Abstract A fundamental problem in the software engineering community is how to achieve a state of continuous improvement. Over the last ten years a number of studies have been made concerning various tools, methods and software process improvement project life-cycle models, but the problem persists and in many cases the software process improvement program dies off within a year. This thesis takes the assumption that the answer cannot be reduced to a single tool or method, as there are no silver bullets to complex problems. Instead the entire Software Process Engineering system should be studied to find out what elements are necessary for sustaining improvement activity on a long-term basis. Through understanding the fundamental elements of a Software Process Engineering system, the organization can manage and improve the system, tune it up to the environment and make it efficient and effective. When the system is operational, the software process improvement program, which is a part of the system, can be sustained. This research studies a case in which the Software Process Engineering system of a large, multi-site telecommunications company was successfully revised to meet the increasing improvement challenges. The revised system has proven to be capable of sustaining continuous improvement and case is used here to derive architectural design models of a Software Process Engineering system. Two such models are established here. One is a system model that is independent of implementation and identifies the main elements of a Software Process Engineering system. With the help of this model, those responsible for process improvement in their organizations can design, evaluate, and revise complete Software Process Engineering systems. The other model is a design of a multi-site Software Process Engineering organization, and identifies not only the operative part of the organization but also the key non-operative elements that a Software Process Engineering system needs to work with. With the help of this model a multi-site organization can set up the operative Software Process Engineering organization and plan for strategies for managing the cooperation with the interfacing entities up front, rather than ending up managing such contacts on a reactive fashion.

Organizational leaders continue to use business process reengineering (BPR) as a process improvement methodology even though BPR implementations have had low success rates. To increase BPR success rates, organizational leaders must understand what specific factors contribute to successful BPR implementations. Grounded in Lewin's field theory, the purpose of this nonexperimental, cross-sectional study was to examine the impact of gender and education on BPR. Data collection consisted of nonprobability convenience sample of 122 members from the professional networking website LinkedIn and the professional organizational website American Society for Quality. Data were gathered from a 6-point Likert-type scale survey instrument based on Hammer and Stanton's pre-identified BPR failure factors. The MANOVA results indicated no significant gender, education, or gender and education interaction effect on a linear combination of perception of BPR success factors, F (33.00, 318.00) = .591, p > 0.05, partial eta squared =.058. The results of this study might contribute to social change by helping organizational leaders understand factors that do not appear to be related to successful BPR implementations. The elimination of these factors could allow organizational leaders to focus on other factors for successful BPR implementations. Successful BPR implementations might lead to increased organizational profits, which could allow organizational leaders more opportunity and increase corporate social responsibility, all of which may directly affect the quality of life in a community.

This dissertation looks at how new sources of information should be incorporated into medical decision-making processes to improve patient outcomes and reduce costs. There are three fundamental challenges that must be overcome to effectively use personalized medicine, we need to understand: 1) how best to appropriately designate which patients will receive the greatest value from these processes; 2) how physicians and caregivers interpret additional patient-specific information and how that affects their decision-making processes; and finally, (3) how to account for a patient’s ability to engage in their own healthcare decisions. The first study looks at how we can infer which patients will receive the most value from genomic testing. The difficult statistical problem is how to separate the distribution of patients, based on ex-ante factors, to identify the best candidates for personalized testing. A model was constructed to infer a healthcare provider’s decision on whether this test would provide beneficial information in selecting a patient’s medication. Model analysis shows that healthcare providers’ primary focus is to maximize patient health outcomes while considering the impact the patient’s economic welfare. The second study focuses on understanding how technology-enabled continuity of care (TECC) for Chronic Obstructive Pulmonary Disease (COPD) and Congestive Heart Failure (CHF) patients can be utilized to improve patient engagement, measured in terms of patient activation. We shed light on the fact that different types of patients garnered different levels of value from the use of TECC. The third study looks at how data-driven decision support systems can allow physicians to more accurately understand which patients are at high-risk of readmission. We look at how we can use available patient-specific information for patients admitted with CHF to more accurately identify which patients are most likely to be readmitted, and also why – whether for condition-related reasons versus for non- related reasons, allowing physicians to suggest different patient-specific readmission prevention strategies. Taken together, these three studies allow us to build a robust theory to tackle these challenges, both operational and policy-related, that need to be addressed for physicians to take advantage of the growing availability of patient-specific information to improve personalized medication processes.

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.

This thesis is a study on improving the software requirements management processes of embedded software department of a company. The literature on software process improvement and requirements engineering is reviewed. After determining the problems related to the current requirements management processes of the department, an improved process is proposed addressing these problems. The static process descriptions and the models of the current and improved requirements management processes are formed. A recently proposed pre-enactment model for measuring process quality is used for measuring the quality of the current and improved requirements management processes. Finally, the results of the process quality measurements are compared and evaluated.

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.

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.

Software has gained an essential role in our daily life in the last decades. This condition demands high quality software. To produce high quality software many practitioners and researchers put more attention on the software development process. Large investments are poured to improve the software development process. Software Process Improvement (SPI) is a research area which is aimed to address the assessment and improvement issues in the software development process. One of the most important aspects in software process improvement is to measure the results gained from the embarked process change. Without measuring the results, it is hard to tell whether the goals have been achieved or not. However, measurement for software process improvement is not a trivial task. Furthermore, there is no common systematic methodology that can be used to help measuring the performance of software process improvement initiatives. This thesis is intended to provide basic key concepts for the effective measurement and evaluation of the outcome of software process improvement. A major part of this thesis presents the systematic review in evaluating the outcome of software process improvement. The systematic review is aimed at the identification of the major issues in software process improvement evaluation and to gather the requirements for a software process improvement measurement and evaluation framework. Based on the results of the systematic review, a measurement and evaluation model is formulated. The objective of the model is to provide the groundwork for a software process improvement measurement and evaluation framework. The model is deemed to be applicable in a broad spectrum of scenarios by providing concepts that are independent from specific SPI initiatives.

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International Telemetering Conference Proceedings / October 28-31, 1996 / Town and Country Hotel and Convention Center, San Diego, California / The challenge being faced today in the Department of Defense is to find ways to improve the systems acquisition process. One area needing improvement is to eliminate surprises in unexpected test data which add cost and time to developing the system. This amounts to eliminating errors in all phases of a system’s lifecycle. In a perfect world, the ideal systems acquisition process would result in a perfect system. Flawless testing of a perfect system would result in predicted test results 100% of the time. However, such close fidelity between predicted behavior and real behavior has never occurred. Until this ideal level of boredom in testing occurs, testing will remain a critical part of the acquisition process. Given the indispensability of testing, the goal to reduce the cost of flight tests is well worth pursuing. Reducing test cost equates to reducing open air test hours, our most costly budget item. It also means planning, implementing and controlling test cycles more efficiently. We are working on methods to set up test missions faster, and analyze, evaluate, and report on the test data more quickly, including unexpected results. This paper explores the moving focus concept, one method that shows promise in our pursuit of the goal of reducing test costs. The moving focus concept permits testers to change the data they collect and view during a test, interactively, in real-time. This allows testers who are receiving unexpected test results to change measurement subsets and explore the problem or pursue other test scenarios.