Project Management in Engineering Education: Providing Generation Z With Transferable Skills

Expository approaches in project management education do not seem to be engaging engineering students. Although the students acquire remarkable theoretical knowledge throughout their coursework, they lack transferable competences, such as soft skills, which are scarcely attended in the teaching of project management. Generation Z's characteristics differ from previous generations and should be considered in new project management education approaches and methods. This article reviews the project management competencies, Generation Z profile, and teaching methods trends reported in the literature. It presents a study involving 147 engineering students, through a self-report questionnaire, to explore their profile's self-awareness and compare it with the literature. A correlational study links the Generation Z's personality traits with project management soft skills. Findings reveal interesting personality characteristics of Generation Z engineering students for the project management field. However, this sample showed low recognition of their individualism, less personal relationships, and did not value their creative potential. There were also differences in Electronic, Electrical, and Computer Science engineering students, namely, lower emotional intelligence. Some highlighted traits have a significant effect on critical project management soft skills. Other soft skills were not supported in personality traits. This work suggests implications for re-think educational approaches to Generation Z engineering students.info:eu-repo/semantics/publishedVersio

Are team personality and climate related to satisfaction and software quality? Aggregating results from a twice replicated experiment

This is the author’s version of a work that was accepted for publication in Information and Software Technology. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Information and Software Technology, [VOL 57, (2015)] DOI 10.1016/j.infsof.2014.09.002Context Research into software engineering teams focuses on human and social team factors. Social psychology deals with the study of team formation and has found that personality factors and group processes such as team climate are related to team effectiveness. However, there are only a handful of empirical studies dealing with personality and team climate and their relationship to software development team effectiveness. Objective We present aggregate results of a twice replicated quasi-experiment that evaluates the relationships between personality, team climate, product quality and satisfaction in software development teams. Method Our experimental study measures the personalities of team members based on the Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, neuroticism) and team climate factors (participative safety, support for innovation, team vision and task orientation) preferences and perceptions. We aggregate the results of the three studies through a meta-analysis of correlations. The study was conducted with students. Results The aggregation of results from the baseline experiment and two replications corroborates the following findings. There is a positive relationship between all four climate factors and satisfaction in software development teams. Teams whose members score highest for the agreeableness personality factor have the highest satisfaction levels. The results unveil a significant positive correlation between the extraversion personality factor and software product quality. High participative safety and task orientation climate perceptions are significantly related to quality. Conclusions First, more efficient software development teams can be formed heeding personality factors like agreeableness and extraversion. Second, the team climate generated in software development teams should be monitored for team member satisfaction. Finally, aspects like people feeling safe giving their opinions or encouraging team members to work hard at their job can have an impact on software quality. Software project managers can take advantage of these factors to promote developer satisfaction and improve the resulting product.This research has been funded by the following projects: Experiment Replication and Synthesis Technologies in SE (MICINN TIN2011-23216) and Go Lite (MICINN TIN2011-24139)

Are team personality and climate related to satisfaction and software quality? Aggregating results from a twice replicated experiment

Research into software engineering teams focuses on human and social team factors. Social psychology deals with the study of team formation and has found that personality factors and group processes such as team climate are related to team effectiveness. However, there are only a handful of empirical studies dealing with personality and team climate and their relationship to software development team effectiveness. Objective We present aggregate results of a twice replicated quasi-experiment that evaluates the relationships between personality, team climate, product quality and satisfaction in software development teams. Method Our experimental study measures the personalities of team members based on the Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, neuroticism) and team climate factors (participative safety, support for innovation, team vision and task orientation) preferences and perceptions. We aggregate the results of the three studies through a meta-analysis of correlations. The study was conducted with students. Results The aggregation of results from the baseline experiment and two replications corroborates the following findings. There is a positive relationship between all four climate factors and satisfaction in software development teams. Teams whose members score highest for the agreeableness personality factor have the highest satisfaction levels. The results unveil a significant positive correlation between the extraversion personality factor and software product quality. High participative safety and task orientation climate perceptions are significantly related to quality. Conclusions First, more efficient software development teams can be formed heeding personality factors like agreeableness and extraversion. Second, the team climate generated in software development teams should be monitored for team member satisfaction. Finally, aspects like people feeling safe giving their opinions or encouraging team members to work hard at their job can have an impact on software quality. Software project managers can take advantage of these factors to promote developer satisfaction and improve the resulting product

Engineering Design Team Leadership in Undergraduate Design Teams

The objective of this research is to develop an understanding of the emergence and distribution of leadership behaviors in engineering design teams. This research was conducted with undergraduate engineering students and explored leadership behaviors within design teams in a variety of contexts. Undergraduates were selected for the study since they possessed similar education and skills as a novice engineer in industry. A mixed methods approach incorporated qualitative and quantitative techniques including interview, case study, and protocol study instruments. The use of these methods enabled the exploration of leadership in both natural and controlled environments to capitalize on the research advantages of each. Interviews were employed to understand faculty perceptions of leadership in design teams. The case study enabled the identification of leadership in a natural context without the need to control the multitude of variables in collaborative design. The protocol study provided a more focused and controlled study to identify patterns of leadership emergence and distribution of functions within a specific conceptual design activity: function modeling. The teams examined ranged from three to four-member design teams in the protocol study to ten-member teams with behavior resembling multiteam systems in the case studies. The resulting insights provide increased understanding of the emergence of leadership and the distribution of leadership functions within design teams. Interviews manifested faculty perceptions that formal structures are developed early and that informal roles emerge throughout projects, with communication skills playing an important role. Faculty perceptions on leadership covered a broad range of leadership functions including “performing task” and “consideration.” The density of leadership networks during case studies confirmed the emergence of informal leadership functions among designers and indicated variations in function distribution at sampling points. Protocol studies indicated that informal leadership was established early, and that leaders active early remained active throughout these focused sessions. A single instance of variation in protocol study team size demonstrated a structural parity in a three-member team that was not observed in four-member teams. This supports faculty perception that larger and multi-dimensional teams also provided different opportunities for leadership development. This understanding will form the basis for further research into leadership of design teams and may assist in the development of leadership interventions in engineering design teams and design education

The Characterization of Leadership within Undergraduate Engineering Design Teams through Case Study Analysis

The purpose of this research is to clearly define leadership that exists within engineering project teams. Leadership can be applicable to any field of study and is heavily researched in business management. Sources which review leadership classify this topic in reference to managerial styles, leadership types and styles, emotional intelligence, and work climate. However, there are few sources which define leadership specifically within engineering environments. The motivation of this research is driven by the absence of defining and observing consistency in engineering leadership through the research‟s experience in engineering teams. Existing leadership is defined in this research through conducting two studies which examined two undergraduate engineering design teams. These exploratory case studies used data collection methods such as an ethnographic study, interviewing, written surveys, and documentation analysis to explain the occurrences of leadership throughout each case study. The information from these case studies was combined through intra- and inter-method triangulation. Then, the results and conclusions from each study were extracted by triangulating within and across each of the data collection methods. Through these two case studies, leadership clearly existed across both cases and task oriented leadership was the more dominant leadership type found. There were other leaders which were established as task and interpersonally oriented leaders and non-leaders were found to have considerable leadership characteristics in both cases. Lastly, interviewing, ethnographic study, and questionnaires should be applied to find leadership within engineering design teams

Choreographic and Somatic Approaches for the Development of Expressive Robotic Systems

As robotic systems are moved out of factory work cells into human-facing environments questions of choreography become central to their design, placement, and application. With a human viewer or counterpart present, a system will automatically be interpreted within context, style of movement, and form factor by human beings as animate elements of their environment. The interpretation by this human counterpart is critical to the success of the system's integration: knobs on the system need to make sense to a human counterpart; an artificial agent should have a way of notifying a human counterpart of a change in system state, possibly through motion profiles; and the motion of a human counterpart may have important contextual clues for task completion. Thus, professional choreographers, dance practitioners, and movement analysts are critical to research in robotics. They have design methods for movement that align with human audience perception, can identify simplified features of movement for human-robot interaction goals, and have detailed knowledge of the capacity of human movement. This article provides approaches employed by one research lab, specific impacts on technical and artistic projects within, and principles that may guide future such work. The background section reports on choreography, somatic perspectives, improvisation, the Laban/Bartenieff Movement System, and robotics. From this context methods including embodied exercises, writing prompts, and community building activities have been developed to facilitate interdisciplinary research. The results of this work is presented as an overview of a smattering of projects in areas like high-level motion planning, software development for rapid prototyping of movement, artistic output, and user studies that help understand how people interpret movement. Finally, guiding principles for other groups to adopt are posited.Comment: Under review at MDPI Arts Special Issue "The Machine as Artist (for the 21st Century)" http://www.mdpi.com/journal/arts/special_issues/Machine_Artis

The Impact of Personality on Requirements Engineering Activities: A Mixed-Methods Study

Context: Requirements engineering (RE) is an important part of Software Engineering (SE), consisting of various human-centric activities that require the frequent collaboration of a variety of roles. Prior research has shown that personality is one such human aspect that has a huge impact on the success of a software project. However, a limited number of empirical studies exist focusing on the impact of personality on RE activities. Objective: The objective of this study is to explore and identify the impact of personality on RE activities, provide a better understanding of these impacts, and provide guidance on how to better handle these impacts in RE. Method: We used a mixed-methods approach, including a personality test-based survey (50 participants) and an in-depth interview study (15 participants) with software practitioners from around the world involved in RE activities. Results: Through personality test analysis, we found a majority of the practitioners have a high score on agreeableness and conscientiousness traits and an average score on extraversion and neuroticism traits. Through analysis of the interviews, we found a range of impacts related to the personality traits of software practitioners, their team members, and external stakeholders. These impacts can be positive or negative, depending on the RE activities, the overall software development process, and the people involved in these activities. Moreover, we found a set of strategies that can be applied to mitigate the negative impact of personality on RE activities. Conclusion: Our identified impacts of personality on RE activities and mitigation strategies serve to provide guidance to software practitioners on handling such possible personality impacts on RE activities and for researchers to investigate these impacts in greater depth in future.Comment: Accepted to Empirical Software Engineering Journa

AN ANALYSIS OF STAKEHOLDERS COMMUNICATION IN COLLABORATIVE SOFTWARE DEVELOPMENT PROJECTS

Software development is a multidisciplinary collaboration involving many stakeholders. However, existing software development processes exhibit many issues related to that collaboration. Because prior research on stakeholder analysis and teamwork revealed the importance of communication, this study analyzed stakeholder communication with reference to team activities as a social and cognitive process. The study’s goal was to understand the collaboration process during software development and to delineate factors that influence this process. We focused on communication between the software developers and their clients during the requirements gathering phase, the team process, and the inter-team and interdisciplinary collaboration, in particular between software engineers and technical communicators. First, we conducted observations to help uncover the causes of variances in collaboration performance. Then we modified aspects of the collaboration process and compared team performance. We also performed an experimental study to further test the supporting effect of clients’ documents on requirement gathering. Finally, teams’ working structures and their impact on team performance were investigated using social network analysis. Among our findings was that clients are critical to the success of software development. Providing teams with documents that support requirement gathering facilitates team efficiency, but there is a trade-off in that team members may generate fewer creative ideas. Another finding was that software teams should ensure that members from all disciplines actively participate in projects. Finally, although teams need leadership, effective leadership is not a strong team member performing all coordination and tasks. A moderately centralized team structure is preferred