2. The software architecture of a program or computing system is the structure or structures of the system, which comprise software elements, the externally visible properties of those elements, and the relationships among them (Bass, Clements, & Kazman, 2003). 3. The fundamental organization of a system embodied in its components, their relationships to each other and to the environment and the principles guiding its design and evolution (Maier, Emery, & Hilliard,
Our design process focuses on maximizing the fit among an organization’s structure, its internal organizational components, and the external environmental conditions. This organization design framework builds high-performing organizations and incorporates planned change in the process to help organizations achieve the full benefits of a new design. The structure would always follow the strategy and based on this principle our design framework is outlined in the following graphic: The outcomes of a successful organization design often include: • Motivated human capital with increased productivity • Optimized use of organizational resources • Collaborative approach to deliver results • Streamlined processes that enhance core organizational capabilities 2.4 Our Approach We at Wipro propose the highly experimented and executed approach to design the deliverables as part of organization structuring activity at STCAS. The approach is divided into four stages, details of which are as
AI has the capacity to empower SE in that way. Here in this paper we present a state of the art literature review which reveals the past and present work done for automating Software Development Life Cycle (SDLC) using AI. Keywords—Artificial Intelligence, Code Generation, Requirements Engineering, SDLC, Software Design,
must be taken into account in the diagnostic phase. • Planning & Implementation : After diagnosing the problem, the Organizational Development expert shifts his attention to the planning of change & implementing it. Organizational Development interventions come into picture here. Intervention is considered to be the action phase in Organizational Development process. Intervention is a set of planned, programmed activities & techniques by which organizations and their clients collaborate in an Organizational Development programmer.
• To ensure the products can be developed faster with the short period of time (High Speed) • Aims to build a working system rapidly  4.3. Factor for Rapid Development "Quick and dirty" process does not mean for fast development achievable. There should not be any obstacle between rapid developments with product quality. There are several factor contribute to the victory of rapid development namely by improving higher quality product and rapid delivery. The main factors of rapid development
Service Oriented Architecture (SOA) has the potential to simplify business-to-business integration by making it much easier for partners with different systems to communicate with one another (Tibco, 2011). SOA is a design philosophy based on the concept of services and focuses on the greater alignment between enterprise business and IT (Choi and Ramamurthy, 2011). SOA is independent of any vendor, product, technology or industry trend. Enterprise’s interest in SOA remains very significant, the principles of service orientation such as reuse, loose coupling, and service discovery are more important than ever due to the emergence of the digital world. The scope of SOA adoption can vary, and the enterprise has to keep its efforts manageable and
This deﬁnition allows us to characterize the knowledge as the information that should be provided for responsibles of decision-making processes and take advantage of having this information. In this way, knowledge is "reasoning about the information to actively guide task execution, problem solving and decision making in order to perform, learn and teach" (Beckman, 1997a). In software design, designer’s reasoning and its actions are an important generator of knowledge because allows us to know the reasons for the designer to choose a particular solution taking into account some design issues. This process of rationale management should be a fundamental part of the design process (Bassetal.,2006). This initiative must take into account the documentation of software systems does not describe itself the concerns and motivations which gave rise to the current design such as discussions, dialogues and agreements that structuring it, justiﬁcations of its particular characteristics, why this design had not adopted other characteristics and tradeoffs that were considered (Carroll and Rosson,
2. Preparation of detailed plans and programs on partial systems such as the level of: Plans and programs for the development of information systems. Plans and programs for the management of needs and resources. Plans and programs for training and employment. Plans and programs for building data processing center.
It includes the software that assists with making decisions and the data resources such as databases. Moreover, the hardware assets, decision support system, people management project management applications and computerized processes that make organizational units to move economically. In addition, Nader et al., (2013) state that management information system has dual parts: Ecosystem, comprising of, people, concerned with system accessibility of information, the tools and technology on hand for the system. Endosystem, includes variables that an engineer can manipulate and direct, for instance, tools, algorithms, and processes employed. Meanwhile, Jennifer (2014) defines management information system as an approach that gathers, and manipulates data (information) and gives it to administrators at all echelons who utilizes it , for decision-making, designing, programme execution and control.
Future studies examining the relationship between culture type and level of commitment would be well rewarded by using organizations with strong, varying culture styles. A strong culture would enhance any relationships that might exist between clan, adhocracy, market, and hierarchy culture and commitment. However, the outcomes of the current study show that using and propagating an atmosphere full of behaviors, norms, beliefs and positive approaches in an organization could provide the most optimal working environment. But there is a long way ahead to make the changes related to the organizational culture and in order to make the organization dynamic through creation, growth and applied nature of growth and development. A final recommendation involves the integration of qualitative research methods in studying culture and commitment.