Today (2014), software is the key ingredient of most products and services. Software generates innovation and progress in many modern industries. Software is an indispensable element of evolution, of quality of life, and of our future. Software development is (slowly) evolving from a craft to an industrial discipline. Software – and the ability to efficiently produce and evolve high-quality software – is the single most important success factor for many highly competitive industries. Software technology, development methods and tools, and applications in more and more areas are rapidly evolving. The impact of software in 2025 in nearly all areas of life, work, relationships, culture, and society is expected to be massive. The question of the future of software is therefore important. However – like all predictions – quite difficult. Some market forces, industrial developments, social needs, and technology trends are visible today. How will they develop and influence the software we will have in 2025?:Impact of Heterogeneous Processor Architectures and Adaptation Technologies on the Software of 2025 (Kay Bierzynski) 9 Facing Future Software Engineering Challenges by Means of Software Product Lines (David Gollasch) 19 Capabilities of Digital Search and Impact on Work and Life in 2025 (Christina Korger) 27 Transparent Components for Software Systems (Paul Peschel) 37 Functionality, Threats and Influence of Ubiquitous Personal Assistants with Regard to the Society (Jonas Rausch) 47 Evolution-driven Changes of Non-Functional Requirements and Their Architecture (Hendrik Schön) 57

The phenomenon of Digital Nomads (DN) is quickly becoming a rising trend within the knowledge workforce. Their idea is to work remotely and travel the world at the same time. In this thesis 8 semi-structured interviews with DNs were performed to answer the following research questions: (1) What kind of challenges do Digital Nomads face and how do they overcome them? (2) What can we learn from digital nomadism in relation to the future of work? Half of the participants were self-employed DN and the other half were employed by a company. Challenges they faced were divided into three perspectives: individual, work-related and global challenges. Their definition of a ‘true’ DN, their attitudes towards corporate work and experienced challenges are presented in the findings. By analyzing the findings, DN in relation to the future of work is discussed as well as challenges DN and corporates face together and suggestions on how to create a better collaboration between the two is presented.

The ongoing Fourth Industrial Revolution fundamentally changes the world of work. Recent technological innovations have a significant impact on global economy, all areas of the national economy and on our everyday life. This diploma thesis deals with these impacts on the labour market in connection with the advancing trend of automation and digitization of work. Discussion on the future development of the revolution is in the sphere of expertise highly polarized. Versions that represent a negative view of the issue include image of massive job replacement, lack of talent and the rise of socio-economic and other inequalities. On the other hand, there are concepts that emphasize the positive impact on the labour market. The aim of this diploma thesis is to classify the trends in the working relations through the comparison of these two opinion streams and the systematic arrangement of the arguments presented by them. The final part addresses the context of the Fourth Industrial Revolution in the Czech Republic. KEY WORDS the Fourth Industrial Revolution, automation, digitization, future of work, labour market, flexibility at work, new trends in employment

The ongoing Fourth Industrial Revolution fundamentally changes the world of work. Recent technological innovations have a significant impact on all areas of the national economy and on our everyday life. This diploma thesis deals with these impacts on the labour market in connection with the advancing trend of automation and digitization of work. Discussion on the future development of the revolution is in the sphere of expertise highly polarized. Versions that represent a negative view of the issue include image of massive job replacement, lack of talent and the rise of social inequality. On the other hand, there are concepts that emphasize the positive impact on the labour market. The aim of this diploma thesis is to classify the trends in the working relations through the comparison of these two opinion streams and the systematic arrangement of the arguments presented by them. The final part addresses the context of the Fourth Industrial Revolution in the Czech Republic. KEY WORDS the Fourth Industrial Revolution, automation, digitization, future of work, labour market, flexibility at work, new trends in employment

This study aims to explore future forms of work and their connection to innovation capabilities. Moreover, to deep-dive into how the gig-economy might evolve through business model innovation within knowledge-intense professions. The gig-economy as a phenomenon is relatively new and previous research is limited. Due to the limited amount of research, it’s safe to assume that the gig-economy still is in an early developing phase and that possible business model development therefore is valuable to predict. The method for this study is a forecast analysis where data from 21 respondents have been collected as well as secondary sources such as newspapers, media, webbinairs and reports. Through thematic analysis of the collected data the study predicts seven upcoming and current trends. These trends lay the groundwork for a scenario prediction resulting in four potential futures for the gig-economy: The public opinion rules, The individual rules, The business giants’ rules and The niche businesses rules. The study finds that the gig-economy has a natural place in the future of work and that it can contain elements which fosters innovation capabilities, partly through open innovation and sharing of competences and knowledge. / Denna studie ämnar undersöka framtidens arbetsformer och hur dessa kan främja innovation. Dessutom djupdyker studien i hur gig-ekonomi kan komma att utvecklas genom affärsmodellsinnovation för kunskapsintensiva yrkesgrupper. Gig-ekonomi är ett relativt nytt fenomen och tidigare forskning på området är begränsat. På grund av arbetsformens unga ålder finns det anledning att tro att vi är i en tidig fas av denna affärsmodell och att det kan finnas ett värde i att undersöka hur en förväntad utveckling kommer se ut. Studien har omvärldsanalys som huvudsaklig metod där data från 21 respondenter samlats in tillsammans med sekundärdata från tidningar, medier, webbinarier och rapporter. Genom tematiska analyser framkommer sju aktuella trender. Dessa trender ligger till grund för ett scenariokors med fyra potentiella framtidsscenarion för gig-ekonomin, opinionen styr, individen styr, företagsjättarna styr och nischade företag styr. Slutsatsen mynnar ut i att gig-ekonomi har en självklar del i framtidens arbetssätt och att gig-ekonomi innehåller element som kan främja innovation, inte minst genom open innovation och delande av kompetens och kunskap.

Un accroissement de l’intérêt porté au télétravail est apparu depuis la pandémie. Les études sont de plus en plus nombreuses à s’intéresser à son évolution et aux formes qu’il peut prendre. Dans la foulée de ces études, il nous a semblé pertinent d’étudier l’influence du soutien organisationnel et de l’adéquation des conditions physiques de télétravail sur l’adaptation au télétravail, ainsi que la façon dont les stresseurs interagissent avec e processus d’adaptation. En se basant sur la théorie de la conservation des ressources (Hobfoll, 1989), l’objectif de ce mémoire est de déterminer s’il existe un lien entre les ressources et l’adaptation et si les stresseurs exercent un effet de médiation. Nous analysons l’effet du soutien organisationnel et des conditions physiques de télétravail comme ressources, ainsi que la charge de travail et la charge familiale comme stresseurs afin d’expliquer le mécanisme d’adaptation au télétravail. Les données utilisées ont été collectées entre le 7 juillet 2020 et le 7 septembre 2020 par la Chaire BMO en diversité et gouvernance de l’Université de Montréal dans le cadre d’un partenariat de recherche intitulé « Crise COVID-19 et télétravail : un remède universel ou une solution ponctuelle? » L’échantillon final de 12 367 répondants est composé en majorité de femmes. Les participants travaillent tous dans une même grande organisation, ils sont âgés de 18 à 77 ans et ils vivent dans dix-sept régions administratives du Québec. La majorité d’entre eux ont un diplôme universitaire et ont un statut de salarié. Des analyses descriptives, des analyses bivariées et des analyses multivariées par des régressions hiérarchiques ont été utilisées pour tester les hypothèses. Les résultats ont montré que certaines ressources telles que le soutien organisationnel et les conditions physiques peuvent prédire une meilleure adaptation au télétravail. Nos analyses ont révélées que le soutien organisationnel et la charge de travail ne sont pas significativement reliés. De plus, certains stresseurs, tels que la charge de travail et la charge familiale, jouent un rôle dans ces relations. Les effets de la charge de travail varient en fonction de son intensité. Une faible charge familiale contribue à une meilleure adaptation au télétravail. / Interest in telecommuting has grown since the pandemic. More and more studies are looking at its evolution and the forms it can take. In the wake of these studies, we felt it relevant to investigate the influence of organizational support and the suitability of physical teleworking conditions on adaptation to teleworking, as well as the way stressors interact with the adjustment process. Based on Conservation of Resource Theory (Hobfoll, 1989), the aim of this dissertation is to determine whether there is a link between resources and adaptation, and whether stressors exert a mediating effect. We analyze the effect of organizational support and physical conditions of telecommuting as resources, and workload and family load as stressors, in order to explain the mechanism of telecommuting adjustment. The data used were collected between July 7, 2020 and September 7, 2020 by the BMO Chair in Diversity and Governance at Université de Montréal as part of a research partnership entitled "Crise COVID-19 et télétravail: un remède universel ou une solution ponctuelle?" The final sample of 12,367 respondents is predominantly female. The participants all work in the same large organization, are aged between 18 to 77 years old and live in seventeen administrative regions of Quebec. The majority have a university degree and are salaried employees. Descriptive, bivariate and multivariate hierarchical regression analyses were used to test hypotheses. The results showed that certain resources such as organizational support and physical conditions can predict better adaptation to teleworking. Our analyses revealed that organizational support and workload were not significantly related. In addition, certain stressors, such as workload and family load, play a role in these relationships. The effects of workload vary according to its intensity. A low family load contributes to better adaptation to teleworking.