| 1. |
- Gren, Lucas, 1984, et al.
(författare)
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The importance of conflict resolution techniques in autonomous agile teams
- 2018
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Ingår i: ACM International Conference Proceeding Series. - New York, NY, USA : ACM. ; Part F147763
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Konferensbidrag (refereegranskat)abstract
- Today, software companies usually organize their work in teams. Social science research on team development has shown that for a team to reach a productive and autonomous stage, it has to be able to manage internal conflicts and disagreements efficiently. To better facilitate the team development process, we argue that software engineers needs additional training in negotiation skills and conflict resolution. In this position paper, we outline ideas for what aspects to consider in such training. As an example, we argue that a majority of the conflicts originate from team-level factors and that they, therefore, should be managed on the team-level instead of in relation to dyads.
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| 2. |
- Lenberg, Per, 1976
(författare)
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Behavioral Software Engineering - Organizational Change Refocused
- 2018
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Background The development of software is not only a technical endeavor; it is significantly affected by the behaviors of the people involved. Since social scientists have been studying humans for over a century, it is likely that insights they have developed could be used to increase software development effectiveness. There are, nevertheless, indications that software engineering researchers seldom use theories developed and proven within the social sciences. Overall, software engineering research that emphasizes human aspects is still limited compared to studies with technology or process focus. Objective Given the importance of human aspects in software development, we argue that knowledge from the social sciences should be used more extensively to improve software engineering research. Therefore, the primary objective of our research was to advance software engineering by more profoundly considering humans and their behavior. For in-depth insights into such interdisciplinary research efforts, we chose to explore a specific phenomenon: organizational change. Our secondary objective was thus to create understanding to help improve software companies’ organizational change efforts. Method To address our research objectives, we used a variety of research designs and data collection methods, including literature reviews, surveys, interviews, focus groups, and quantitative analysis of project data. This diversity allowed us to examine phenomena from different perspectives. Results We provide directions for future research on behavioral aspects of software engineering by outlining the behavioral software engineering (BSE) research area, reviewing contemporary research, and identifying industrial needs. Moreover, our findings suggest that software engineers form their attitudes toward change collectively and according to their teams’ social norms, which are governed by their distinct professional identity. Our results also indicate that misalignment of organizational values between groups adversely affects change efforts and overall performance. Conclusions Our research concludes that in order to effectively manage organizational change efforts, software companies must strengthen their organizational identity and reduce misalignment of organizational values. By providing such concrete advice on how to improve organizational change, our research confirms the usefulness of and need for additional BSE research to create novel and in-depth insights into software engineering phenomena.
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| 3. |
- Lenberg, Per, 1976, et al.
(författare)
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Psychological Safety and Norm Clarity in Software Engineering Teams
- 2018
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Ingår i: 2018 IEEE/ACM 11TH INTERNATIONAL WORKSHOP ON COOPERATIVE AND HUMAN ASPECTS OF SOFTWARE ENGINEERING (CHASE). - New York, NY, USA : ACM. - 9781450357258 ; , s. 79-86
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Konferensbidrag (refereegranskat)abstract
- In the software engineering industry today, companies primarily conduct their work in teams. To increase organizational productivity, it is thus crucial to know the factors that affect team effectiveness. Two team-related concepts that have gained prominence lately are psychological safety and team norms. Still, few studies exist that explore these in a software engineering context. Therefore, with the aim of extending the knowledge of these concepts, we examined if psychological safety and team norm clarity associate positively with software developers' self-assessed team performance and job satisfaction, two important elements of effectiveness. We collected industry survey data from practitioners (N = 217) in 38 development teams working for five different organizations. The result of multiple linear regression analyses indicates that both psychological safety and team norm clarity predict team members' self-assessed performance and job satisfaction. The findings also suggest that clarity of norms is a stronger (30% and 71% stronger) predictor than psychological safety. This research highlights the need to examine, in more detail, the relationship between social norms and software development. The findings of this study could serve as an empirical baseline for such, future work.
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