Onboarding of new members in software development teams: a detailed version
Keywords:Internalization, Organizational culture, Integration, Reception, Software Engineering, Development teams
Context: The internalization of new members in software development teams causes changes in organizations and needs to be studied. Objective: To investigate the benefits and limitations of internalization in software development teams. Method: A qualitative study was carried out at a startup where internalization was observed recently. The data were analyzed using qualitative coding techniques and the results were verified and validated with the participants through the verification of members. Results: it is clear that internalization is strongly influenced by the culture of the company studied and the reception and integration of time. Conclusion: The internalization of new members generates greater synergy, which strongly helps without objective of the organizational results.
Berger, P. L., & Luckmann, T. (1991). The social construction of reality: A treatise in the sociology of knowledge (No. 10). Penguin Uk.
Bowditch, J. L.; Buono, A. F. Fundamentos de Comportamento Organizacional. Tradução Luiz Henrique Baptista Machado; revisão técnica Antônio Eugênio Valverde Mariani Passos. Rio de Janeiro: LTC, 2006.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
Campbell, D., Edgar, D., & Stonehouse, G. (2011). Business strategy: an introduction. Macmillan International Higher Education.
Cannon-Bowers, J. A., & Bowers, C. (2011). Team development and functioning.
Capretz, L. F., & Ahmed, F. (2010). Making sense of software development and personality types. IT professional, 12(1), 6-13.
Capretz, L. F., Ahmed, F., & da Silva, F. Q. B. (2017). Soft sides of software. arXiv preprint arXiv:1711.07876.
Chow, T., & Cao, D. B. (2008). A survey study of critical success factors in agile software projects. Journal of systems and software, 81(6), 961-971.
Cohen, D., & Crabtree, B. (2006). Qualitative Research Guidelines Project. Disponível em http://www.qualres.org.
Cunha, A. (2014). A arte da guerra na liderança (2ªEd). Lisboa: TopBooks.
Damian, D.; Zowghi, D. An insight into the interplay between culture, conflict and distance in globally distributed requirements negotiations. In: Hawaii International Conference On System Sciences, 36., Hawaii, 2003.
DeOrtentiis, P. S., Summers, J. K., Ammeter, A. P., Douglas, C., & Ferris, G. R. (2013). Cohesion and satisfaction as mediators of the team trust–team effectiveness relationship. Career Development International.
Doyle, S. (2007). Member checking with older women: A framework for negotiating meaning. Health care for women international, 28(10), 888-908.
Faegri, T. E. (2009, August). Improving general knowledge in agile software organizations: experiences with job rotation in customer support. In 2009 Agile Conference (pp. 49-56). IEEE.
Fægri, T. E., Dybå, T., & Dingsøyr, T. (2010). Introducing knowledge redundancy practice in software development: Experiences with job rotation in support work. Information and Software Technology, 52(10), 1118-1132.
Fagerholm, F., Guinea, A. S., Borenstein, J., & Münch, J. (2014). Onboarding in open source projects. IEEE Software, 31(6), 54-61.
Faraj, S., & Sproull, L. (2000). Coordinating expertise in software development teams. Management science, 46(12), 1554-1568.
Farshchi, M., Jusoh, Y. Y., & Murad, A. A. M. (2012). Impact of personnel factors on the recovery of delayed software projects: A system dynamics approach. Computer Science and Information Systems, 9(2), 627-652.
Gil, A. C. (2002). Como elaborar projetos de pesquisa (Vol. 4, p. 175). São Paulo: Atlas.
Grant, R. M. (1996). Prospering in dynamically-competitive environments: Organizational capability as knowledge integration. Organization science, 7(4), 375-387.
Harper, M., & Cole, P. (2012). Member checking: Can benefits be gained similar to group therapy. The qualitative report, 17(2), 510-517.
Hermanto, S., Kaburuan, E. R., & Legowo, N. (2018, October). Gamified SCRUM Design in Software Development Projects. In 2018 International Conference on Orange Technologies (ICOT) (pp. 1-8). IEEE.
Hoopes, D. G., & Postrel, S. (1999). Shared knowledge,“glitches,” and product development performance. Strategic management journal, 20(9), 837-865.
Kobitzsch, W.; Rombach, D.; Feldmann, R. L. Outsourcing in India. IEEE Software, v.18, n.2, p.78-86, March/April 2001.
Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological science in the public interest, 7(3), 77-124.
Krefting, L. (1991). Rigor in qualitative research: The assessment of trustworthiness. American journal of occupational therapy, 45(3), 214-222.
Lindsjørn, Y., Sjøberg, D. I., Dingsøyr, T., Bergersen, G. R., & Dybå, T. (2016). Teamwork quality and project success in software development: A survey of agile development teams. Journal of Systems and Software, 122, 274-286.
Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings. Administrative science quarterly, 226-251.
MacGregor, E., Hsieh, Y., & Kruchten, P. (2005). Cultural patterns in software process mishaps: incidents in global projects. ACM SIGSOFT Software Engineering Notes, 30(4), 1-5.
Manzini, E. J. (1990). A entrevista na pesquisa social. Didática, 26, 149-158.
Maruping, L. M., Zhang, X., & Venkatesh, V. (2009). Role of collective ownership and coding standards in coordinating expertise in software project teams. European Journal of Information Systems, 18(4), 355-371.
Merli, A. M. (2008). Gestão por competências. Rio de Janeiro: Qualitymark.
Merriam, S. B., & Tisdell, E. J. (2015). Qualitative research: A guide to design and implementation. John Wiley & Sons.
Merriam, S. B. (2009). Qualitative research: A guide to design and implementation. Journal of Chemical Information and Modeling.
Miranda, R. (2011). Uma Revisão Sistemática Sobre Equipes de Desenvolvimento de Software: Tipologia, Características e Critérios de Formação. Centro de Informática (CIn), Universidade Federal de Pernambuco.
Moe, N. B., & Dingsøyr, T. (2008, June). Scrum and team effectiveness: Theory and practice. In International conference on agile processes and extreme programming in software engineering (pp. 11-20). Springer, Berlin, Heidelberg.
Moe, N. B., Dingsøyr, T., & Dybå, T. (2010). A teamwork model for understanding an agile team: A case study of a Scrum project. Information and Software Technology, 52(5), 480-491.
Moe, N. B., & Šmite, D. (2008). Understanding a lack of trust in Global Software Teams: a multiple‐case study. Software Process: Improvement and Practice, 13(3), 217-231.
Mockus, A.; Herbsleb, J. D. Challenges of Global Software Development. In: International Software Metrics Symposium, 7., London, 2001.
Moser, P., Araújo, J., Oliveira, E., Ferreira, H., & Pereira, C. (2019, July). Internalização de novos membros em equipes de desenvolvimento de software: benefícios e limitações. In Anais do IV Workshop sobre Aspectos Sociais, Humanos e Econômicos de Software (pp. 61-70). SBC.
Mourmant, G., & Gallivan, M. (2007, April). How personality type influences decision paths in the unfolding model of voluntary job turnover: an application to IS professionals. In Proceedings of the 2007 ACM SIGMIS CPR conference on Computer personnel research: The global information technology workforce (pp. 134-143).
Nonaka, I., & Takeuchi, H. (1995). The knowledge-creating company: How Japanese companies create the dynamics of innovation. Oxford university press.
Oliveira, S., L. (2011). Sociologia das organizações: uma análise do homem e das empresas no ambiente competitivo. São Paulo: Pioneira.
Oliveira, R., & França, C. (2019). Agile Practices and Motivation: A quantitative study with Brazilian software developers. In Proceedings of the Evaluation and Assessment on Software Engineering (pp. 365-368).
Ollo-Lopez, A., Bayo-Moriones, A., & Larraza-Kintana, M. (2010). The relationship between new work practices and employee effort. Journal of industrial relations, 52(2), 219-235.
Pikkarainen, M., Haikara, J., Salo, O., Abrahamsson, P., & Still, J. (2008). The impact of agile practices on communication in software development. Empirical Software Engineering, 13(3), 303-337.
Qureshi, I., & Fang, Y. (2011). Socialization in open source software projects: A growth mixture modeling approach. Organizational Research Methods, 14(1), 208-238.
Quinn, R. E. (2003). Competências gerenciais: princípios e aplicações. Elsevier.
Rea, L. M. (2000). Metodologia de Pesquisa-do planejamento a execução. Cengage Learning Editores.
Robbins, S. P. Comportamento organizacional.11.ed. SãoPaulo: Pearson Prentice Hall,2005.
Santos, R. E., Da Silva, F. Q., de Magalhães, C. V., & Monteiro, C. V. (2016, May). Building a theory of job rotation in software engineering from an instrumental case study. In Proceedings of the 38th International Conference on Software Engineering (pp. 971-981).
Santos, R. E., da Silva, F. Q., & de Magalhães, C. V. (2016, June). Benefits and limitations of job rotation in software organizations: a systematic literature review. In Proceedings of the 20th International Conference on Evaluation and Assessment in Software Engineering (pp. 1-12).
Santos, R. E. D. S. (2015). The Influence of Job Rotation on Motivation and Satisfaction of Software Engineers (Master's thesis, Universidade Federal de Pernambuco).
Silva, R. C. D. C. (2017). Um estudo sobre a influência de fatores humanos e culturais em projetos de desenvolvimento de software ágeis (Master's thesis, Universidade Federal de Pernambuco).
Silva, A. H., & Fossá, M. I. T. (2015). O Processo de Socialização Organizacional como Estratégia de Integração Indivíduo e Organização. Administração de Empresas em Revista, 14(15), 186-203.
Steinmacher, I., Gerosa, M. A., & Redmiles, D. (2014, February). Attracting, onboarding, and retaining newcomer developers in open source software projects. In Workshop on Global Software Development in a CSCW Perspective.
Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan management review, 25(2), 3-16.
Scott, J., F. (1971). Internalization of norms: A sociological theory of moral commitment. Oxford, England: Prentice-Hall.
Sharp, H., & Robinson, H. (2010). Three ‘C’s of agile practice: collaboration, co-ordination and communication. In Agile software development (pp. 61-85). Springer, Berlin, Heidelberg.
Tessem, B., & Maurer, F. (2007, June). Job satisfaction and motivation in a large agile team. In International Conference on Extreme Programming and Agile Processes in Software Engineering (pp. 54-61). Springer, Berlin, Heidelberg.
Travassos, G. H., Gurov, D., & Amaral, E. A. G. G. (2002). Introdução à engenharia de software experimental.
Trivinos, A. N. S. Introdução à pesquisa em ciências sociais: a pesquisa qualitativa em Educação. São Paulo: Atlas; 1987.
Tyler, T. R. (1997). Why people cooperate with organizations. Research in Organization Behavior, 21, 201–246.
Viana, D., Conte, T., Vilela, D., de Souza, C. R., Santos, G., & Prikladnicki, R. (2012). The influence of human aspects on software process improvement: Qualitative research findings and comparison to previous studies.
Whitehead, J. (2007, May). Collaboration in software engineering: A roadmap. In Future of Software Engineering (FOSE'07) (pp. 214-225). IEEE.
Wood, S. (1999). Human resource management and performance. International journal of management reviews, 1(4), 367-413.