies realized that the use of agile methods and practices in companies located outside the location of early adopters of agile methods may be chal...
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With the growing interest of adopting agile methods in offshored process, many companies realized that the use of agile methods and practices in companies located outside the location of early adopters of agile methods may be challenging. India, the main destination of offshoring contracts, have received particular attention, due to the big cultural differences. Critical analysis of related studies suggests that impeding behaviors are mostly rooted in the hierarchical culture of Indian organizations and related management behavior of command-and-control. But what happens in distributed projects with a more empowering onshore management? In this paper, we present the findings from a multiple-case study of DevOps teams with members from a mature agile company located in Sweden and a more hierarchical offshore vendor from India. Based on two focus groups we list culturally different behaviors of offshore engineers that were reported to impede agile ways of working. Furthermore, we report the findings from surveying 36 offshore team members from five DevOps teams regarding their likely behavior in situations reported to be problematic. Our findings confirm a number of previously reported behaviors rooted in cultural differences that impede the adoption of agile ways of working when collaborating with offshore engineers. At the same time, our survey results suggest that among the five surveyed teams there were teams that succeeded with the cultural integration of the offshore team members. Finally, our findings demonstrate the importance of cultural training especially when onboarding new team members.
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Many organizations must undergo digitalization and digital transformation (DT) simultaneously; in itself, either is daunting. For 15 months, we followed the ongoing digitalization and DT activities at a maritime company with over ...
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Many organizations must undergo digitalization and digital transformation (DT) simultaneously; in itself, either is daunting. For 15 months, we followed the ongoing digitalization and DT activities at a maritime company with over 3700 employees through a qualitative analysis of 20 interviews, a workshop, and several documents. We see how digitalization and DT are inherently interrelated; DT and digitalization have common enablers through technology such as AI, and common processes in continuous software development. They also share many challenges, including lack of resources and internal resistance against change. Through acquiring data in the digitalization of core services, companies can undergo DT by utilizing data in new and profound ways to build services with new value propositions. In conclusion, digitalization and DT are necessary for incumbent companies and require careful balancing of resources, competence, and technology.
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Along with the increasing popularity of agile software development, software work has become much more social than ever. Contemporary software teams rely on a variety of collaborative practices, such as pair programming, the topic...
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Along with the increasing popularity of agile software development, software work has become much more social than ever. Contemporary software teams rely on a variety of collaborative practices, such as pair programming, the topic of our study. Many agilists advocated the importance of collocation, face-to-face interaction, and physical artefacts incorporated in the shared workspace, which the COVID-19 pandemic made unavailable; most software companies around the world were forced to send their engineers to work from home. As software projects and teams overnight turned into distributed collaborations, we question what happened to the pair programming practice in the work-from-home mode. This paper reports on a longitudinal study of remote pair programming in two companies. We conducted 38 interviews with 30 engineers from Norway, Sweden, and the USA, and used the results of a survey in one of the case companies. Our study is unique as we collected the data longitudinally in April/May 2020, Sep/Oct 2020, and Jan/Feb 2021. We found that pair programming has decreased and some interviewees report not pairing at all for almost a full year. The experiences of those who paired vary from actively co-editing the code by using special tools to more passively co-reading and discussing the code and solutions by sharing the screen. Finally, we found that the interest in and the use of PP over time, since the first months of the forced work from home to early 2021, has admittedly increased, also as a social practice.
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