Organizational Chart Inference

Nowadays, to facilitate the communication and cooperation among employees, a new family of online social networks has been adopted in many companies, which are called the "enterprise social networks" (ESNs). ESNs can provide employees with various professional services to help them deal with daily work issues. Meanwhile, employees in companies are usually organized into different hierarchies according to the relative ranks of their positions. The company internal management structure can be outlined with the organizational chart visually, which is normally confidential to the public out of the privacy and security concerns. In this paper, we want to study the IOC (Inference of Organizational Chart) problem to identify company internal organizational chart based on the heterogeneous online ESN launched in it. IOC is very challenging to address as, to guarantee smooth operations, the internal organizational charts of companies need to meet certain structural requirements (about its depth and width). To solve the IOC problem, a novel unsupervised method Create (ChArT REcovEr) is proposed in this paper, which consists of 3 steps: (1) social stratification of ESN users into different social classes, (2) supervision link inference from managers to subordinates, and (3) consecutive social classes matching to prune the redundant supervision links. Extensive experiments conducted on real-world online ESN dataset demonstrate that Create can perform very well in addressing the IOC problem.Comment: 10 pages, 9 figures, 1 table. The paper is accepted by KDD 201

Supporting Defect Causal Analysis in Practice with Cross-Company Data on Causes of Requirements Engineering Problems

[Context] Defect Causal Analysis (DCA) represents an efficient practice to improve software processes. While knowledge on cause-effect relations is helpful to support DCA, collecting cause-effect data may require significant effort and time. [Goal] We propose and evaluate a new DCA approach that uses cross-company data to support the practical application of DCA. [Method] We collected cross-company data on causes of requirements engineering problems from 74 Brazilian organizations and built a Bayesian network. Our DCA approach uses the diagnostic inference of the Bayesian network to support DCA sessions. We evaluated our approach by applying a model for technology transfer to industry and conducted three consecutive evaluations: (i) in academia, (ii) with industry representatives of the Fraunhofer Project Center at UFBA, and (iii) in an industrial case study at the Brazilian National Development Bank (BNDES). [Results] We received positive feedback in all three evaluations and the cross-company data was considered helpful for determining main causes. [Conclusions] Our results strengthen our confidence in that supporting DCA with cross-company data is promising and should be further investigated.Comment: 10 pages, 8 figures, accepted for the 39th International Conference on Software Engineering (ICSE'17

Space shuttle main engine anomaly data and inductive knowledge based systems: Automated corporate expertise

Progress is reported on the development of SCOTTY, an expert knowledge-based system to automate the analysis procedure following test firings of the Space Shuttle Main Engine (SSME). The integration of a large-scale relational data base system, a computer graphics interface for experts and end-user engineers, potential extension of the system to flight engines, application of the system for training of newly-hired engineers, technology transfer to other engines, and the essential qualities of good software engineering practices for building expert knowledge-based systems are among the topics discussed

Practitioner Perceptions of the A3 Method for Process Improvement in Health Care

The focus of this article is to present students’ perceptions of the recently developed A3 method, a structured problem-solving approach based on lean concepts and tools that have been adapted to the health care environment. The students were all employees of a large health care provider and were enrolled in a customized health care executive MBA Program. Each student was required to complete an individual A3 Project in order to improve a process at the department for which they worked. At the end of the semester the students presented their A3 projects to their peers who voted on the best projects. A survey measuring perceptions of the A3 method for problem solving in health care was administered and from it we present propositions for A3 implementation. These propositions are applicable both to health care practitioners and to academic researchers

Needs Satisfaction: An Effective Tool for Workers Commitment to Work

This study represents an initial endeavour to explore needs satisfaction: An effective tool for workers commitment to work. Inspite of the motivational strategies available and employed in organisations, the issue of employee performance and productivity is still very much questionable. This is because what motivates one individual may not necessarily be what motivates another individual (s). Therefore, individual needs and motivational factors should be assessed critically and addressed carefully. The survey instrument used in the collection of data was questionnaire which was based on a random selection as the primary source of data. Some of the questions asked were centered on the factors that motivates an employee to perform and hence productive in the organisation. Based on the data obtained from the respondents which was analyzed using the statistical tool (pie chart) method, it was observed that a greater number of respondents supported the notion that high employee performance and productivity is a fimction of need satisfaction (motivation). These findings appear to be useful in furthering the understanding of the complexity associated with the strategy to the realities of result oriented organisation environment by recommending that organisations should accord priority attention to the introduction of good motivational package (such as: good remuneration, instituting other monetary awards, higher fringe benefits package and other financial rewards, timely promotion, cafeteria, flextime, employee involvement, etc.) to enhance higher productivity and commitment to work