Os processos de gestão de requisitos têm influência direta na concepção do produto final e estão diretamente relacionados com a satisfação do cliente, pois é neles que se define o que o cliente espera do software. Seus produtos servem de base para os processos executados posteriormente e, portanto, a probabilidade de ocorrer falhas é maior caso haja falhas durante a elaboração dos requisitos do software. No entanto, tem-se observado que esses processos são uma das maiores fontes de problemas encontrados no desenvolvimento de software. Com o intuito de sistematizar os processos de desenvolvimento de software, a fim de se evitar prejuízos para as organizações desenvolvedoras e insatisfação para os adquirentes dos produtos desenvolvidos, surgiram os modelos para a melhoria de processo de desenvolvimento de software, tais como o Capability Matutity Model Integration - Development (CMMI-Dev). Esses modelos atuam como guias para a melhoria contínua dos processos de desenvolvimento das organizações. Entretanto, o nível de abstração dos modelos nem sempre é suficientemente específico para orientar colaboradores de organizações não familiarizados com o corpo de conhecimento da engenharia de software. Outro aspecto que dificulta a utilização de tais modelos é o financeiro, pois a implantação de tais melhorias apresenta alto custo, podendo ser inviável para organizações de pequeno e médio porte. Este trabalho apresenta um guia, denominado PROREQ, cujo objetivo é facilitar a implantação de melhorias nos processos de requisitos de pequenas organizações. É composto por um conjunto de boas práticas classificadas segundo a estrutura de organização das áreas de processo Desenvolvimento e Gerenciamento de requisitos do CMMI-Dev; uma estratégia de implantação, baseada na estratégia da norma ISO/IEC 15504 e em um conjunto de práticas retiradas de trabalhos empíricos relacionados à melhoria de processos de software; e um modelo de avaliação, baseado na norma ISO/IEC 15504 e no método de avaliação do modelo de melhoria de processo de software brasileiro (MPS.BR). Ao final é descrito um estudo de caso que apresenta os resultados da aplicação do guia PROREQ em uma pequena organização desenvolvedora de software / Requirements management processes have a great impact on the final product conception and are directly related to customers\' satisfaction, as the expected behavior of the software is defined during them. Their products serve as a basis for the processes executed subsequently and, thus, the probability of failure is higher when faults occur during the elaboration of the software requirements. However, it has been observed that these processes are one of the richest sources of problems found during software development. This motivated the appearance of models for improving software development processes, such as the Capability Matutity Model Integration - Development (CMMI-Dev), which act as guides for continuously improving the organization development processes. Nevertheless, the abstraction level of the models is not always specific enough to guide the organization collaborators that are not familiar with the software engineering body of knowledge. Financial aspects also make the utilization of these models more difficult, because to deploy these improvements is often expensive and can be unfeasible for small and medium organizations. This work presents a guide, named PROREQ, whose main goal is to ease the deployment of improvements in the requirements processes of small organizations. It is composed of: a set of good practices classified according to the organization structure of CMMI-Dev process areas Requirements Development and Management; a deployment strategy, based on ISO/IEC 15504 strategy and on a set of practices coming from empirical works related to software process improvement; and an evaluation model based on ISO/IEC 15504 and on the evaluation method of the Brazilian software process improvement method (MPS.BR). A case study is described to present the results of applying the PROREQ guide in a small software development organization

Lean production härstammar från företaget Toyota och Taiichi Ohno’s begrepp ToyotaProduction System. Metoden är idag ett dominerande styrmedel bland organisationer. Därmedhar konceptet implementerats i allt fler västerländska resultatstyrda organisationer, varsparametrar för kontroll skiljer sig mot de lean production utgår från. Dess innebörd sträckersig över stora delar av en organisation, vilket bidrar till begreppets komplexitet. Leanproduction förväntas ge upphov till continuous improvement samt elimination of waste.Utifrån detta har forskare formulerat 14 principer vilka sammanfattas i The Toyota Waymodel. För att erbjuda fler perspektiv till insamlad empiri har the Toyota Way model använtssom ett ramverk tillsammans med tre olika kategorier för kontroll: effekt- beteende- samtsocial styrning. Denna studie syftar dels till att identifiera formen av continuous improvementi företaget Ardaghs organisation, samt relationen mellan traditionella styrmedel och leanproduction.Studien tillämpar ett pragmatiskt förhållningssätt, med målet att insamlad empiri ska förklaraden teoretiska referensramen. Empirin samlades in genom observationer, samtal ochdokumentation från tre olika delar av Ardaghs verksamhet: administrationen, styrningen ochproduktionen. Den empirika datan samlades in med continuous improvement och internakontrollprocesser i åtanke.Studiens resultat indikerade att det i Ardaghs verksamhet förekom olika former av continuousimprovement och konflikter mellan kontrollprocesser. Formerna sammanfattas i studiensresultat genom två olika aspekter: den filosofiska och den instrumentella. Den filosofiskaaspektens utgångspunkt återfinns främst i lean productions grundförutsättningar, såsomlångsiktiga visioner, empowerment och strategier för att uppnå effektiviseringsvinster. Deninstrumentella aspekten kretsar främst kring hur lean-verktyg påverkar en organisationssjälvbild, samt hur traditionell budgetstyrning tenderar att hamna i konflikt med leanproductions metoder för kontroll. / Program: Civilekonomprogrammet

Wan Chi Ying, Jenny. / "Architecture Department, Chinese University of Hong Kong, Master of Architecture Programme 2010-2011, design report." / Includes bibliographical references.

Leung Kwok Yee Kelvin. / "Architecture Department, Chinese University of Hong Kong, Master of Architecture Programme 1996-97, design report." / Includes bibliographical references. / Chapter Chapter 1: --- Introduction / Chapter Chapter 2: --- My Vision / Chapter Part A: --- Urban Vision / Chapter Chapter 3: --- Site/context analysis / Chapter Chapter 4: --- Client Scenario / Chapter Chapter 5: --- Final Design- / Chapter I. --- The Spine(軸) / Chapter Part B: --- Selected Site Development / Chapter Chapter 6: --- Site/context analysis / Chapter Chapter 7: --- Client Scenario / Chapter Chapter 8: --- Problem / Identification / Chapter Chapter 9: --- Final Design- / Chapter II. --- The Node(点） / Chapter III. --- Open Space(公共空間) / Chapter IV. --- Tower(廈) / Chapter Chapter 10: --- Conclusion / Chapter Chapter 11: --- Process

As pressões geradas pela competitividade têm aumentado intensamente justificando assim uma maior preocupação com a gestão do Processo de Desenvolvimento de Produtos (PDP). Administradores têm priorizado a sistematização deste processo a partir da implantação de atividades, ferramentas, conceitos e melhores práticas dos modelos referenciais para o PDP. Os modelos referenciais são adotados nas empresas através de projetos de mudança ou melhoria na empresa e incluem: o diagnóstico das necessidades de melhoria, seleção de melhores práticas, implantação e acompanhamento da mudança do PDP. Entretanto, nem sempre as melhores práticas são realizadas integralmente na rotina da empresa, posteriormente à implantação, o que suscita a dúvida sobre a efetividade dos métodos de melhoria para atingir uma mudança duradoura e de sucesso. O objetivo desta dissertação é identificar práticas que contribuam para uma mudança duradoura no PDP de empresas e incorporar estas práticas a um método de melhoria existente. Os resultados indicam que os métodos de melhoria para o PDP, presentes na literatura, contemplam um conjunto de melhores práticas com forte enfoque nos aspectos de gestão do processo, porém não tão fortes nas práticas relacionadas à gestão da equipe envolvida na execução das mudanças. Desta forma, práticas de gestão de pessoas foram incorporadas num método de melhoria para PDP e experimentado através de um estudo de caso em empresa do setor metal-mecânico. As características de maturidade da empresa limitam a aplicação integral da proposta, confirmando que a adoção das práticas de gestão de pessoas depende da cultura organizacional vigente e, por conseqüência, do estilo e apoio gerencial, o que em última instância reflete o nível de maturidade da organização para os processos de mudança e melhoria do PDP. / Pressures of competition have increased strongly justifying more concern with the Product Development Process (PDP) management. Administrators have focused on the systematization of this process through the implementation of activities, tools, concepts and best practice from reference models. The PDP reference models are adopted in companies via improvement or change projects that include: the diagnostic of requirements for improvement, the selection of best practices, the implementation and monitoring of PDP change. However, the best practices are not always performed entirely on the company's routine, after the implantation, what raises doubt about the effectiveness of improvement methods to achieve long lasting change and success. This article aims to present a literature review and comparison of the improving methods to identify the best practices that address a well succeeded PDP improvement. The results indicate that the methods of improvement for PDP, existing in the literature, include a set of best practices with a strong focus on aspects related to resources management of the project improvement, but not as strong in practices related to team management involved in implementing changes. Thus, practices related to people management were incorporated into a comprehensive method of improvement for PDP and experienced through a case study in a metal mechanic company. The company maturity characteristics limited the full implementation of the proposal, confirming that the adoption of best practices related to people management depends on organizational culture and, consequently, on the management style and support. The latest, ultimately, reflects the level of maturity of the organization to change processes and PDP improvement.

Manufacturing firms can incur losses of up to 100% due to costs of poor quality (COPQ) in the form of internal and external product failures, rework, and scrap. The purpose of this single case study was to explore what quality improvement strategies senior manufacturing production managers used to reduce COPQ and increase profit. The participants selected were 3 production managers in 1 small-sized manufacturing company in the southeastern region of the United States with successful strategies to lower COPQ. The conceptual framework of this study was based on total quality management theory. Data collection was through face-to-face interviews and from a review of company documents. Yin's 5-step process was used to analyze the data. Three key themes emerged during data analysis: continuous improvement, quality assurance, and institutionalizing training. Manufacturing managers can use these strategies to lower COPQ and increase profits. The findings can contribute to social change by increasing individuals' sense of dignity and self-worth through the manufacturing firm leaders' ability to increase employment rates.

Nonprofit organization leaders face increased performance and sustainability challenges due to reduced funding. Approximately 72% of nonprofit revenues required for the sustainability of nonprofit organizations come from program services, which are threatened by ineffective improvement strategies and reduced program funding. Using the conceptual framework of total quality management, the purpose of this multicase study was to explore strategies that nonprofit leaders use to implement successful continuous improvement programs to increase revenue. The population for this study was leaders of nonprofit organizations in Delaware. Participants were purposefully selected for their successful experience in implementing continuous improvement strategies in nonprofit organizations. Data were collected via semistructured face-to-face interviews from 4 nonprofit organization leaders and review of publicly accessible, online organizational documents related to the implementation of continuous improvement programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: leadership strategies for holistic focus on process improvement, leadership focus on organizational strategy, and specific focus on functions of leadership. Nonprofit leaders should embrace continuous improvement applications traditionally applied in for-profit sectors. Nonprofit leaders could apply continuous improvement strategies to enhance performance and boost revenue. Implications for positive social change include developing sustainability and longevity in nonprofit organizations to help nonprofit leaders address larger problems, such as homelessness, disease, lack of cultural acceptance, and environmental sustainability.

<p>In today’s fast-changing and dynamic business environment, the pressures on manufacturing companies to compete on the global arena have been intensified. Production is challenged to handle and benefit from ever increasing competitions in terms of cost, delivery capability, and flexibility. In order to gain and sustain the competitive advantage under such circumstances, strong and constant development of production must be ensured not only with continuous improvements but also with radical improvements.</p><p>Continuous improvement or called Kaizen has been an established approach of production improvement. The concept of Kaizen is well described and many tools and methods that support Kaizen have been developed and widely applied in industry. However, for radical improvement or “Kaikaku” in Japanese, the need and the importance of Kaikaku are still limitedly recognized at companies. Moreover, the knowledge of structured support that facilitates an effective and efficient execution of Kaikaku has been insufficiently developed.</p><p>The purpose of the research presented in this thesis is to develop models and methods that address the need and the importance of Kaikaku in production and facilitate the realization of it.</p><p>The research consists of a literature study and three case studies. The literature study was conducted in order to structure the concept of Kaikaku. As a result of the study, a conceptual framework of Kaikaku was developed. The three case studies were conducted to identify influential factors to the realization of Kaikaku. Both Swedish and Japanese companies were studied and analyzed. These case studies led to identify a way of realizing a certain type of Kaikaku. Some characteristics of organization setting were also found influential to the realization of Kaikaku.</p><p>To conclude, the research has contributed to creating a foundation of the research area related to Kaikaku. This has opened up opportunities for further research in this field.</p>

In today’s fast-changing and dynamic business environment, the pressures on manufacturing companies to compete on the global arena have been intensified. Production is challenged to handle and benefit from ever increasing competitions in terms of cost, delivery capability, and flexibility. In order to gain and sustain the competitive advantage under such circumstances, strong and constant development of production must be ensured not only with continuous improvements but also with radical improvements. Continuous improvement or called Kaizen has been an established approach of production improvement. The concept of Kaizen is well described and many tools and methods that support Kaizen have been developed and widely applied in industry. However, for radical improvement or “Kaikaku” in Japanese, the need and the importance of Kaikaku are still limitedly recognized at companies. Moreover, the knowledge of structured support that facilitates an effective and efficient execution of Kaikaku has been insufficiently developed. The purpose of the research presented in this thesis is to develop models and methods that address the need and the importance of Kaikaku in production and facilitate the realization of it. The research consists of a literature study and three case studies. The literature study was conducted in order to structure the concept of Kaikaku. As a result of the study, a conceptual framework of Kaikaku was developed. The three case studies were conducted to identify influential factors to the realization of Kaikaku. Both Swedish and Japanese companies were studied and analyzed. These case studies led to identify a way of realizing a certain type of Kaikaku. Some characteristics of organization setting were also found influential to the realization of Kaikaku. To conclude, the research has contributed to creating a foundation of the research area related to Kaikaku. This has opened up opportunities for further research in this field.

SUMMARY This thesis addresses improvement capability at the front lines of healthcare with a focus on interprofessional health care improvement teams who provide care and improve care. The overall aim is to explore high performing clinical microsystems and evaluate interventions to cultivate health care improvement capabilities of frontline interprofessional teams. Methods Descriptive and evaluative study designs were employed in the five studies which comprise this thesis. A total of 495 interprofessional health care providers from a variety of health care contexts in the United States (Study I, II, III &amp; IV) and Sweden (Study V) participated in the studies. The mixed methods research included qualitative observation, interviews, focus groups and surveys analyzed with qualitative manifest content analysis. The quantitative data were analyzed with statistics appropriate for non-parametric data. Findings Study I and II describe how leaders who understand health care improvement can create conditions for interprofessional teams to provide care and simultaneously improve care. Study III evaluates adapted clinical microsystem processes and tools successfully adapted in two different hospitals. Frontline staff reported that they needed help to balance providing care and improving care. Study IV and V explored and tested team coaching to help interprofessional teams to increase their improvement capabilities within improvement collaboratives. The participants perceived team coaching mostly positively and identified supportive coaching actions. In Study V an intervention with “The Team Coaching Model” was tested in Sweden and showed increased acquisition of improvement knowledge in the intervention teams compared to teams who did not receive the coaching model. Conclusions The thesis findings show leaders can help cultivate health care improvement capability by designing structures, processes and outcomes of their organizational systems to support health care improvement activities, setting clear improvement expectations of all staff, developing the knowledge of every staff member in the microsystem to know their operational processes and systems to promote action learning in their daily work, and providing help with team coaching using a Team Coaching Model.