A survey of self organisation in future cellular networks

This article surveys the literature over the period of the last decade on the emerging field of self organisation as applied to wireless cellular communication networks. Self organisation has been extensively studied and applied in adhoc networks, wireless sensor networks and autonomic computer networks; however in the context of wireless cellular networks, this is the first attempt to put in perspective the various efforts in form of a tutorial/survey. We provide a comprehensive survey of the existing literature, projects and standards in self organising cellular networks. Additionally, we also aim to present a clear understanding of this active research area, identifying a clear taxonomy and guidelines for design of self organising mechanisms. We compare strength and weakness of existing solutions and highlight the key research areas for further development. This paper serves as a guide and a starting point for anyone willing to delve into research on self organisation in wireless cellular communication networks

Achieving Marketplace Agility Through Human Resource Scalability

[Excerpt] Increasingly, firms find themselves, either by circumstances or choice, operating in highly turbulent business environments. For them, competitiveness is a constantly moving target. Many, it appears, are satisfied to enjoin the struggle with patched up business models and warmed over bureaucracies. But some, convinced that this is a losing proposition, are aggressively exploring and even experimenting with alternative frameworks and approaches. The monikers are many -- kinetic (Fradette and Michaud, 1998), dynamic (Peterson and Mannix, 2003), resilient (Hamel and Valikangas, 2003) and our favorite, agile (Shafer, Dyer, Kilty, Ericksen and Amos, 2001) -- but the aim is the same: to create organizations where change is the natural state of affairs. Clearly, this quest poses a number of major challenges for our field (Dyer and Shafer, 1999, 2003), one of which, optimizing human resource scalability, is the subject of this essay

Dynamic Organizations: Achieving Marketplace Agility Through Workforce Scalability

Dynamic organizations (DOs) operate in business environments characterized by frequent and discontinuous change, They compete on the basis of marketplace agility; that is on their ability to generate a steady stream of both large and small innovations in products, services, solutions, business models, and even internal processes that enable them to leapfrog and outmaneuver current and would-be competitors and thus eke out a series of temporary competitive advantages that might, with luck, add up to sustained success over time. Marketplace agility requires the ongoing reallocation of resources, including human resources. We use the term workforce scalability to capture the capacity of an organization to keep its human resources aligned with business needs by transitioning quickly and easily from one human resource configuration to another and another, ad infinitum. We argue that marketplace agility is enhanced by workforce agility because it is likely to meet the four necessary and sufficient conditions postulated by the resource based view (RBV) of the firm – valuable, rare, inimitable, and non-substitutable – if it can be attained. Our analysis therefore concludes by focusing on the two dimensions of workforce scalability – alignment and fluidity – and postulating a number of principles that might be used to guide the design of an HR strategy that enhances both. Throughout the paper, key concepts are illustrated using the experiences of Google, the well-known Internet search firm. Because the analysis is speculative and intended primarily to pique the interest of researchers and practitioners, the paper ends with a number of important questions that remain to be clarified

Ontology-based collaborative framework for disaster recovery scenarios

This paper aims at designing of adaptive framework for supporting collaborative work of different actors in public safety and disaster recovery missions. In such scenarios, firemen and robots interact to each other to reach a common goal; firemen team is equipped with smart devices and robots team is supplied with communication technologies, and should carry on specific tasks. Here, reliable connection is mandatory to ensure the interaction between actors. But wireless access network and communication resources are vulnerable in the event of a sudden unexpected change in the environment. Also, the continuous change in the mission requirements such as inclusion/exclusion of new actor, changing the actor's priority and the limitations of smart devices need to be monitored. To perform dynamically in such case, the presented framework is based on a generic multi-level modeling approach that ensures adaptation handled by semantic modeling. Automated self-configuration is driven by rule-based reconfiguration policies through ontology

HRD - the shapes and things to come

There has been limited critical review and development of Human Resource Development (HRD) theory in the past two decades. It is change, and especially the rate at which change occurs, that largely influences the HRD hybrid that any organisation adopts. This paper will systematically consider the professional discussions in a number of countries to trace HRD through four key phases: the 'duet', the 'trio', the 'quartet' and concluding with the 'orchestra'. In the past, Human Resource Development (HRD) was often polarized as focusing primarily on either performance or learning - a 'duet'. The relationship between HRD and change was then developed once the integral nature of work to both performance and learning was recognised - a 'trio'. A significant addition to the exploration of learning at work then came about when authors tackled the issue of quality - a 'quartet' of learning, performance, work and quality. However, the future of HRD now lies squarely in the need for the profession to embrace fully the inextricably interrelated paradigms of movement (where people have developed from); change (and especially the rate of change); dynamism (provided from leadership); harmony and unity (resulting from cohesive partnerships) - the 'orchestra'

Coevolutionary Competence in the Realm of Corporate Longevity: How Long-lived Firms Strategically Renew Themselves

Understanding the phenomena of corporate longevity and self-renewing organizations has become an important topic in recent management literature. However, the majority of the research contributions focus on internal determinants of longevity and self-renewal. Using a co-evolutionary framework, the purpose of this paper is to address the dynamic interaction between organizations and environments in the realm of sustained strategic renewal, i.e. corporate longevity. To this end, we will focus on the competence of long-lived firms to coevolve due to the joint effect of managerial intentionality and environmental selection pressures. Building on coevolutionary framework, we develop a conceptual framework that highlights an organization’s coevolutionary competence. Two longitudinal case studies are presented illustrating the arguments.strategic renewal;corporate longevity;competence-based management;adaptive open systems;coevolutionary competence

Self-organising agent communities for autonomic resource management

The autonomic computing paradigm addresses the operational challenges presented by increasingly complex software systems by proposing that they be composed of many autonomous components, each responsible for the run-time reconfiguration of its own dedicated hardware and software components. Consequently, regulation of the whole software system becomes an emergent property of local adaptation and learning carried out by these autonomous system elements. Designing appropriate local adaptation policies for the components of such systems remains a major challenge. This is particularly true where the system’s scale and dynamism compromise the efficiency of a central executive and/or prevent components from pooling information to achieve a shared, accurate evidence base for their negotiations and decisions.In this paper, we investigate how a self-regulatory system response may arise spontaneously from local interactions between autonomic system elements tasked with adaptively consuming/providing computational resources or services when the demand for such resources is continually changing. We demonstrate that system performance is not maximised when all system components are able to freely share information with one another. Rather, maximum efficiency is achieved when individual components have only limited knowledge of their peers. Under these conditions, the system self-organises into appropriate community structures. By maintaining information flow at the level of communities, the system is able to remain stable enough to efficiently satisfy service demand in resource-limited environments, and thus minimise any unnecessary reconfiguration whilst remaining sufficiently adaptive to be able to reconfigure when service demand changes

Context-aware adaptation in DySCAS

DySCAS is a dynamically self-configuring middleware for automotive control systems. The addition of autonomic, context-aware dynamic configuration to automotive control systems brings a potential for a wide range of benefits in terms of robustness, flexibility, upgrading etc. However, the automotive systems represent a particularly challenging domain for the deployment of autonomics concepts, having a combination of real-time performance constraints, severe resource limitations, safety-critical aspects and cost pressures. For these reasons current systems are statically configured. This paper describes the dynamic run-time configuration aspects of DySCAS and focuses on the extent to which context-aware adaptation has been achieved in DySCAS, and the ways in which the various design and implementation challenges are met