A win–win team formation problem based on the negotiation

Wang, Jian; Jia, Zhang

doi:10.1016/j.engappai.2015.06.001

Cited by 15 publications

(11 citation statements)

References 42 publications

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“…Further, a negotiation model to implement the team formation process between the manager and the members was followed. [9] proposed an agent-based negotiation approach where the negotiation process is iterated until the benefit requirements of the manager and the members are all satisfied, or the deadline for the negotiation is reached. Similarly, [6] proposed a Groupware Requirements Negotiation System (GRNS) process model that incorporates a set of process models and Bayes to improve the effectiveness of decision-making in the requirement negotiation process.…”

Section: A Decision-makingmentioning

confidence: 99%

“…In recent years, process models, tools, and techniques were proposed by the researchers to enable the software development industry to address requirements negotiation challenges. Firstly, [7][8][9] proposed decision-making techniques to support stakeholders in decision-making during requirements negotiation. Similarly, the process models in [2,4,[10][11][12] assist in resolving requirements conflict.…”

Section: Introductionmentioning

confidence: 99%

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Software Requirements Negotiation: A Review on Challenges

et al. 2021

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Requirements negotiation involves discussion on the requirements conflict to have some compromise that will satisfy the participating stakeholders of a software project. The output of a requirement negotiation is a set of satisfied requirements of two or more parties. In this paper, we present a systematic review of requirements negotiation challenges. The study adopted 34 papers from the final study selection process which were analyzed based on the requirements negotiation challenges they addressed. The identified challenges are decision-making, communication, performance, managing requirement changes, and conflict resolution. The output of the study indicates that decision-making is addressed by 33% of the studies reviewed, followed by the performance with 22%, conflict resolution with 19%, while 16% focus on stakeholders’ communication, and managing requirements changes has 10%.

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Section: A Decision-makingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Software Requirements Negotiation: A Review on Challenges

et al. 2021

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“…Some authors consider the team creation in terms of improving communication in the team [1][2][3][4][5], others explore the creation of an effective team in terms of a competence approach [6][7][8][9][10]. Some researchers focus on studying the characteristics of relationships in the team [11,12]. The study of team performance factors at the stage of its formation is the subject of a large number of publications [13,14,15].…”

Section: Introductionmentioning

confidence: 99%

“…The relationship between the use of these criteria and the success of the project is considered. The authors [11] propose a negotiation model between the leader and team members to implement the team creation process. Compared to a unilateral decision of the leader, the formation of a team on the basis of negotiations can bring more benefits to team members.…”

Section: Introductionmentioning

confidence: 99%

Method of the It Project Team Creation Based on Maximizing It’s Competencies

Kononenko¹,

Sushko²

2021

SM3P

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The use of agile approaches in software development requires the project team to be multifunctional and self‑organized in order to respond effectively to changing project requirements. Therefore information technology project team creation requires a special method. The purpose of the work is to develop a method of IT-project team creation by maximizing it’s competencies taking into account the features of agile approaches to project management. The paper proposes the issue of team creation based on maximizing team competencies under conditions of budget and laboriousness constraints. A method of a project team creation is proposed, which takes into account the requirements of the project, the characteristics of individual candidates, and the general competencies of the team as a whole, as well as the project's limitations on the budget and laboriousness of the project. The proposed approach consists of three stages. At the first stage, a set of candidates is determined, whose competency assessments meet the requirements of the project. In the second stage, team options are formed in accordance with the requirements of the project. The project team creation can take place in several statements. The first statement is to solve the problem of minimizing the distance between the vector of team competencies and the vector of requirements. The second statement of the problem is to solve the problem of maximizing competencies in terms of time and project budget constraints.The third solves the issue of choosing a team according to the chosen setting. Two possible objective functions of the issue are offered. One target function is to create a team that will include candidates with maximum competencies. Such a team will best cope with the requirements that are known at the start of the project. The second target function maximizes the total competencies of the team that exceed a given threshold. As a result, the team will be able to better cope with the changing requirements of the project. The proposed method makes it possible to create an effective software development team that meets the requirements of the project, the values and principles of agile approaches.

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“…These attributes are commitment to team success and shared goals, interdependence, interpersonal skills, open communication and positive feedback and appropriate team composition. Although team leader tends to select team members he or she deems appropriate for the job, the personal opinions of team members are often not considered in the team formation process (Wang & Zhang, 2015).…”

Section: Team Effectivenessmentioning

confidence: 99%

Influence of Personal and Task Interdependence on Task Conflict and Team Effectiveness

Alby¹,

Ortega²,

Sulaiman³

2016

MAS

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Undeniably working in teams are important as tasks are getting more complicated and advanced as a result of globalization and the speedy growth of information and communication technology. This calls for effectiveness from team members to complete all interdependent sub-tasks to ensure that the given tasks achieve its' desired objectives. During the process of implementing the tasks, teams are poised to face conflicts that may derail the completion of tasks. The focus of this paper is to examine the influence of personality factors and task interdependence on task conflict and team effectiveness. A meta-analysis on past studies was carried out to gather data on the subject matter. The input obtained will be pertinent for future researchers in further understanding the complexities associated with task interdependence and personality on task conflict and team effectiveness.

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A win–win team formation problem based on the negotiation

Cited by 15 publications

References 42 publications

Software Requirements Negotiation: A Review on Challenges

Software Requirements Negotiation: A Review on Challenges

Method of the It Project Team Creation Based on Maximizing It’s Competencies

Influence of Personal and Task Interdependence on Task Conflict and Team Effectiveness

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