Las organizaciones reconocen la necesidad de cambiar el modelo de negocio tradicional por uno cada vez más digital y ágil. Por ello, han empezado a transformarse digitalmente, buscando ser más competitivos en un entorno cambiante. Sin embargo, este proceso es relativamente nuevo, y en el Perú son pocos los que han logrado implementarlos positivamente. Por ello, cada vez hay más empresas que reconocen la necesidad de transformarse, pero que desconocen cómo hacerlo. Esta investigación comprende la recopilación bibliográfica, realización de entrevistas, procesamiento de encuestas a los 4 principales bancos, y el análisis estadístico de los resultados para desarrollar estimaciones que permitirían conocer los principales factores que pudieron priorizarse para tener un desarrollo eficiente en este proceso. Esta investigación reúne información y analiza las percepciones de sus trabajadores para realizar estimaciones exploratorias acerca de los factores que permiten obtener un desarrollo eficiente de transformación digital. Se realizaron entrevistas a expertos de diversos sectores y a 4 trabajadores del sector bancario. Finalmente, se realizaron 70 encuestas, de los cuales 59 fueron válidas para su procesamiento. Sin embargo, debido a las limitaciones de tiempo y confidencialidad, no se pudo obtener un tamaño mayor, impidiendo hacer un análisis concluyente a nivel estadístico que pudiera extrapolarse el resto de las empresas. Finalmente, se identificaron 2 enfoques que permiten obtener un desarrollo eficiente en el proceso de transformación: centrarnos en el cliente y colaborador, tomando en cuenta las limitaciones externas e internas durante proceso y reconociendo el objetivo o razón que los lleva al cambio. / Organizations recognize the need to change the traditional business model for a more digital and agile one. Therefore, companies have begun to transform digitally, seeking to be more competitive in a changing environment. However, this process is relatively new, and in Peru few have managed to implement it positively. This research includes bibliographic compilation, interviews, processing surveys to workers of the 4 main banks in Peru, and the analysis to develop statistical estimations that could make us recognize the main factors that should be prioritized to have an efficient development in their digital transformation process. By this way, this research collect data from the main banks in Peru and analyze opinions and perceptions of their employees in order to make exploratory and descriptive estimates about the process. Research considered interviews of experts from different sectors, including members of the analyzed banks and finally 70 surveys were carried out, of which 59 were validated for processing. However, due to the time and confidentiality limitations, it was not possible to reach a larger sample size, so it did not allow us to make a conclusive analysis at a statistical level that can be used as a model for the other companies. Finally, two approaches were identified in the investigation in order to obtain an efficient development of the transformation process: putting the client and the collaborator as center, considering limitations in the process and recognizing the objective that leads the change. / Tesis

Las tecnologías de la información (TI) son consideradas por diversos autores como facilitadores tecnológicos que permiten a las organizaciones responder de manera rápida y oportuna a los constantes cambios de su entorno interno y externo. Los proyectos de tecnologías de la información, desde su implementación en las organizaciones, presentaron dificultades para ser exitosos, debido a que, por su naturaleza cambiante, no podían basarse en procesos rígidos tal como lo establece el denominado método cascada o gestión tradicional de proyectos. En ese sentido, este tipo de proyectos empezó a hacer uso de metodologías ágiles que le permiten desenvolverse mejor y responder más rápido a los cambios del entorno externo. Todo ello generó que en las organizaciones se implementase la agilidad estratégica y la estrategia comercial digital. En este orden de cosas, el presente trabajo tiene como finalidad presentar investigaciones relevantes sobre la gestión de proyectos de tecnologías de la información y el cambio que se genera con su implementación en las organizaciones. / Information technologies (IT) are considered by various authors as technological facilitators that allow organizations to respond quickly and in a timely manner to the constant changes in their internal and external environment. Information technology projects since their implementation in organizations that have difficulties to be successful, due to the fact that due to their changing nature, they do not have to be based on rigid processes as established by the cascade method or traditional project management. In this sense, this type of project began to make use of agile methodologies, which allow it to perform better and respond faster to changes in the external environment. All this, generated in organizations, will implement strategic agility and digital business strategy. The purpose of this work is to present relevant research on the management of information technology projects and the change that is generated with their implementation in organizations. / Trabajo de Suficiencia Profesional

The field of software development has rapidly been changing due to changes in work requirements and expectations of stakeholders. As a result, there has been a widespread adoption of agile methodology within the software industry, as it allows for a constant stream of deliveries and project adjustments. Agile methodology allows project teams to pick and adjust appropriate agile practices as they see fit, meaning that situations differ in various ways. With respect to the young age of agile methodology and the various approaches has created gaps that could affect project efficiency and quality. Specifically, one of these unperfected areas is the task management tools, that has had a hard time being established in the digital space. This can be illustrated by the popular use analog tools such as post-it notes and whiteboards. Likewise, analog and digital task management tools have varying advantages and disadvantages that forces project teams to work in certain ways. For example, analog tools are easily adjusted and digital tool are instead more structured. Typically, this creates restrictions to the physical work space for employees and obstacles of project progression communication to external parties. Towards addressing the issue, a set of seven task board requirements are established as the foundation for the solution, which are based on the theoretical and practical findings. The solution is a digitalized whiteboard with syncing and cross platform abilities.

Purpose – This thesis is to identifying key success factors for autonomous agile teams at the small-scale. Furthermore the purpose leads to an improvement of their working process. Method – This study is based on a comparative case study of a company with offices located in Jönköping and Ängelholm. The data is gathered by semi-structured qualitative interviews and by a survey with qualitative and quantitative answers. Findings – The results from RQ1 shows that there exists a difference between established and non-established autonomous agile teams in order to achieve success for projects. ​The findings from RQ2 present six themes that each represent key success factors in an autonomous agile team-based IT project at the small scale. The themes are ​Customer Oriented, Architecture, Individual Development, Team Setup, Entirety and Privilege. The findings from RQ3 resulted in six different elements (​Freedom and Flexibility, Trust and Responsibility, Clear directions, Environment, The work gives value ​ and ​Shared knowledge) ​ that make an individual team member satisfied in an autonomous agile team. Limitations – A fair limitation of this study is too few people to answered the survey. More respondents would have increased the trustworthiness of the results. Keywords – Autonomy, Self-organizing, Success factor, Agile development, Small-scale, Job satisfaction

Requirements, key artifacts of requirements engineering, are a fundamental part of any software development, used by the different software development roles in their activities, such as designing the interface for a feature, its development, and the creation of test cases made by testers. This study aims to investigate the impact of misalignment in the use, understanding, and intent of requirements between the requirements engineers that create the requirements and other software roles that use them in their work activities and betweendevelopers and testers in their software development and testing activities. The impacted areas that this study focuses on are the work activities of the different roles involved with requirements in the development process, their workload, and their well-being and morale.The two research objectives are:i) How do software development practitioners define the quality of requirements?ii) How do the perceived quality of requirements impact the work of the different roles involved in the software development process?This study was performed as a descriptive interview study that follows the case study guidelines written by Runeson and Höst [14] at a sub-organization of a Nordic bank that developed their own web and apps. The data collection comprises interviewing 20 practitioners:requirements engineers, developers, testers, and newly employed developers, with fiveinterviewees from each group.The results of this study show that there are, in fact, different views across different roles of what makes a requirement good. There are also some similarities between the general characteristics described by the practitioners that they perceive make requirements good and the characteristics described in the ISO [21] and IREB [26] standards.The practitioners stated that, in general, they experienced negative feelings, more work,and overhead communication when they worked with requirements they perceived to be bad. The practitioners also described in general positive effects on their work and feelings when they worked with requirements that they perceived to be good.A conclusion that can be drawn from the study is that the quality of requirements and the requirements engineering process matter to software development and can have big impacts on the morale and effectiveness, and efficiency of the different roles that work with the requirements.

Many organizations struggle to adapt to the increasing volatility, insecurity, complexity, and ambiguity of contemporary business environments. The implementation of agile practices within such organizations can facilitate their adaptation to change and can contribute to organizational continuity. Agility is defined as the continuous readiness to create, embrace, and learn from change. Therefore, the concept of agility is widely applied in practical team settings to address their increased complexity. However, prior literature on agility has primarily focused on software development and on agility in technical contexts. Analyzing the human elements of agility sheds light on the ways in which agile teams foster adaptability and promote innovation. Accordingly, the overall research objective of the present dissertation is to examine the concept of agility from a psychological perspective to determine the effect of agility on team innovation as well as the factors that moderate and mediate this relationship. To this end, next to the overall research objective this dissertation follows two sub-research objectives. Our first sub-research objective is to study agility in the context of cultural diversity. Globalization has significantly increased the prevalence and importance of culturally diverse teams. Within working environments, diversity is widely seen as a double-edged sword that intensifies interpersonal conflicts on the one hand and promotes creativity and innovation on the other. Therefore, a related research objective of this dissertation is to explore the potential mediating effect of agility on the relationship between cultural diversity and team innovation. The second sub-research objective is to analyze the relationships between agility and psychological empowerment and between agility and empowering leadership. The widespread use of agility in practical team settings has led to questions about how to properly implement agility. It is argued that the successful introduction of agility depends on the interpretation of agility as a working structure that promotes feelings of psychological empowerment. Psychological empowerment is a psychological state closely aligned with intrinsic motivation that incorporates a combination of experiences of meaning, self-determination, competence, and impact at work. Empowering leadership describes the behavior of a leader who uses encouragement and mentorship to support their team(s) in acting autonomously. In this vein, the final research objective of this dissertation is to analyze the mediating effect of psychological empowerment and the moderating effect of empowering leadership on the relationship between agility and innovation. To achieve the research objectives, we conducted three empirical studies. Study 1 contributes to the first research objective—to explore agility in the context of cultural diversity. The study is built on the ambiguous effects of team cultural diversity presented in the literature. A qualitative methodology was selected to analyze how culturally diverse teams work together and which factors promote collaboration. Our analysis identified team agility as a novel factor influencing the relationship between culturally diverse teams and performance. Study 1 thus laid the foundation for achieving our research goal and proved the relevance of agility for culturally diverse teams in the first place. Further investigating our first research objective, Study 2 used a quantitative design to examine culturally diverse teams and agility. This study, therefore, pursued a dual purpose. First, we investigated empowering leadership as a moderating condition for culturally diverse teams and its link to innovation. Second, we explored how psychological agility mediated the relationship between culturally diverse teams and innovation and if this relationship depends on the degree of empowering leadership displayed by the team manager. Our results showed tentative support for the claim that empowering leadership moderates the assumed relationship. However, we found that psychological agility mediated the relationship between perceived team cultural diversity and innovation, albeit to a small degree. Owing to the inconclusive findings of Study 2 on the relationship between agility and empowering leadership, in Study 3, we addressed this research objective in more depth, focusing on psychological empowerment. We investigated psychological empowerment as mediator of the effect of structural agility on organizational attractiveness and intention to apply. In addition, we investigated the moderating role of openness to experience. We assumed that organizations could attract potential applicants by implementing agility. The analysis yielded two findings. Referring to the personality hypothesis, our results found no support for openness to experience as a moderator of the relationship between structural agility and organizational attractiveness. However, our results showed that structural agility indirectly predicted organizational attractiveness and intention to apply through psychological empowerment. Taken together, the propositions and empirical results of this dissertation provide valuable first steps toward better understanding the effects of agility on team innovation and the factors that mediate and moderate this relationship. From a theoretical perspective, we introduced the categorization of agility in psychological and structural terms. This categorization allowed us to show the differing effects of various aspects of agility. Our findings illustrated the mediating effect of psychological agility on innovation as well as the importance of psychological empowerment in the implementation of structural agility. These insights constitute the foundation for future research aimed at understanding the complex interplay of agility and psychological empowerment within the context of cultural diversity. / Viele Organisationen kämpfen mit der Anpassung an die zunehmende Volatilität, Unsicherheit, Komplexität und Mehrdeutigkeit der heutigen Wirtschaftsumgebung. Die Implementierung agiler Praktiken in Organisationen kann die Anpassung an den Wandel erleichtern und zum organisatorischen Fortbestand beitragen. Agilität ist definiert als die kontinuierliche Bereitschaft, Veränderungen zu schaffen, anzunehmen und daraus zu lernen. Daher wird das Konzept der Agilität häufig in Teams angewendet, um mit der erhöhten Komplexität umzugehen. Die bisherige Literatur zu Agilität hat sich jedoch hauptsächlich auf die Softwareentwicklung und auf Agilität in technischen Kontexten konzentriert. Wie agile Teams die Anpassungsfähigkeit fördern und Innovationen vorantreiben, kann jedoch nur durch die Analyse der menschlichen Elemente von Agilität beleuchtet werden. Dementsprechend ist das übergeordnete Forschungsziel der vorliegenden Dissertation das Konzept der Agilität aus psychologischer Perspektive zu untersuchen. Ziel ist den Effekt von Agilität auf Teaminnovation sowie die Faktoren, die diese Beziehung moderieren und vermitteln, zu bestimmen. Neben diesem übergeordneten Ziel verfolgt die Dissertation zwei untergeordnete Forschungsziele. Das erste untergeordnete Forschungsziel lautet Agilität im Kontext kultureller Vielfalt zu untersuchen. Durch die Globalisierung ist die Prävalenz und Bedeutung von kulturell vielfältigen Teams deutlich erhöht. In Arbeitskontext wird Diversität jedoch weithin als zweischneidiges Schwert gesehen, das einerseits zwischenmenschliche Konflikte verschärft und andererseits Kreativität und Innovation fördert. Daher ist es ein Ziel dieser Dissertation den potenziell vermittelnden Effekt von Agilität auf die Beziehung zwischen kultureller Vielfalt und Teaminnovation zu untersuchen. Das zweite untergeordnete Forschungsziel ist die Analyse der Beziehungen zwischen Agilität und psychologischem Empowerment und zwischen Agilität und befähigender Führung. Der weit verbreitete Wunsch nach mehr Agilität in der Praxis wirft die Fragen auf, wie Agilität am besten implementiert werden kann. Es wird argumentiert, dass die erfolgreiche Einführung von Agilität unter anderem davon abhängt, inwiefern Agilität als Arbeitsstruktur interpretiert wird, die Gefühle von psychologischem Empowerment auslöst. Psychologisches Empowerment ist ein psychologischer Zustand, der eng mit intrinsischer Motivation verbunden ist und eine Kombination aus Sinnerfahrungen, Selbstbestimmung, Kompetenz und Wirksamkeit bei der Arbeit beinhaltet. Befähigende Führung beschreibt das Verhalten einer Führungskraft, die ihr(e) Team(s) durch Ermutigung und Anleitung darin unterstützt, eigenverantwortlich zu handeln. In diesem Sinne ist das letzte Forschungsziel dieser Dissertation, den vermittelnden Effekt von psychologischem Empowerment und den moderierenden Effekt von befähigender Führung auf die Beziehung zwischen Agilität und Innovation zu analysieren. Um die Forschungsziele zu erreichen, haben wir drei empirische Studien durchgeführt. Studie 1 trägt zum ersten Forschungsziel bei Agilität im Kontext von kultureller Vielfalt zu untersuchen. Die Studie baut auf den in der Literatur dargestellten mehrdeutigen Effekten von kultureller Diversität in Teams auf. Es wurde eine qualitative Methodik gewählt, um zu analysieren, wie kulturell vielfältige Teams zusammenarbeiten und welche Faktoren die Zusammenarbeit fördern. Unsere Analyse identifizierte Teamagilität als einen bisher nicht beachteten Faktor, der die Beziehung zwischen kulturell vielfältigen Teams und Innovation beeinflusst. Studie 1 legte damit den Grundstein unser Forschungsziel zu erreichen und zeigte die Relevanz von Agilität für kulturell vielfältige Teams überhaupt erst auf. Um unser erstes Forschungsziel zu erreichen, verwendete Studie 2 ein quantitatives Design, um den Zusammenhang zwischen kulturell vielfältigen Teams und Agilität tiefgehender zu analysieren. Die Studie verfolgte dabei zwei Ziele. Erstens untersuchten wir befähigende Führung als moderierende Bedingung für kulturell vielfältige Teams und ihre Verbindung zu erhöhter Innovation. Zweitens untersuchten wir, wie psychologische Agilität die Beziehung zwischen kulturell vielfältigen Teams und Innovation vermittelt und ob diese Beziehung von der Ausprägung der befähigenden Führung durch den Teammanager abhängt. Unsere Ergebnisse zeigten eine vorsichtige Tendenz der Annahme, dass befähigende Führung die angenommene Beziehung moderiert. Vor allen Dingen konnten wir aber zeigen, dass psychologische Agilität den Zusammenhang zwischen wahrgenommener kultureller Diversität im Team und Innovation mediiert, wenn auch in geringem Maße. Aufgrund der mit Vorsicht zu interpretierenden Ergebnissen von Studie 2 zum Zusammenhang zwischen Agilität und befähigender Führung haben wir in Studie 3 die Analyse dieses Zusammenhangs vertieft und uns auf die Rolle des psychologischen Empowerments fokussiert. Wir untersuchten psychologisches Empowerment als Mediator des Effekts von struktureller Agilität auf die Organisationsattraktivität und die Bewerbungsabsicht. Darüber hinaus untersuchten wir die moderierende Rolle von Offenheit für Erfahrungen. Wir nahmen an, dass Organisationen durch die Implementierung von Agilität potenzielle Bewerber anziehen können. Die Analyse lieferte zwei zentrale Ergebnisse. Bezogen auf die Persönlichkeitshypothese fanden unsere Ergebnisse keine Unterstützung für Offenheit für Erfahrungen als Moderator der Beziehung zwischen struktureller Agilität und organisatorischer Attraktivität. Als Beitrag zu unserem Forschungsziel zeigten unsere Ergebnisse jedoch, dass strukturelle Agilität indirekt die organisatorische Attraktivität und die Bewerbungsabsicht durch psychologisches Empowerment vorhersagte. Zusammengenommen liefern die theoretischen Beiträge und empirischen Ergebnisse dieser Dissertation wichtige erste Schritte zum besseren Verständnis der Auswirkungen von Agilität auf Teaminnovation und der Faktoren, die diese Beziehung vermitteln und moderieren. Aus einer theoretischen Perspektive haben wir die Kategorisierung von Agilität in psychologische und strukturelle Begriffe eingeführt. Diese Kategorisierung ermöglichte es uns, die unterschiedlichen Effekte verschiedener Aspekte von Agilität aufzuzeigen. Unsere Ergebnisse veranschaulichen den vermittelnden Effekt von psychologischer Agilität auf Innovation sowie die Bedeutung von psychologischem Empowerment bei der Umsetzung von struktureller Agilität. Diese Erkenntnisse bilden die Grundlage für zukünftige Forschung zum Verständnis des komplexen Zusammenspiels von Agilität und psychologischem Empowerment im Kontext kultureller Diversität.

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Context: Acceptance testing is an important activity that verifies the conformance of a system to its acceptance criteria. It aims to provide a detailed communication of domain knowledge and is used to evaluate whether the customer requirements are met. Existing literature lacks empirical evidence for acceptance testing. Especially in the context of industry practice, it is not in the authors' consideration, except for a few studies, where the authors have investigated the state of practice in a specific domain. Objective: This study aims to recognize the state of research and practice of acceptance testing in Agile Software Development and investigate the similarities and differences in both perspectives. The study contributes to identify the industry-academia gap in the context of acceptance testing. Research Method: To identify the acceptance testing practices and challenges from research, I have conducted a literature review. For the industry perspective on acceptance testing practices and challenges, I have conducted an interview-based survey of the practitioners working in the Agile Software Development environment. I followed the snowball search strategy to search the primary studies, whereas to select the respondents, I used the convenience and snowball sampling method. For data analysis, I followed the approach of thematic synthesis. Results: The results of this thesis are the outcome of a literature review of 20 selected studies and an interview-based survey with 12 practitioners representing10 companies. I identified acceptance testing practices and challenges from research and industry. In the research, the most recommended form of acceptance testing is acceptance test-driven development (ATDD), and the majority of the studies are referring to the use of FIT for acceptance testing. Customer involvement in different phases of acceptance testing is recommended in research. From the interviews, I come across that acceptance testing is manual at large in the industry, and the most challenging aspect is the customer’s involvement. Conclusions: From the findings of this thesis, it is concluded that there is a gap between the research and industry perspective of acceptance testing practices. Currently, acceptance testing in the industry is mostly manual, the research is not focusing on this aspect of acceptance testing. Despite the differences, there are some commonalities as well. Especially, most challenges of acceptance testing are similar in both perspectives. Researchers have to consider the commonalities, and they have to look at how they can minimize the acceptance testing challenges from the perspective of the industry.

The purpose of this research is to define which instruments with their characteristics exist to mitigate the communication issues in modern software development as well as the exact issues that emerge during software architecture design with their characteristics and validity. A Systematic Literature Review (SLR) is used as a major method of the research. Also, this thesis presents the vision of an ideal tool as well as an attempt to approbate the findings from the SLR in a small surrogate project of the ‘Battleship’ game while applying usual non-functional requirements from highly-collaborative industry projects. Additionally, we make the emphasis on simplicity and ease of use of the tools as well as the importance of the popularisation and promotion of both found and future tools to facilitate verification and adoption in the industry. The most popular Agile approaches (Scrum, Kanban, Extreme Programming, DevOps) do not specify, how these aspects of planning and documentation have to be managed and there are no existing additional widely-used and accepted tools for this purpose. In this work, a significant amount of attention is paid to the verification of the found tools in practice with feedback. For the tools which are not verified in practice, this work does a comparison against the vision of an ideal tool to understand. This helps to understand whether the given tool can be quickly adopted in practice, if further research is continued, or whether certain changes are required. Unfortunately, this work cannot present any existing tools which conform to our vision and are popularised, heavily verified in practice or relatively widely used in the industry. The closest solutions found were introduced in two industry papers concentrating on repurposing the existing Agile practices to mitigate the planning and documentation issues. During an SLR, a few tools were found, which we believe can be relatively easily taken to verification in practice or promoted to be used in industry on an everyday basis. However, we admit that further research of the found tools, which do not satisfy our requirements, can be used to reevaluate them in future to check for the desired properties again. Furthermore, we define a roadmap for future research for both the search for a tool and the development of a new instrument.

Background:Strategic flexibility and supply chain agility are integral for textile companies in developing countries to achieve success and competitive benefits. Technology is continuously being adopted in the supply chain process. However, some developing companies are lagging due to a lack of investment, poor infrastructure, lack of skilled workers, and other challenges. Developing countries face significant barriers to competing in the market. For instance, there is advancement in the supply chain for textile manufacturing that cannot be adopted by developing countries because of their conventional and rigid business model. Evaluating the relationship between strategic flexibility and supply chain agility in developing countries is imperative. Aim:This research aimed to discover the impact of different factors of strategic flexibility in the supply chain agility of textile companies in developing countries. Methodology:The research adopted a qualitative research method, utilizing semi-structured interviews with managers and employees of the supply chain process. We have employed two case studies i.e.Lucky Textile and Rainbow Textile, located in Pakistan. We used a thematic analysis technique to analyze data. Findings:The research identified three factors that influenced textile companies' strategic flexibility and supply chain agility. The factors include uncertainties in the environment, technology enablers, and organizational relationships. The technology enablers have been found more effective; however, the selected textile companies faced a lack of investment in technology adoption and usage of technology. Moreover, trust in partners, the commitment of partners, and shared vision between partners are three major factors involved to achieve supply chain agility and strategic flexibility. Conclusion:The adoption of technology can improve strategic flexibility and supply chain agility in textile companies in developing countries. Nevertheless, there is a need to adopt some useful steps like investing in technology, training and educating workers, building trust, and doing more research to enhance supply chain performance and satisfaction. Further research is required to discover the contribution of technology enablers to achieve strategic flexibility and supply and chain agility in other developing countries.