On sharing and synchronizing groupware calendars under android platform

(c) 2016 IEEE. Personal use of this material is permitted. Permission from IEEE must be obtained for all other users, including reprinting/republishing this material for advertising or promotional purposes, creating new collective works for resale or redistribution to servers or lists, or reuse of any copyrighted components of this work in other works.Sharing a calendar of tasks and events is a cornerstone in collaborative group work. Indeed, the individual work of the members of the group as well as the group work as a whole need the calendar to guide their activity and to meet the deadlines, milestones, deliverables of a project, etc. Additionally the members of the group should be able to work both offline and online, which arises when members of the group use smartphones and can eventually run out of Internet connection from time to time, or simply want to develop some activities locally. In the former case, they should have access to the calendar locally, while in the later case they should access the calendar online, shared by all members of the group. In both cases they should be able to see eventually the same information, namely the local calendars of the members should be synchronized with the group calendar. For the case of smartphones under Android system, one solution could be using the Google calendar, however, that is not easily tailorable to collaborative group work. In this paper we present an analysis, design and implementation of group work calendar that meets several requirements such as 1) sharing among all of members of the group, 2) synchronization among local calendars of members and global group calendar, 3) conflict resolution through a voting system, 4) awareness of changes in the entries (tasks, members, events, etc.) of the calendar and 5) all these requirements under proper privacy, confidentiality and security mechanisms. Moreover, we extend the sharing of calendars among different groups, a situation which often arises in enterprises when different groups need to be aware of other projects' development, or, when some members participate in more than one project at the same time.Peer ReviewedPostprint (author's final draft

An integrated core competence evaluation framework for portfolio management in the oil industry

Drawing upon resource-based theory, this paper presents a core competence evaluation framework for managing the competence portfolio of an oil company. It introduces a network typology to illustrate how to form different types of strategic alliance relations with partnering firms to manage and grow the competence portfolio. A framework is tested using a case study approach involving face-to-face structured interviews. We identified purchasing, refining and sales and marketing as strong candidates to be the core competencies. However, despite the company's core business of refining oil, the core competencies were identified to be their research and development and performance management (PM) capabilities. We further provide a procedure to determine different kinds of physical, intellectual and cultural resources making a dominant impact on company's competence portfolio. In addition, we provide a comprehensive set of guidelines on how to develop core competence further by forging a partnership alliance choosing an appropriate network topology

A metrology-based approach for measuring the social dimension of cognitive trust in collaborative networks

This version of the article has been accepted for publication, after peer review and is subject to Springer Nature’s AM terms of use, but is not the Version of Record and does not reflect post-acceptance improvements, or any corrections. The Version of Record is available online at: https://doi.org/10.1007/s10111-018-0483-1[Abstract]: This paper addresses the measurement of the social dimension of cognitive trust in collaborative networks. Trust indicators are typically measured and combined in literature in order to calculate partners’ trustworthiness. When expressing the result of a measurement, some quantitative indication of the quality of the result—the uncertainty of measurement—should be given. However, currently this is not taken into account for the measurement of the social dimension of cognitive trust in collaborative networks. In view of this, an innovative metrology-based approach for the measurement of social cognitive trust indicators in collaborative networks is presented. Thus, a measurement result is always accompanied by its uncertainty of measurement, as well as by information traditionally used to properly interpret the results: the sample size, and the standard deviation of the sample

METHODOLOGICAL APPROACH TO THE HUMAN RESOURCE MANAGEMENT IN VIRTUAL ORGANIZATIONS

In each organization, the goal of human resource management (HRM) is to form, employ and develop human resources. The massive spread of Internet technologies and the globalization of the economy in the late twentieth century have allowed the enterprises to form a temporary partnership, and subsequently have led to the formation and expansion of virtual organizations (VO) by establishing these relationships over the Internet. Unquestionably, the success of VO depends on appropriate organization of HRM and selection, deployment, socialization, motivation and evaluation of employees and partners. In this regard, this paper analyzes the features of HRM in VO and proposes methods for the recruitment and assessment of the performance of virtual employees (contractors). The article analyzes the specific features of HRM in VO. The issues of HRM in VT are characterized as decision-making in fuzzy environment. Based on the peer comparison of expert estimates for the alternatives, including on the hierarchical analysis method, detection of the contradictions in the expert estimates and multiplicative aggregation methods, a decision making technique is proposed for the recruitment of the employees. Assessment of the virtual employees’ performance to achieve overall objective of the organization is formulated as a decision-making process in distributed environment and appropriate decision-making methods are proposed. The proposed approach is a methodological framework for decision support for human resources management in virtual organizations. This system can support more objective and scientifically justified decision-making on presented task. It can also enable VO to be more "reliable" in relation to the "trust" component for the formation of VO, which is the key point for the increase of the effectiveness of VO

Semantic discovery and reuse of business process patterns

Patterns currently play an important role in modern information systems (IS) development and their use has mainly been restricted to the design and implementation phases of the development lifecycle. Given the increasing significance of business modelling in IS development, patterns have the potential of providing a viable solution for promoting reusability of recurrent generalized models in the very early stages of development. As a statement of research-in-progress this paper focuses on business process patterns and proposes an initial methodological framework for the discovery and reuse of business process patterns within the IS development lifecycle. The framework borrows ideas from the domain engineering literature and proposes the use of semantics to drive both the discovery of patterns as well as their reuse

Living Innovation Laboratory Model Design and Implementation

Living Innovation Laboratory (LIL) is an open and recyclable way for multidisciplinary researchers to remote control resources and co-develop user centered projects. In the past few years, there were several papers about LIL published and trying to discuss and define the model and architecture of LIL. People all acknowledge about the three characteristics of LIL: user centered, co-creation, and context aware, which make it distinguished from test platform and other innovation approaches. Its existing model consists of five phases: initialization, preparation, formation, development, and evaluation. Goal Net is a goal-oriented methodology to formularize a progress. In this thesis, Goal Net is adopted to subtract a detailed and systemic methodology for LIL. LIL Goal Net Model breaks the five phases of LIL into more detailed steps. Big data, crowd sourcing, crowd funding and crowd testing take place in suitable steps to realize UUI, MCC and PCA throughout the innovation process in LIL 2.0. It would become a guideline for any company or organization to develop a project in the form of an LIL 2.0 project. To prove the feasibility of LIL Goal Net Model, it was applied to two real cases. One project is a Kinect game and the other one is an Internet product. They were both transformed to LIL 2.0 successfully, based on LIL goal net based methodology. The two projects were evaluated by phenomenography, which was a qualitative research method to study human experiences and their relations in hope of finding the better way to improve human experiences. Through phenomenographic study, the positive evaluation results showed that the new generation of LIL had more advantages in terms of effectiveness and efficiency.Comment: This is a book draf

Security based partner selection in Inter-organizational workflow systems

The creation of inter-organizational workflow implies the coalition of partners' efforts and resources in order to achieve a set of common objectives and goals. However, this openness may cause a huge damage to the participating entities due to security breaches. The risk of unsuccessful collaboration should be well studied. Thus, the key for successful collaboration is to select the appropriate collaborators based on specific security criteria for each outsourced task. In this sense, several criteria have to be considered, among them: trust and reputation level, policy similarity level, security level and privacy compliance level. The proposed security based partner selection approach allows us to rank participating entities in the collaboration based on the main security criteria in order to assign each task to the suitable partner with the most appropriate and efficient way

METHODOLOGICAL APPROACH TO THE HUMAN RESOURCE MANAGEMENT IN VIRTUAL ORGANIZATIONS

In each organization, the goal of human resource management (HRM) is to form, employ and develop human resources. The massive spread of Internet technologies and the globalization of the economy in the late twentieth century have allowed the enterprises to form a temporary partnership, and subsequently have led to the formation and expansion of virtual organizations (VO) by establishing these relationships over the Internet. Unquestionably, the success of VO depends on appropriate organization of HRM and selection, deployment, socialization, motivation and evaluation of employees and partners. In this regard, this paper analyzes the features of HRM in VO and proposes methods for the recruitment and assessment of the performance of virtual employees (contractors). The article analyzes the specific features of HRM in VO. The issues of HRM in VT are characterized as decision-making in fuzzy environment. Based on the peer comparison of expert estimates for the alternatives, including on the hierarchical analysis method, detection of the contradictions in the expert estimates and multiplicative aggregation methods, a decision making technique is proposed for the recruitment of the employees. Assessment of the virtual employees’ performance to achieve overall objective of the organization is formulated as a decision-making process in distributed environment and appropriate decision-making methods are proposed. The proposed approach is a methodological framework for decision support for human resources management in virtual organizations. This system can support more objective and scientifically justified decision-making on presented task. It can also enable VO to be more "reliable" in relation to the "trust" component for the formation of VO, which is the key point for the increase of the effectiveness of VO

Mapping customer needs to engineering characteristics: an aerospace perspective for conceptual design

Designing complex engineering systems, such as an aircraft or an aero-engine, is immensely challenging. Formal Systems Engineering (SE) practices are widely used in the aerospace industry throughout the overall design process to minimise the overall design effort, corrective re-work, and ultimately overall development and manufacturing costs. Incorporating the needs and requirements from customers and other stakeholders into the conceptual and early design process is vital for the success and viability of any development programme. This paper presents a formal methodology, the Value-Driven Design (VDD) methodology that has been developed for collaborative and iterative use in the Extended Enterprise (EE) within the aerospace industry, and that has been applied using the Concept Design Analysis (CODA) method to map captured Customer Needs (CNs) into Engineering Characteristics (ECs) and to model an overall ‘design merit’ metric to be used in design assessments, sensitivity analyses, and engineering design optimisation studies. Two different case studies with increasing complexity are presented to elucidate the application areas of the CODA method in the context of the VDD methodology for the EE within the aerospace secto