Managing Change to Reusable Software Applied

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CISSP考试练习(习题卷23)

CISSP考试练习(习题卷23)

CISSP考试练习(习题卷23)第1部分:单项选择题,共100题,每题只有一个正确答案,多选或少选均不得分。

1.[单选题]哪些美国政府分类标签适用于一旦披露可能对国家安全造成严重损害并要求分类机构能够描述或识别将造成的损害的信息?A)机密B)秘密C)机密D)绝密答案:B解析:2.[单选题]在IKE / IPsec因特网密钥交换协议/网络网际安全协议中,关于预共享密钥身份验证,哪一项不是正确的?A)预共享密钥身份验证通常基于简单的密码。

B)需要一个PKI公钥基础设施来工作。

C)只需要一个对所有VPN连接的预共享密钥。

D)对庞大用户群体的昂贵的密钥管理。

答案:B解析:3.[单选题]互联网通常被称为一个全球的网络是由于:A)端点网络和互联网提供商覆盖全球B)限制网络和互联网提供商覆盖全球C)私有网络和互联网提供商覆盖全球D)公有网络和互联网提供商覆盖全球答案:D解析:<p>Internet It specifically refers to the global network of public networks and Internet Service Providers (ISPs) throughout the world.</p>4.[单选题]以下哪一项可能导致对凭据管理系统的拒绝服务 (DoS) 攻击?A)延迟撤销或销毁 凭据B)修改证书 撤销 名单C)未经授权的续订或 重新发行D)退役后令牌使用答案:B解析:5.[单选题]以下哪一项被认为是防止电子邮件欺骗的最佳做法?A)垃圾邮件过滤B)加密 签名C)统一资源定位器 (URL) 过滤D)反向域名服务 (DNS) 查找答案:B解析:the adopting organization?A)数据分类Data classificationB)网络控制Network controlC)应用层控制Application layer controlD)人身安全Physical security答案:A解析:7.[单选题]这个职位最能在下面的情况下:雇员从多个账户刮取小额资金,将资金存入自己的银行账户中?A)数据摆弄B)数据诡计C)数据隐藏D)数据屏蔽答案:B解析:8.[单选题]安全操作中心 (SOC)在服务器上收到事件响应通知,服务器上插有主动入侵者,该入侵者已植入后门。

Managing change

Managing change

Cont’d…
Contradictory assessments • We differ in the way in which we perceive and evaluate the costs and benefits of change • Disruptive threat or stimulating challenge? • Resistance to change is not necessarily dysfunctional

Managing Resistance to Change (Kotter and Schlesinger 1979)
• • • • • •
Education and commitment Participation and involvement Facilitation and support Negotiation and agreement Manipulation and co-optation Implicit and explicit coercion

ห้องสมุดไป่ตู้
Cont’d…
Misunderstanding and lack of trust • Do we understand the reasons behind the change • Has information been withheld or distorted? • Uncertainty and rumour • Lack of trust

Resistance to change
Parochial self-interest • Change may threaten our ‘comfort zone’ • May mean loss of power, prestige, respect, approval, status and security • May be personally inconvenient • Do we identify more with our role than with the organisation?

5._Managing_change

5._Managing_change
david.mcdonnell@itdublin.ie
Dealing with Resistance to Change
• Communication
– details – rationale
• Participation in the process
– ownership – commitment
Declining Effectiveness
Company Crisis
Changing Work Climate
Changing Employee Expectations
david.mcdonnell@itdublin.ie
Scope of Change
Incremental change - change of a relatively small scope, such as making small improvements Strategic change - change of a larger scale, such as organizational restructuring Transformational change - change in which the organization moves to a radically different, and sometimes unknown, future state
Treatment
Environment
Society Changes in organizational structure
Technological Change
david.mcdonnell@itdublin.ie
Changing Technology

Change management 变革管理

Change management 变革管理

International
Manufacturing
Change Management & Project Game Changer
The Ripple Effect
Warehouse
2007 Packers/ Lean Six Sigma Wellstar Phase 2003 2004 5 Year Plan Packers 2006
Preferred Senders
Executive Management & Immediate Supervisor
Executive Management Presents
External Factors / Current Business Issues Market Drivers / Financial Performance & Risks
The ADKAR Assessment
5 4 3 2 1
Awareness
Desire
Knowledge
Ability
Reinforcement
The Psychology of Change
Ineffective Change Management Focus = Business Need Vs People
to providing high quality products and services to its customers.
FLEXIBILITY to leverage rapidly changing market conditions and
advances in technology.
The Psychology of Change

美世《Managing Transformation and Change in Organizations》34页

美世《Managing Transformation and Change in Organizations》34页

Mercer Human Resource Consulting
6
The Change may not be planned … but our reactions to it can be
Incremental Discontinuous
Anticipatory
Tuning
Reorientation
leadership’s ability to craft sustainable strategies, effectively communicate these and build internal capacity (and in doing so balance incremental and discontinuous change)”
Adaptation Reactive
Re-creation
Mercer Human Resource Consulting
7
How successful are change efforts in organizations ?
Research among 200 global organizations which went through some form of large to medium scale change in the least few years is not very encouraging… Moderately Successful Very Successful 9% 4% 27% Not Very Successful
20% 40% 60% 80% 100%
Resistance to Change Limitations of Existing Systems Lack of Executive Commitment Lack of Executive Champion Unrealistic Expectations Lack of Cross-Functional Team Inadequate Team and User Skills Technology Users Not Involved Project Charter Too Narrow

ch07_Design and Implementation

ch07_Design and Implementation
Chapter 7 Design and implementation 4
An object-oriented design process
• Structured object-oriented design processes involve developing a number of different system models. • They require a lot of effort for development and maintenance of these models and, for small systems, this may not be cost-effective. • However, for large systems developed by different groups design models are an important communication mechanism.
• The Transmitter and Receiver objects are concerned with managing communications and the WeatherData object encapsulates the information that is collected from the instruments and transmitted to the weather information system. • This arrangement follows the producer-consumer pattern, discussed in Chapter 20.
– – – – – Define the context and modes of use of the system; Design the system architecture; Identify the principal system objects; Develop design models; Specify object interfaces.

变革管理ppt课件

变革管理ppt课件
Do teams and individuals understand their roles and accountabilities?
Individual & Team
Competence
Values & Culture
Reward & Recognition
Leadership
Work Processes & Business Systems
Lawrence Bossidy Chairman Allied Signal Corporation
2
Hay’s 7 Lever Model
Our 7 Lever ModelSM is Key to Understanding People and Change
We understand which people-change levers have greatest priority given your situation and desired results
Management Processes &
Systems
Organisation,
Team & Job Design
8
Individual and Team Competence
Have the new individual and team competencies been identified?
Is current work culture supportive of the new direction?
Is the new employment “compact” understood and accepted?
Individual & Team

罗宾斯《管理学》第九版题库13

罗宾斯《管理学》第九版题库13

Chapter 13 – Managing Change and InnovationTrue/False QuestionsWHAT IS CHANGE?1. Change is an organizational reality.True (easy)2. Organizational change can be alteration in people, structure, or technology.True (moderate)FORCES FOR CHANGE3. The marketplace is an external force of change.True (moderate)4. The change in demand for health care technicians is an example of an economic change.False (difficult)5. Economic changes are an internal force of change.False (moderate)6. Any manager can be a change agent.True (moderate)TWO VIEWS OF THE CHANGE PROCESS7. The "calm waters" approach to change would be consistent with Lewin's concept of unfreezing, changing,and refreezing.True (difficult)8. In the "white-water rapids" metaphor of change, managers should expect change at any time, and it may lastfor unspecified lengths of time.True (moderate)MANAGING CHANGE9. Change threatens the investment you've already made in the status quo.True (easy)10. One reason people resist change is that is substitutes ambiguity for uncertainty.False (difficult)11. The manager's options for change essentially fall into three categories: structure, technology, and product.False (difficult)12. Computerization is a technological change that replaces people with machines.False (moderate)13. Probably the most visible technology changes in recent years have come through managers’ efforts toexpand corporate financing.False (moderate)14. Sensitivity training is a method of changing behavior through unstructured group interaction.True (easy)15. Organizational cultures tend to resist change.True (moderate)16. Techniques to change people and the quality of interpersonal work relationships are termed organizationaldevelopment.True (moderate)17. Cultural change is easier when the organizational culture is strong.False (easy)18. The first step in accomplishing organizational cultural change is to initiate a reorganization.False (moderate)CONTEMPORARY ISSUES IN MANAGING CHANGE19. Cooptation refers to covert attempts to influence.False (moderate)20. Manipulation is using direct threats.False (moderate)21. A major disadvantage of coercion is that it is frequently illegal.True (moderate)22. Negotiation refers to covert attempts to influence, twisting and distorting facts or withholding information.False (moderate)23. In cooptation, an organization seeks to "buy off" the leaders of a resistance group by giving them a key rolein the change decision.True (moderate)24. Never negotiate with employees as a means of overcoming resistance to change.False (moderate)25. The first step in changing organizational culture is to conduct a cultural analysis.True (easy)26. In process reengineering, a company drastically changes its structure, technology, and people by startingfrom scratch in reexamining the way the organization's work is done.True (moderate)27. Stress is a dynamic condition a person faces when confronted with an opportunity, constraint, or demandrelated to what he or she desires and for which the outcome is perceived to be both uncertain and important.True (moderate)28. In terms of organizational factors, any attempt to lower stress levels has to begin with employee selection.True (moderate)MANAGING WORKFORCE DIVERSITY29. The Paradox of Diversity is described as situations in which limitations are placed upon diverse individualsby strong organizational cultures.True (moderate)STIMULATING INNOVATION30. Creativity is the process of taking an idea and turning it into a useful product, service, or method ofoperation.False (difficult)Multiple ChoiceA MANAGER’S DILEMMA31. According to the company profile in “A Manager’s Dilemma,” whic h of the following branded productsdoes Panamerican Beverages, Inc sell in Latin America?a.Pepsib.Coca-Cola (moderate)c.Ocean Sprayd.Gatoradee.Evian32. According to the company profile in “A Manager’s Dilemma,” Francisco Sanchez-Loaeza, Panamco’sChairman a nd CEO, attributes all of the following organizational factors as important to the company’s success EXCEPT:a.centralized management philosophy (moderate)b.logistical expertisec.innovative merchandising strategiesd.excellent financial stewardshipe.decentralized management philosophyWHAT IS CHANGE?33. Being a manager, with no environmental uncertainty or threat of competitors' new products, would besimple without any ______________.a. government regulations.b. unions.c. diversity.d. cultural differences.e. change. (moderate)FORCES FOR CHANGE34. Which of the following is not an external force of change?a. marketplaceb. government laws and regulationsc. technologyd. economic changese. work force (moderate)35. The Americans With Disabilities Act is an example of which of the following forms of environmentalchange?a. internalb. technologyc. government laws and regulations (moderate)d. labor marketse. economic36. Changing human resource activities to attract and retain health care specialists due to increased needs forthose workers is an example of what kind of environmental change factor?a. marketplaceb. technologyc. labor markets (difficult)d. economice. government laws and regulations37. Falling interest rates would most stimulate what change factor for a manager?a. marketplaceb. government laws and regulationsc. labor marketsd. economic (easy)e. technology38. Which of the following is not an internal force of change?a. technology (moderate)b. strategyc. work forced. employee attitudese. equipment39. What change factor did Harley-Davidson motorcycles react to in its turnaround of production qualitycontrol and modernization?a. technologyb. externalc. work forced. equipmente. strategy (difficult)40. Increasing the numbers of employed women and minorities forces managers to pay attention to whatchange factor?a. strategyb. work force (moderate)c. equipmentd. technologye. employee attitudes41. Labor strikes are an example of what change factor that may encourage a change in management thinkingand practices?a. work forceb. equipmentc. employee attitudes (easy)d. strategye. government laws and regulations42. In organizations, people who act as catalysts and assume responsibility for managing the change process,are called ______________.a. change masters.b. change agents. (moderate)c. operations managers.d. charismatic leaders.e. transformational leaders.43. In an organization, who is usually the change agent?a. CEOb. executive vice-presidentc. any manager or nonmanager (difficult)d. any competitore. union leaders44. In spurring organizational change, outside consultants are usually more ______________, while internalmanagers may be more ______________.a. drastic; thoughtful (moderate)b. highly paid; riskyc. resistant; boldd. cautious; friendlye. interested; scaredTWO VIEWS OF THE CHANGE PROCESS45. Lewin's theory is consistent with which view of organizational change?a. continuousb. contemporaryc. Mayo'sd. "calm waters" (moderate)e. change in the 1990s46. Who theorized the change process involving unfreezing, changing, and refreezing?a. Druckerb. Robbinsc. Lewin (easy)d. Mayoe. Lawler47. According to Kurt Lewin, which of the following is not a stage in the change process?a.unfreezingb.changingc.refreezingd.restraining (moderate)48. According to Kurt Lewin, increasing the driving forces, which direct behavior away from the status quo, isa means of doing which of the following?a. unfreezing (moderate)b. changingc. restraining forcesd. refreezinge. melting49. Which of the following terms best describes the two primary views of the change process?a. problematic, encouragedb. occasional, continuous (difficult)c. costly, conservatived. optimistic, pessimistice. reactive, proactive50. Which of the following is the objective of refreezing, according to Lewin?a. directs behavior away from the status quob. hinders movement away from existing equilibriumc. changes to a new environmentd. eliminates the need for future changee. stabilize the new situation (moderate)51. According to the text, the ______________ is consistent with uncertain and dynamic environments.a.calm-waters metaphorb.white-water rapids metaphor (moderate)c.contemporary metaphord.continuous metaphore.cultural metaphor52. A manager who comes to work every morning expecting that today will definitely bring new challengesfrom competitors, the work force, etc., views organizational change in what way?a. pragmaticb. continuous (moderate)c. pessimisticd. reactivee. occasional53. According to the text, managers in such businesses as wireless telecommunications, computer software,and women’s high-fashion clothing have long confronted the ______________.a.calm-waters metaphorb.white-water rapids metaphor (moderate)c.contemporary metaphord.continuous metaphore.cultural metaphorMANAGING CHANGE54. As ______________, managers should be motivated to initiate change because they are committed toimproving their organization's effectiveness.a. change agents (difficult)b. efficiency expertsc. manipulatorsd. process consultantse. reengineering specialists.55. Managers' options for change essentially fall into what three categories?a. environment, technology, and missionb. structure, technology, and people (difficult)c. mission, structure, and peopled. mission, environment, and processe. environment, attitudes, and processes56. Ac cording to the text, “changing structure” includes alteration in any of the following EXCEPT:a.authority relations.b.coordination mechanisms.c.degree of centralization.d.job redesign.e.technology (moderate)57. Which of the following is not a part of organizational structure?a. work specializationb. departmentalizationc. chain of commandd. formalizatione. work processes (difficult)58. If an organization increases the span of control, what factor is being focused on in an organizational change?a. structure (difficult)b. peoplec. technologyd. strategye. human resources59. A company that decides to decentralize its sales procedures is managing what change category?a. technologyb. peoplec. equipmentd. competitorse. structure (moderate)60. According to the text, competitive factors or new innovations within an industry often require managers tointroduce all of the following EXCEPT:a.new equipment.b.new tools.c.new operating methods.d.new employees (moderate)61. ______________ is a technological change that replaces people with machines.a. Operationsb. Organizational developmentc. Automation (moderate)d. Roboticse. Downsizing62. Probably the most visible technological changes in recent years have come through manager s’ efforts toexpand _____________.a.corporate financing.anizational culture.puterization.d.employee retention.63. When grocery stores installed scanners to read the product price, this was an example of managing whatchange category?a. technology (moderate)b. peoplec. competitorsd. structuree. laws and regulations64. If Kraft Foods hired a consultant to decrease group friction and enhance cooperative work relationships,this would be an example of managing what change category?a. technologyb. people (difficult)c. competitorsd. structuree. laws and regulations65. Techniques to change people and the quality of interpersonal work relationships are termed______________.a. operations.b. organizational development. (moderate)c. downsizing.d. robotics.e. automation.66. ______________ is a method of changing behavior through unstructured group interaction.a. Survey feedbackb. Organizational developmentc. Sensitivity training (moderate)d. Process consultatione. Team building67. According to the text, an individual is likely to resist change because of all of the following reasonsEXCEPT:a.uncertainty.b.increased productivity. (easy)c.concern over personal loss.d.belief that the change is not in the organizati on’s best interest.68. Which of the following reactions to change is a threat to the investment you have already made in the statusquo?a. uncertaintyb. freezingc. change is not good for the organizationd. concern over personal loss (moderate)e. refreezing69. Which of the reasons for resistance to change may be beneficial to the organization?a. uncertaintyb. freezingc. change is not good for the organization (difficult)d. refreezinge. concern over personal loss70. All of the following are mentioned in the text as actions that managers can use to deal with resistance tochange EXCEPT:cation and communication.b.diversification (moderate)c.participation.d.facilitation and support.e.negotiation.71. Which of the following techniques for reducing resistance to change is based on the belief that, ifemployees receive the full facts and clarifications, they will no longer be resistant?a. education and communication (easy)b. participationc. facilitation and supportd. negotiatione. manipulation and cooptation72. If K-mart has employees serving on the committee to decide what color the new uniform colors should be,this is an example of what tactic for reducing change resistance?a. education and communicationb. manipulation and cooptationc. participation (easy)d. facilitation and supporte. coercion73. If a bank offers personal and financial counseling to employees prior to an upcoming downsizing, this is anexample of what kind of tactic for reducing change resistance?a. education and communicationb. coercionc. manipulation and cooptationd. negotiatione. facilitation and support (moderate)74. If management offers the union guaranteed wage hikes and a no-layoff promise in exchange for help inimplementing a new production process, this would be an example of what kind of tactic for reducing change resistance?a. participationb. facilitation and supportc. coerciond. negotiation (difficult)e. manipulation and cooptation75. If a state legislator purposely misrepresents public employee wages to the citizens in order to applydownward wage pressure in the collective bargaining process, this would be an example of what kind of tactic for reducing change resistance?a. negotiationb. coercionc. cooptationd. education and communicatione. manipulation (difficult)76. ______________ refers to covert attempts to influence, twisting and distorting facts or withholdinginformation.a. Negotiationb. Coercionc. Cooptationd. Education and communicatione. Manipulation (moderate)77. "Buying off" the leader of a resistance group in order to get his/her endorsement is an example of what kindof tactic for reducing change resistance?a. negotiationb. coercionc. education and commitmentd. cooptation (moderate)e. facilitation and support78. ______________ is using direct threats or force on those who resist change.a. Negotiationb. Coercion (moderate)c. Cooptationd. Education and communicatione. Manipulation79. A manager who threatens to ruin an employee's name in the company if he/she does not cooperate with animpending organizational change is using what kind of tactic for reducing change resistance?a. negotiationb. coercion (moderate)c. manipulation and cooptationd. education and communicatione. facilitation and supportMANAGING YOUR CAREER80. According to the boxed feature, “Managing Your Career,” all of the following are examples of means inwhich individuals can reinvent themselves EXCEPT:a.take advantage of continuing education or graduate courses at local colleges.b.sign up for workshops and seminars that can help enhance personal skills.c.depend on the organization to provide career development and training opportunities.(moderate)d.voice concerns in a constructive manner.81. Which of the following represents the relationship between organizational culture and change?a. Culture and change are naturally compatible.b. Culture tends to be very resistant to change. (moderate)c. Culture can change in months but not weeks.d. Culture can never be purposely changed.e. There is no relationship between culture and change.82. Which of the following is not a favorable situational condition that may facilitate change in organizationalculture?a. A dramatic crisis occurs.b. The culture is weak.c. Stock price sharply falls. (moderate)d. The organization is young and small.e. Leadership changes hands.83. Which of the following is the first step in accomplishing organizational cultural change?a. Appoint new leadership with a new vision.b. Initiate a reorganization.c. Conduct a cultural analysis. (moderate)d. Change the selection and socialization process.e. Introduce new stories and rituals to convey the new mission.84. Which of the following is the last step in accomplishing organizational cultural change?a. Make it clear that change is necessary to organizational survival.b. Introduce new stories and rituals to convey new vision.c. Appoint new leadership with a new vision.d. Change the selection, socialization, and reward system to support new values. (difficult)e. Initiate a reorganization.85. All of the following describe Continuous Quality Improvement EXCEPT:a. continuous, incremental change.b. fixing and improving.c. redesigning. (moderate)d. mostly "as is."e. works from bottom up in organization.86. Which of the following statements reflects the relationship between Continuous Quality Improvement (CQI)and reengineering?a. They are basically the same.b. CQI begins with reengineering.c. They are radically different. (difficult)d. Reengineering begins with TQM.e. Both require decentralized participative decision-making.87. In _____________, a company drastically changes its structure, technology, and people by starting fromscratch in reexamining the way the organization's work is done.a.process reengineeringb.Continuous Quality Improvement (moderate)c.team buildingd.structural realignment88. All of the following describe process reengineering EXCEPT:a. radical change.b. redesigning or starting over.c. mostly "what can be."d. fixing and improving. (moderate)e. initiated by top management.89. ______________ is a dynamic condition a person faces when confronted with an opportunity, constraint, ordemand related to what he or she desires and for which the outcome is perceived to be both uncertain and important.a.Stereotypingb.Stress (moderate)c. A halo effectd.Creativity90. Which of the following is true concerning stress?a. It is a static condition.b. Stress is a negative reaction to an outside force.c. Stress is often associated with constraints and demands. (moderate)d. Stress limits performance.e. Stress has nothing to do with opportunity.91. Which of the following must be present for potential stress to become actual stress?a. uncertainty, importance (moderate)b. risk, valuationc. age, uncertaintyd. certainty, riske. pain, desire92. According to the text, stress symptoms can be grouped under any of the following three general categoriesEXCEPT:a.physiological.b.cultural (moderate)c.psychological.d.behavioral.93. Which of the following general categories of stress symptoms is least relevant to managers?a.physiological. (moderate)b.culturalc.psychological.d.behavioral.94. In terms of organizational factors, any attempt to lower stress levels has to begin with ______________.a. employee work loads.b. the reward system.c. the organizational leader.d. the organizational culture.e. employee selection. (difficult)95. Which of the following is the primary condition to reducing organizational stress?a. good job/person match (moderate)b. merit pay systemc. decentralizationd. caring and understanding managemente. fewer government laws and regulations96. Which of the following is true concerning stress that arises from an employee's personal life?a. A manager should offer advice.b. A manager who understands his/her subordinates can help control employee personal stressors.c. Management involvement may raise ethical concerns. (moderate)d. A caring manager can be the most effective counselor.e. There is nothing the organization should or can do to help relieve personal stressors. STIMULATING INNOVATION97. ______________ refers to the ability to combine ideas in a unique way or to make unusual associationsbetween ideas.a. Innovationb. Imaginationc. Creativity (moderate)d. Interpretive thinkinge. CQI98. ______________ is the process of taking a creative idea and turning it into a useful product, service, ormethod of operation.a. Innovation (moderate)b. Imaginationc. Creativityd. Interpretive thinkinge. CQIMANAGING IN AN E-BUSINESS WORLD99. According to the boxed feature, “Managing in an E-Business World,” which of the following best describesthe metaphor of the E-business world?a.calm-watersb.white-water rapids (moderate)c.contemporaryd.continuouse.cultural100. According to the boxed feature, “Managing in an E-Business World,” Tivoli Systems is a division of which of the following companies?a.General Motorsb.Microsoftc.IBM (moderate)d.Hewlett Packarde.Gateway101. Which of the following is an example of a variable that can foster innovation?a. mechanistic structureb. organic structure (difficult)c. few organizational resourcesd. low ambiguity acceptancee. low job security102. Which of the following is not a cultural value that supports innovation?a. acceptance of ambiguityb. tolerance for the impracticalc. high external controls (moderate)d. focus on ends, not meanse. open-system focus103. Which of the following human resource variables is supportive of organizational innovation?a. low commitment to trainingb. selection of Type A employeesc. high job security (moderate)d. unionizatione. long job tenure104. ______________ actively and enthusiastically support new ideas, build support, overcome resistance, and ensure that innovations are implemented.a.Idea champions (moderate)b.Whistle blowersc.Idea generatorsd.Idea screeners105. According to the text, all of the following are common personality characteristics of idea champions EXCEPT:a.extremely high-self-confidenceb.persistencec.energyd.risk averse (moderate)ScenariosFORCES FOR CHANGEChanging The Way (Scenario)Due to his spouse's accepting a promotion, Colin had recently left his private sector job in Kansas and accepted a new position in public service with the state of Ohio. The change had been quite a shock at first. The organizational cultures were quite different and each environment offered a different set of challenges. One new challenge Colin accepted was implementing changes into a state government system. Historically, this environment had not seen a lot of changes, and now, with the changes in Washington and the move toward privatization, change was necessary. Plus, his agency director was also new and had announced that the agency would be developing a new strategic plan. Together, Colin had been through many changes recently, and would be involved in more in the near future.106. The changes the state government was facing due to pressures put on by Washington could be referred to as a(n) ______________ force of change.a. drivingb. external (moderate)c. technologicald. internale. marketplace107. The changes Colin's agency was facing due to the new strategic plan anticipated from the new director could be referred to as a(n) ______________ force of change.a. drivingb. externalc. technologicald. internal (moderate)e. marketplace108. If Colin accepts the responsibility and acts as a catalyst for change, he could be referred to as a(n)a. change master.b. director of change.c. change agent. (each)d. change manager.e. enforcer of change.TWO VIEWS OF THE CHANGE PROCESS109. The past environment of state government, with very little change, where the status quo is considered the equilibrium state, would be consistent with all but which of the following terms?a. calm watersb. unfreezingc. refreezingd. white-water rapids (easy)e. LewinMANAGING CHANGEMaking Change Happen (Scenario)Colin was getting accustomed to his surroundings in state government. His efforts at getting people to accept change had met with a little resistance due to his and his new director's efforts and the hard work of his subordinates. But now the hard part really started, actually managing the change. What techniques could he and his agency's new director employ to most effectively implement changes that would result in increased productivity in his department? He considered changing three aspects of his agency: the structure, technology, and people.110. If the new agency director decided to remove layers in the agency and increase the span of managerial control, this would be considered changing thea. structural design.b. selection process.c. degree of centralization.d. structural components. (moderate)e. technological design.111. If the agency director decided to shift away from a functional to a product design, this would be considered changing thea. structural design. (challenging)b. selection process.c. degree of centralization.d. structural components.e. technological design.112. If Colin decided to replace some employee work time with a telephone menu system, this would be considered changing thea. organizational structure.b. technology. (moderate)c. people.d. organizational development.e. attitudes.113. Finally, Colin decided his people could benefit from ___________, a method of changing behavior through unstructured group interaction.a. survey feedbackb. sensitivity training (difficult)c. team buildingd. intergroup developmente. process consultationCONTEMPORARY ISSUES IN MANAGING CHANGEChanging Culture (Scenario)Mandy recently returned from her two-day managerial seminar, How to Totally Change Your Management and Leadership Style in Two Days. Even though she felt the seminar was worthless (as she had predicted), it did give her a chance to think about how to change the culture of her organization. She had been brought in by the new CEO as a change agent, and her position had the authority to have impact. She felt that the recent hostile takeover by their parent company had shocked everyone, especially given that the entire organization consisted of only 150 people and had been in business for only five years. She felt this might be the time to attempt the cultural change while everyone was still thinking in terms of change. As she tossed her leadership seminar manual into the wastebasket, she considered what might be her first step and how well the cultural change would work.114. Of the following, which is an advantage that Mandy has to implement cultural change?a. her new leadership skillsb. the recent purchase of her company (difficult)c. previous stable leadershipd. her managerial levele. her change agent power115. Which of the following statements is true concerning the leadership of Mandy's company and its effect on cultural change?a. New top leadership can be an advantage. (moderate)b. New top leadership is rarely an advantage.c. It is important for the cultural change to begin with employees first.d. Leadership issues have little impact on cultural change.e. Retaining the old leadership would have been preferable for cultural change.116. Which of the following statements about her company is most advantageous to Mandy as she attempts to change the cultural leadership?a. Change would be easiest with a company that is older and has a small number of employees.b. Change would be easiest in an older company with many employees.c. Small companies that are new are easiest in which to implement change. (difficult)d. Small companies that are old are easiest in which to implement change.e. In terms of cultural change, company size and age rarely matter.117. Of the following, which statement about her company's previous culture would be most advantageous to her accomplishing a change?a. A previously strong culture is receptive to change.b. A previously nonexistent culture is receptive to change.c. A moderately strong culture is receptive to change.d. A weak culture is more receptive to change. (difficult)e. An organization with multiple cultures is receptive to change.。

Entegris EQOS Change Control Policy说明书

Entegris EQOS Change Control Policy说明书

08247 An Entegris Way DocumentPURPOSE1.1 Our customers trust Entegris products to be consistently good in quality and performance.Managing change is critical to sustain these characteristics.1.2 Our change management system is the process responsible for managing change frominception to completion for changes initiated by Entegris, our customers or our suppliers.1.3 The goal of our change management system is to implement planned change while maximizingbenefit and minimizing risk to our employees, processes and products and those of ourcustomers.1.4 The purpose of this Policy is to set the principles and guidelines that Entegris will follow tomanage change to maintain our quality and performance.SCOPE2.1 This Policy and supporting documents in EQOS-09 : Change Control (Document ControlBusiness Process Classification) apply to Entegris plants, business units, functions andoperations directly or indirectly involved with product or process changes for materials released to pre and full High Volume Manufacturing (HVM) and beta product where POR is established.2.2 Entegris shall notify its suppliers concerning this Policy and shall use reasonable commercialefforts to obtain supplier agreements in compliance with this Policy.RESPONSIBILITIES3.1 The Senior Vice Presidents over Operations and Quality are accountable for this Policy and itsadherence by Entegris employees.3.2 The Senior Vice Presidents of the business units and functions are directly responsible forensuring compliance with this Policy by employees working within their respectiveorganizations.3.3 Specific roles and responsibilities within the change control process (08251 - EtQ ChangeControl – Process Workflow) are described in 08271 - Change Control and Notification Roles and Responsibilities.3.4 Disagreements concerning the application of this Policy can be escalated to the next level ofmanagement and may be escalated to Senior Management for disposition.08247 An Entegris Way DocumentREFERENCESReference Documents:EQOS-09 Change Control08251 – EtQ Change Control – Process Workflow08262 – Product / Process Change Notification Template08263 – Process Product Change Classification Notification and Approval Process08271 - Change Control and Notification Roles and Responsibilities08274 – Change Control and Customer Notification During Product Development08258 – MOC Qualification Procedure and Requirements08298 – Global Validation and Qualification Statistical Methods Guide15483 –Management of Change TrainingEQOS-14 Supplier Management08129 – Entegris Supplier Quality Management System (ESQMS) – Supplier Managementof ChangeDEFINITIONS5.1 Product or Process Change: Any change to: (i) Entegris products ("Products"), (ii) themanufacturing process and process flows for Products, (iii) the materials of construction forProducts ("Materials"), (iv) the source of Materials, (v) the process or process flows used tomanufacture Materials, (vi) chemical composition of Products or Materials, (vii) the equipmentand facility used to manufacture the Products or Materials, (viii) the specifications for Productsor Materials, (ix) the metrology used to characterize Products or Materials, (x) the packaging for Products or Materials or (xi) any other change that is likely to impact Entegris or our customer. 5.2 PCN: Product/Process Change Notification. A formal document that communicates a change tocustomers.5.3 V&Q: Validation and Qualification. A formal internal document that details change projects andincludes validation and qualification data and information that may be used in PCN’s and WhitePapers.5.4 White Paper: A detailed technical document that provides information in a structured formatthat can be used to communicate change details to internal and external customers.5.5 Class I:Changes that will more than likely have an impact on customer’s products or process,including where impact is uncertain. Does affect Form, Fit, Function or Reliability on theEntegris product.5.6 Class II: Changes that exhibit negligible risk of changing our product in terms of chemistry,particle generation, off gassing, ability to absorb or leach chemicals, formulation stability,electrical performance or any other risk identified as potentially problematic for our customers.Does /May affect Form, Fit, Function or Reliability on the Entegris product.5.7 Class III: Changes that are assessed as having little to no risk to adversely impacting productperformance or the customer’s products or processes. Does not affect Form, Fit or Reliab ilityon the Entegris top level product. May impact function like a change on a label (font size, etc.).08247 An Entegris Way Document5.8 Class IV: Only Class III changes that are certain to have no risk to adversely impacting productperformance or the customer’s products or processes. N o impact to the Form, Fit, Function,Reliability or Plan of Record performance of the Entegris top level product.5.9 SAP Material Status 25 and 26: Prototype materials (alpha samples) which are undergoingdesign creation and initial development. Alpha samples are very early designs which shouldnot be misinterpreted as design frozen or production ready and should not have any realperformance claims. Entegris does not commit to accepting a customer requested processfreeze within Status 25 or 26.5.10 SAP Material Status 30 and 31: Prototype materials (beta samples) which are undergoingdesign validation and or qualification with the customer and the Entegris supply chain is inprocess of developing a High-Volume Manufacturing (HVM) capability.5.11 SAP Material Status 35: Pre High-Volume Manufacturing materials which have been releasedto Operations and may be in semi HVM state. Note: there may be materials in SAP that are at HVM and at status 35 and should be changed to status 40.5.12 SAP Material Status 40: Materials which are fully released to Global Operations and are inHVM.POLICY6.1 PRODUCT OR PROCESS CHANGE NOTIFICATION POLICY:6.1.1 Entegris will strictly adhere to its commitments to our customers for product or processchanges within the scope of this document.6.1.2 This Policy applies6.1.2.1 to materials released to pre and full HVM, SAP Material Status 35 and 40, as well as betamaterials where POR is established, SAP Material Status 30 and 31.6.1.2.2 to workplace, equipment, product and process changes with potential impact to the safety ofour employees or customers.6.1.2.3 This Policy does not apply to alpha materials, SAP Material Status 25 and 26, or betamaterials, SAP Materials Status 30 and 31, where POR has not been established. Thesecases are governed by 08274 – Change Control and Customer Notification During ProductDevelopment.6.1.3 Entegris shall provide its customers with notice of planned, Class I changes at least 12months prior to implementation. Planned, Class II notification will occur at least 6 monthsprior to implementation and planned, Class III notification will occur at least 3 months prior toimplementation.6.1.3.1 Determination of classification and notification will be according to 08263 – Process ProductChange Classification Notification and Approval Process based on the impact of the change,associated risk and customer requirements.6.1.4 There may be circumstances where the notification period cannot be maintained due tounplanned changes. Those changes need to be communicated as soon as possible to ourcustomers.6.1.5 Entegris shall provide its customers with notice of unplanned changes (for example, sub-suppliers going out of business, etc.) promptly after such information becomes available toEntegris. In these cases, Entegris will make commercially reasonable efforts to secure andmaintain a one year supply of POR Products before the change takes effect. It is understoodthat a one year supply may not be available.6.1.6 Change notifications shall be documented by a PCN and V&Q or White Paper as required bythe customer.6.2 IMPLEMENTATION OF POLICY:6.2.1 All employees that are directly or indirectly involved with product or process change shallreceive mandatory annual training (15483 Change Management Training) concerning therequirements specified in this Policy. Additionally, more detailed process training which may include customer specific training will be conducted for applicable personnel. This trainingshall be conducted periodically at appropriate intervals as determined by the VP over Quality.6.2.2 Suppliers are informed on Entegris requirements including Change Control according to08129 – Entegris Supplier Quality Management System (ESQMS) – Supplier Management of Change.6.2.3 Changes shall be managed through a Change Management system. The system is used tomanage the review of ongoing changes from initiation through completion. Changes areaccepted, rejected, cancelled or held within the system.6.2.4 Horizon Planning, or early entry of planned change, provides visibility to significant supplychain events, such as supplier shut down, manufacturing relocations, etc.6.2.5 A formal PCN (08262 – Product/Process Change Notification Template) will be used tocommunicate changes to customers and, where applicable, a V&Q, White Paper or othercustomer prescribed document will be completed per 08258 –MOC Qualification Procedureand Requirements and 08298 – Global Validation and Qualification Statistical Methods Guide.6.2.6 This Policy may be implemented and supplemented from time to time by the issuance ofsupplemental policies and procedures hereunder by the above Responsible Officers.6.3 ENFORCEMENT OF POLICY:6.3.1 Compliance with this Policy is of critical importance to Entegris because a failure to provideproper product or process change notification can seriously disrupt commercial relations with critical customers. Accordingly, a breach of this Policy or of any supplemental Policy orprocedure may result in disciplinary action ranging from warning and reprimand to dismissaldepending on the individual circumstances of each situation.。

Organizational Change Management Strategies

Organizational Change Management Strategies

Organizational Change ManagementStrategiesare essential for companies striving to adapt to new market dynamics, technologies, or internal organizational structures. In today's fast-paced business environment, the ability to navigate and lead through change has become a crucial skill for managers and executives.One of the key strategies in managing organizational change is effective communication. Clear, transparent communication can help alleviate fear and resistance among employees, as well as keep them informed about the reasons behind the change and the expected outcomes. Leaders should be open and honest with their teams, encouraging two-way communication to gather feedback, address concerns, and solicit ideas for improvement.Another important aspect of change management is the involvement of employees in the change process. By engaging employees early on and involving them in decision-making, organizations can increase buy-in and ownership of the change. This could include forming change management teams, conducting focus groups, or organizing town hall meetings to gather input and feedback from employees.Additionally, providing adequate training and support to employees during times of change is crucial. Many employees may feel overwhelmed or uncertain about their roles in the new structure, so it's important to offer training programs, workshops, and coaching sessions to help them develop the skills and knowledge needed to succeed in the new environment. By investing in your employees' development, you can increase their confidence and commitment to the change.Moreover, creating a strong change management plan is essential for successful implementation. This plan should outline the scope and objectives of the change, the timeline for implementation, the resources needed, and the key performance indicators tomeasure progress. By setting clear goals and milestones, organizations can track their progress and make adjustments as needed to stay on course.Furthermore, it's important for organizations to foster a culture of flexibility and adaptability. In today's rapidly changing business landscape, companies that can quickly adapt to new challenges and opportunities are more likely to succeed. By encouraging a mindset of innovation, risk-taking, and continuous learning, organizations can better prepare themselves for future changes and disruptions.In conclusion, organizational change management strategies are crucial for helping companies navigate through periods of transition and transformation. By focusing on effective communication, employee engagement, training and support, change management planning, and fostering a culture of adaptability, organizations can increase their chances of success and achieve their desired outcomes. Embracing change as a constant and inevitable part of business can help organizations stay ahead of the curve and thrive in today's ever-evolving marketplace.。

技术变更管理流程 英语

技术变更管理流程 英语

技术变更管理流程英语英文回答:Technical Change Management Process.The technical change management process is a systematic approach to managing changes to IT systems and infrastructure. It helps to ensure that changes are made in a controlled and coordinated manner, minimizing the risk of disruption to services or loss of data.The technical change management process typically involves the following steps:1. Identification of change: The first step is to identify the need for a change. This can be triggered by a variety of factors, such as a new business requirement, a security vulnerability, or a performance issue.2. Assessment of impact: Once a change has beenidentified, it is important to assess the potential impact of the change. This includes identifying the systems and components that will be affected by the change, as well as the potential risks and benefits of the change.3. Planning and scheduling: The next step is to plan and schedule the change. This includes determining the resources that will be needed to implement the change, as well as the timeline for the change.4. Implementation: Once the change has been planned and scheduled, it can be implemented. This typically involves making changes to the system's configuration or software.5. Testing and validation: After the change has been implemented, it is important to test and validate the change to ensure that it is working as expected. This typically involves testing the system to ensure that it meets the required performance and security standards.6. Documentation: The final step in the technical change management process is to document the change. Thisincludes documenting the purpose of the change, the steps that were taken to implement the change, and the results of the testing and validation.The technical change management process is an important part of IT operations. It helps to ensure that changes to IT systems and infrastructure are made in a controlled and coordinated manner, minimizing the risk of disruption to services or loss of data.中文回答:技术变更管理流程。

变更管理英语作文

变更管理英语作文

变更管理英语作文In the ever-evolving landscape of business, change management has become an essential component for organizations to remain competitive and innovative. This essay will explore the concept of change management, its importance, and the strategies that can be employed to ensure successful implementation.Understanding Change ManagementChange management refers to the systematic process of preparing, equipping, and supporting individuals to successfully adopt new ways of working. It involves the transition from the current state of affairs to a future state that incorporates and utilizes changes in technology, policy, or structure.Importance of Change Management1. Adaptability: Organizations that can swiftly adapt to change are more likely to survive and thrive in the face of evolving market conditions and technological advancements.2. Employee Engagement: When employees are involved in the change process, they are more likely to be committed to the new direction and feel a sense of ownership over the changes.3. Risk Mitigation: Proper change management strategies can help identify and mitigate potential risks associated with the transition, ensuring a smoother process.4. Cultural Transformation: Change management can be a catalyst for transforming the corporate culture, fostering a more innovative and flexible work environment.Strategies for Effective Change Management1. Communication: Clear and consistent communication is key. Stakeholders should be informed about the reasons for change, the process, and the expected outcomes.2. Leadership Support: Strong leadership is necessary to drive change. Leaders must be champions of the change,setting an example and providing the necessary resources.3. Training and Support: Providing adequate training and support to employees can help reduce resistance and increase the likelihood of successful adoption of new processes or technologies.4. Feedback Mechanisms: Establishing channels for feedback allows for the change process to be iterative and responsive to the needs and concerns of those affected.5. Resistance Management: Recognizing and addressing the sources of resistance is crucial. This can be achieved through empathy, understanding, and addressing the concerns of those affected by the change.Challenges in Change ManagementDespite the best-laid plans, change management can face several challenges:1. Cultural Resistance: Deep-rooted organizational culture can be a significant barrier to change.2. Resource Constraints: Limited resources can hinder the ability to implement changes effectively.3. Lack of Leadership Commitment: Without full commitment from leadership, the change process can lose momentum and fail to gain traction.ConclusionChange management is a critical process for any organization looking to innovate and stay ahead. By understanding the importance, employing effective strategies, and being aware of potential challenges, organizations can navigate the complexities of change more successfully. It is through proactive and thoughtful change management that businesses can achieve sustainable growth and development in a dynamic world.。

变更管理 英语作文

变更管理 英语作文

变更管理英语作文Change Management。

Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It is an organizational process that ensures that changes are implemented in a controlled, systematic, and consistent manner to minimize any negative impact on the business and its customers.The importance of change management cannot be overstated. Change is an inevitable part of any business, and without a proper process in place, it can lead to confusion, resistance, and ultimately failure. Effective change management ensures that everyone in the organization understands the reasons for the change, the benefits itwill bring, and their role in making it happen.The first step in change management is to define thescope of the change. This involves identifying the specific areas of the business that will be affected by the change, and the goals that the change is intended to achieve. Once the scope has been defined, the next step is to develop a plan for implementing the change.The change management plan should outline the stepsthat will be taken to implement the change, including the resources that will be required, the timeline for implementation, and the roles and responsibilities of everyone involved. It should also include a communication plan that outlines how the change will be communicated to all stakeholders, including employees, customers, and suppliers.One of the most important aspects of change management is stakeholder engagement. This involves engaging with all stakeholders to ensure that they understand the change, the benefits it will bring, and their role in making it happen. It is important to involve stakeholders in the change process from the beginning, as this will help to build support for the change and minimize resistance.Another key element of change management is risk management. Change can be disruptive, and it is important to identify and manage any potential risks associated with the change. This may involve developing contingency plans, providing training and support to employees, and monitoring the implementation of the change to ensure that it is proceeding as planned.In conclusion, change management is a critical process for any business. It ensures that changes are implemented in a controlled, systematic, and consistent manner to minimize any negative impact on the business and its customers. Effective change management involves defining the scope of the change, developing a plan for implementation, engaging stakeholders, and managing risks. With the right approach, businesses can successfully navigate change and achieve their desired outcomes.。

ChangeManagement变更管理专业知识

ChangeManagement变更管理专业知识
Culture
Steps to Implement Change
1. Establish a Sense of Urgency!
Be proactive versus reactive. Lead with urgency rather than manage with reaction. Motivate people
No matter how competent and committed Stakeholders are, expect a sense of confusion
No matter how loyal employees are, expect some initial skepticism and an increase in “me” focus
and frustration to employees, customers and suppliers.
Learning Objectives
Recognize the 4 “Stages of Change” that each individual travels through.
Understand typical behaviors that occur during each stage.
TIME
EXPLORATION
Adapted from Elisabeth Kubler-Ross
Individual Change Process
PRODUCTIVITY
DENIAL
What You Hear
What You See Silence
Indifference “It will never happen”
“It’s an era of change.

Software change

Software change
• • • • Shrink-wrapped software products Systems that incorporate a significant number of COTS components Small organisations Medium sized systems
©Ian Sommerville 2000
©Ian Sommerville 2000
Software Engineering, 6th edition. Chapter 27
Slide 19
Development/maintenance costs
System 1 System 2 0 50 100 150 200 250 300 350 400 450 500 $
©Ian Sommerville 2000
Software Engineering, 6th edition. Chapter 27
Slide 9
Lehman‟s Third Law



Large Program Evolution System attributes (size, time between releases, error rates) are invariant from release to release Determined by organizational practices and system structure Is contr 2000
Software Engineering, 6th edition. Chapter 27
Slide 10
Lehman‟s Fourth Law



Organization Stability Rate of development approximately constant Determined by organizational practices and system structure Is controversial

IBM集成产品变更管理:产品发展和全球市场变化的应对说明书

IBM集成产品变更管理:产品发展和全球市场变化的应对说明书

Integrated Product ChangeManagement from IBMWith the dramatic surge in new product development programs and the rapid changes in the global business environment, it is likely that your enterprise is experiencing:•Increasing complexity andaccelerating changes•Unrelenting financial pressures•The need to manage risk better•Pressures to comply with keyengineering and design processes •Increasingly organizationally andgeographically distributed teams •The demands for more innovativeproducts to grow your businessAs a result, your organization is likely feeling the pressure to get more products into the pipeline faster. At the same time, the more versions, team members and sites involved in product delivery, the greater the risk of product quality issues and project delays.Integrated product change management can help you meet these challenges.What is integrated product change management?In a nutshell, integrated product change management synchronizes changes, no matter where they are initiated. It includes: •Requirements management andsystem design for all your systems,down to the component level•Integration of requirements,configuration and changemanagement with product life cycle managementIntegrated product change management fundamentalsProduct changes occur throughout the development life cycle. They come from every part of your enterprise—from marketing to customer support and even from keepingpace with competitors. IBM® works withmajor MCAD and ECAD vendors to integrate different development environments and synchronize the product change management process.With IBM Rational® integrated productchange management solutions, you can manage change in the various disciplines—software, electronics and mechanical—toensure strong collaboration and track theimpact of change wherever and whenever it occurs. You can also:•Reduce the time it takes topropagate changes throughout yourentire design team.•Reduce turnaround time in designand defect resolution.•Reduce the amount of “missed”changes that are discovered late inthe project.•Improve the management of multiple engineering disciplines.•Increase the visibility of schedules,including impact of requirement andproduct changes.•Manage project costs better.•Make the most of your existingprocess investment.Introducing IBM Rational integrated product change management solutionsWith our integrated development products,IBM delivers the technology that supports change management for all disciplines duringthe product development life cycle:•Telelogic Change™ transforms your efforts to manage change efficientlyand integrates easily with TelelogicSynergy and other products toprovide an end-to-end changemanagement solution.•Telelogic Synergy™ helps software development teams work faster andeasier by increasing communicationand collaboration.•Rational ClearQuest® providesdefect tracking, process automation,reporting and life cycle traceabilityfor better visibility and control of theproduct development life cycle.•Rational ClearCase® providessophisticated version control,workspace management, paralleldevelopment support and buildauditing to improve productivity.•Telelogic DOORS®, the market-and technology-leading family ofsolutions for requirementsdefinition and requirementsmanagement, improves quality byoptimizing communication andcollaboration and by promotingcompliance and verification.Telelogic ChangeTelelogic Change is a Web-based, change management solution for request tracking and reporting that easily integrates with existing development and application environments. Its central repository harmonizes your communication with change sources and application life cycle management products and its enterprise change management process provides consistency and change request tracking throughout your organization.With its flexible change management capabilities, you can automate processes for tracking and managing changes to business goals, IT processes, product requirements, systems and embedded software, software applications and Web sites. This helps you: •Increase quality by reducing the risk of undesirable changes beingimplemented.•Improve accountability bycomprehensively tracking all changerequests.Telelogic SynergyTelelogic Synergy is a task-based configuration management solution that: •Accelerates release management and build management processes•Maximizes the efficiency of limited development resources•Unites distributed developmentteamsSynergy offers a flexible distributed repository and a proven, team-oriented workflow approach to software development. It takes change tools beyond simple change tracking and version management to provide comprehensive life cycle control for your organization’s software development assets. Using the Synergy integrated central database, distributed teams can be confident that they are all working from the same page. The result: greater productivity, higher quality products and faster time-to-market.Rational ClearQuestIBM Rational ClearQuest change management software enables you to manage your software life cycle more effectively with: •Real-time reporting and processenforcement to improve projectvisibility and control•Automated workflows and e-mailnotifications to enhance teamcommunication and coordination •Test management that unifiesdevelopment and testing activities,from planning through results, forimproved software quality•Access control, electronic signatures, repeatable processes and audit trailsto simplify compliance management •Web interface for easy access from virtually anywhere•Integration with requirements,development, build, test, deploymentand portfolio management tools tofacilitate rapid response to change With ClearQuest, you have access to the information you need to make better decisions. You can more effectively manage tasks and schedules and respond rapidly to customer needs. The automated workflows control and enforce development processes—from requirements definition through production—and help improve team communication and coordination. By making process enforcement visible, Rational ClearQuest helps your project teams stay focused on their ultimate goal—delivering high-quality software on time.Rational ClearCaseIBM Rational ClearCase software balances your development team’s need for flexibility with your organization’s need for control: •It provides controlled access tosoftware assets, includingrequirements, design documents,models, test plans and test results.•Parallel development support,automated workspace managementand baseline management enableyou to create applications rapidly.•Secure version management andreliable build auditing help ensurehigh-quality code.•Development and integration models, private workspaces and publicintegration areas let you workindependently, yet collaborateeffectively with your team.•User authentication and audit trails help your organization meetcompliance requirements withminimal administrative hassle foryou.With access virtually anytime, anywhere, Rational ClearCase software gives you the freedom to work efficiently where and when you need.Telelogic DOORSTelelogic DOORS is a multi-platform system that captures, links, analyzes, traces and manages changes to requirements. It also helps ensure that what you develop conforms to requirements and complies with regulations. As a result:•It improves collaboration byproviding greater visibility of yourproject goals.•It ensures conformance to contracts and compliance to regulations.•You can respond to changingcustomer needs effectively and undercontrol.•You can deliver the high qualitysystems and software yourcustomers need, on time and withinbudget.DOORS has proven itself on some of the world's most challenging projects, in some cases managing thousands of requirements and traceability links. It can do this with features such as:•Comprehensive traceability analysis capabilities that help ensure that norequirement is overlooked•Change notification that ensures that changes are not missed and thattheir effects can be thoroughlyanalyzed•Integration with popular design,development and test environmentsfor complete life cycle traceability•An intuitive document-orientedinterface that is easy to adoptHow integrated product change management worksWhen you integrate the individual components of the Rational integrated product change management solution, you get comprehensive change and configuration management from beginning to end. Telelogic Change interfaces quickly and easily with Telelogic Synergy, DOORs and Rational ClearCase.For example, when Change is integrated with Synergy, you can:•Link change requests toimplementation tasks such as anindividual’s work assignment.•Create configurations based oncompleted change requests.•Generate top-down and bottom-up reports.And, when you integrate Change with DOORS, you can:•Import approved user requirements captured in Change to DOORS.•Manage change requests madeagainst requirements.•Enjoy full traceability betweenrequirements, engineering changerequests and the file changes madein development.Meanwhile, the Change and ClearCase integration uses the Change interface to track and report changes to software assets managed in ClearCase. Activities are linked to change requests so that you can:•Maintain traceability from changerequest to activity to ClearCaseartifacts.•Query assigned activities.•Report activity progress.Finally, the integration of Rational ClearQuest and DOORS tracks a change request through its entire life cycle, providing status information on DOORS artifacts affected by their implementation such as requirements and tests. It improves coordination of the change control process for projects that use DOORS for requirements management and ClearQuest for change management by removing time-consuming and error-prone manual processes.For an example of how this all fits together, consider the case of an aerospace company that is developing a new aircraft. The company needs to manage and coordinate the internal systems engineering and development activities of the new aircraft with the activities of subcontractors that are distributed over different sites, while being innovative, working faster and keeping costs down. Some of their challenges include: •Making sure the entire teamcommunicates their priorities•Notifying the entire team aboutchanges•Making it easy for everyone to know the status of the project•Ensuring that all aspects of thesystems involved are compliant withindustry and engineering standards IBM integrated product change management can easily tackle these challenges. There are several options for handling the changes to the software aspect of the project:•The integration of Telelogic DOORS, IBM Rational ClearQuest and RationalClearCase for Unified Requirementsand Change Management•The integration of Telelogic DOORs, Telelogic Change and Synergy •Eclipse-based desktop integration For managing the changes in the mechanical and electrical portions of the aircraft, the company can use existing products with point product integrations. To manage and track changes that span all disciplines involved in the development of the aircraft, the company can use the capabilities provided by an integration of DOORS, ClearQuest, Change and Rational Team Concert (RTC based on Jazz), which is Rational’s new technology platform for collaborative software delivery. Why IBM for integrated product change management?IBM can deliver the tools and the specialized global development, sales, services and support necessary for comprehensive, successful integrated product change management. We are a leading provider of solutions for automating and supporting best practices—from the powerful modeling of business processes and enterprise architectures to the requirements-driven development of advanced systems and software.Using our integrated platform for systems and software delivery and our process and best practices support, we can help you integrate your systems domain with your IT domain, so that you can align product development life cycles with business objectives and customer needs. This helps you improve quality and predictability dramatically while significantly reducing time-to-market and overall costs.© Copyright IBM Corporation 2008IBM CorporationNew Orchard RoadArmonk, NY 10504U.S.A.Produced in the United States of America9-08All Rights ReservedIBM, the IBM logo, , DOORS, Focal Point, Tau, Synergy, System Architect and Telelogic are trademarks or registered trademarks of International Business Machines Corporation in the United States, other countries, or both. If these and other IBM trademarked terms are marked on their first occurrence in this information with a trademark symbol (® or ™), these symbols indicate U.S. registered or common law trademarks owned by IBM at the time this information was published. Such trademarks may also be registered or common law trademarks in other countries. A current list of IBM trademarks is available on the Web at "Copyright and trademark information" at /legal/copytrade.shtml. Other company, product, or service names may be trademarks or service marks of others.References in this publication to IBM products or services do not imply that IBM intends to make them available in all countries in which IBM operates.。

软件工程导论(双语)pp21v2

软件工程导论(双语)pp21v2
Changes are implemented by modifying existing components and adding new components to the system.
Maintenance is inevitable
The system requirements are likely to change while the system is being developed because the environment is changing. Therefore a delivered system won't meet its requirements!
Software evolution
Objectives
To explain why change is inevitable if software systems are to remain useful
To discuss software maintenance and maintenance cost factors
Ageing software can have high support costs (e.g. old languages, compilers etc.).
Development/maintenance costsm evolution dynamics Software maintenance Evolution processes Legacy system evolution
Software change
Software change is inevitable
• New requirements emerge when the software is used; • The business environment changes; • Errors must be repaired; • New computers and equipment is added to the system; • The performance or reliability of the system may have to

Week05a - Change Management and Risk

Week05a - Change  Management and Risk

Requirements change management
Should apply to all proposed changes to the requirements. Principal stages
Problem analysis. Discuss requirements problem and propose change; Change analysis and costing. Assess effects of change on other requirements; Change implementation. Modify requirements document and other documents to reflect change.
Risk Management
KXC202
Referபைடு நூலகம்nces
MACIASZEK, L.A. and LIONG, B.L. (2005): Practical Software Engineering. A Case Study Approach, Chapter 5.2 (Risk Management) SOMMERVILLE, Ian Software Engineering 6th Edition (but also in 7th, 8th Edition), Chapter 4 (Project Management)
Requirements change
The priority of requirements from different viewpoints changes during the development process. System customers may specify requirements from a business perspective that conflict with end-user requirements. The business and technical environment of the system changes during its development.
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Managing Change to Reusable Software David Kane (Applied Expertise, dkane@)William Opdyke (Lucent Technologies/ Bell Labs, wopdyke@ ORwilliam.opdyke@)David Dikel (Applied Expertise, ddikel@)Applied Expertise 1925 North Lynn Street Suite 802 Arlington, VA 22209 (703) 516-0911 Lucent Technologies Bell Labs Innovations 2000 N. Naperville Road Naperville, IL 60566-7033 (630) 979-0730Copyright 1997, Applied Expertise, Inc. and Lucent Technologies.Permission granted to copy for PLoP '97 Conference.All other rights reserved.Abstract:Change is one of the few "constants" of software engineering. While managing this change is a challenge for all software-intensive organizations, managing change becomes more difficult when organizations build product-lines. While reuse helps manage change across the product-line more effectively, managing change for specific components becomes more difficult. This paper describes six organizational patterns that support software reuse and address these concerns.Subject Area:Software ReuseKeywords:Reuse, Management, OrganizationIntroduction:Change is one of the few "constants" of software engineering. When organizations undertake software reuse, the need to manage change for components grows due to the expanded usage and often an expanded life-cycle of a software assets. These changes need to managed in a coordinated fashion [FooteOpdykePLoP94].This paper describes six patterns that support changes to reusable software:Develop a Shared PlatformMaintain Reuse Platform IdentityIntegrate Reuse and Tie to the Bottom LineReuse More than Just CodeTreat Reusable Components like ProductsMerge After CloningSome of these patterns were mined during the recent workshop on software reuse, where a working group investigated organizational issues, focusing on practices that support managing the rhythms of change and managing cloning to maintain a shared code base [WISRReport97]. The workshop included participants from leading industry organizations such as AT&T, Lexis-Nexis, Lucent, and Motorola. In defining this set of patterns, the authors have also drawn upon their experiences. Bill Opdyke has been conducting several platform and reuse related projects at Lucent Technologies, consulting with platform and product development groups. Bill's research into refactoring patterns to support evolution and reuse is described in a paper coauthored with Brian Foote and reviewed at PLoP '94 [FooteOpdykePLoP94]. Dave Dikel and Dave Kane have conducted a number of studies and benchmarks in the area, including the 1996 Software Reuse Benchmark (SRB). SRB included 11 industry and government organizations, including Andersen Co nsulting, AT&T, Computer Sciences Corporation, HP, and Texas Instruments. [WilsonDikelSRB96]Pattern #1: Develop a Shared PlatformProblem StatementMultiple projects incur redundant development costs by independently implementing identical or similar functionality.ContextProjects within an organization are loosely-coupled, allowing each project to more effectively focus upon meeting the needs of its set of customers. However opportunities might be realized to achieve economies of scale by centralizing some functionality in a common platform.ForcesMultiple implementations of similar functionality are often more expensive than a shared solution.Projects want to minimize their development costs.Projects want to maximize the revenue potential for their products and services.The existing organizational structure may not easily support coordination across projects.The needs among projects, while similar, may not be identical - or at least may not appear to be identical to the project staff.Expertise in common areas may be spread across projects; such staff may be in high demand within their projects.SolutionBring together staff representing multiple projects, to assess common needs.If the areas of common need are significant, charter the development of a shared platform, funded and staffed either jointly among the application projects, or by a corporate level "core"organization.Define plans for projects to transition onto the common platform.Maintain close ties between the platform projects and the application projects, to both help focus the platform development and increase the confidence level among application projects that the platform will meet their needs.ResultA platform is developed to address the needs shared among the application projects. Cost savings (in areas addressed by the shared platform) are realized among the projects, over time. Time-to-market is also reduced. Subsequently, opportunities may also be realized to share application level components among projects. Opportunities to migrate staff among projects may be increased given their shared platform understanding.ConsequencesFor the benefits of a shared platform to be realized over time, it is important to Maintain Reuse Platform Identity. An investment is required to establish the platform before the benefits can be realized. ExampleIn a government organization that builds combat and training systems, 28 different software products on 128 different ships were maintained separately. Maintenance changes took years to implement. As budgets became tighter, a new approach was needed to continue to carry out the mission and ensure the survival of the organization. Now that the organization has adopted a shared platform across these products, costs are substantially lower - 5% to 21% of the costs without such reuse based upon Gaffney/Durek calculations. Time-to-market and quality have improved as well [WilsonDikelSRB96]. Related PatternsMaintain Reuse Platform IdentityPattern #2: Maintain Reuse Platform IdentityProblem StatementA shared platform has been built, or is envisioned, but potential users, aside from the pilot adopters, are not willing to commit to using the shared platform.ContextOver time, user needs change, technologies and interfaces change, and designers' insights change [OpdykeRobertsOOPSLA96]. Change is one of the inherent complexities of software [Broooks86]. Platforms and frameworks have been recognized as a means for managing change and for reducing development costs and development intervals. As a result the organization has decided to Develop a Shared Platform.New platforms are often introduced with a pilot adopter. While it is necessary for the platform and pilotapplication development groups work closely together to make the initial use of the platform successful, it is tempting to associate a platform project too closely with the pilot application. This association is sometimes realized by placing platform staff and application development staff in a common organization. This close association may benefit the application developers with access to and control over the platform development staff.From the application developers' perspective, distinctions between platform and application are irrelevant to their customers. It may seem expedient to make arbitrary changes to the platform to accommodate application specific needs, in ways that compromise the generality of the platform. A further expedient may be to merge application and development staff; in the process, platform identity and platform support may be lost.This close collaboration can cause other potential adopters to see the platform as only suitable for the pilot application, or that the pilot application has too much control. As a result of such perceptions, other applications groups don't commit to using the platform. A warning sign that the platform identify has not been maintained is that the schedules for platform adoption after the pilot application begin to slip.ForcesCosts can be reduced and economies of scale achieved through the use of common platforms.Change is inevitable.ironically, introducing change is hard.pilot projects mitigate some of the challenges of introducing new technology.Platform development groups are driven by multiple, conflicting goalsnear-term focus of the application development groups using the platformlong term requirements for potential adopters of the platform.Application development groups are focused on near-term deliverables to specific customers and markets. In order to maximize product quality while minimizing product development intervals and development costs, application development groups seek to reduce and eliminate:unnecessary dependencies between organizationsunnecessary distractions placed upon their staff.Funding sources often drive the priorities of an organization.Organizations that are closely tied together (e.g. in the same business unit) often have bettercommunication than organizations that are not as close.Potential platform users that are not confident that a platform will be responsive to their needs will not use the platform.A platform closely tied to a single project may not be seen as responsive to the needs of otherusers.SolutionEstablish a separate organization for the platform.Keep the staff of the platform development organization and the initial application organizationseparate. There should be good lines of communication, and clear, commonly understoodexpectations between the two groups.Use stable corporate funding to get the platform started, and then ensure stable funding from the application organizations once the platform is established.There needs to be an advocate for the platform at the corporate level.The platform organization should act like a product organization to engage customers and addresscustomer needs.ResultIf platform identity is maintained, applications are better able to have their needs met, and the value of the platform is greater because it can be used by more applications. If the platform identity is maintained, the the platform will be used more widely, which results in reductions in cost and time to market across a larger portion of the organization.ConsequencesMaintaining platform identify may make achieving success with the initial application more challenging. Related PatternsDevelop a Shared PlatformPattern #3: Integrate Reuse and Tie to the Bottom LineProblem StatementIncentives to establish reuse are not taken seriously [WilsonDikelSRB96].ContextThe organization has multiple improvement efforts going on simultaneously, e.g. process improvement, new tools, risk management - as well as an organization wide reuse effort. The reuse effort is being ignored and rejected by the organization as just "one more" activity to distract engineers and managers from meeting the business objectives.ForcesImprovement efforts are related - but staff focusing on a particular improvement effort may beunaware of other, related improvement efforts.Organizations are often under tremendous pressure to meet business objectives of completingprojects on time and on budget.Some level of reuse often happens, even without a formal reuse program.Organizations cannot be motivated by mandate.SolutionReuse leaders should identify fit and ways to serve and be served by other improvement efforts.Coordinate and align the reuse effort with other improvement efforts. The organizational structure should support shared responsibility among the improvement efforts.Identify and communicate common, coordinated recommendations to practitioners regarding the improvements - emphasizing the value of the improvement efforts to the managers and engineers whose support and actions are needed to make the improvement successful.Manage the coordination among the efforts.Track, on an ongoing basis (and require estimates in budget proposals for) how much reuse has been achieved and how much savings have been realized.Integrate reuse throughout the life-cycle, not just at coding.ResultThe engineers and managers involved with the reuse activity receive consistent, easy-to-understand and follow improvement guidance that shows them how to better achieve their business objectives. The reuse effort is more likely to take hold, and deliver the expected results of reduced costs and reducedtime-to-market.ConsequencesEven if reuse is tied to other improvement efforts, the improvement efforts still need to be tied to the bottom-line and other motivations of both managers and engineers. If the value of the improvements to the participants is not clearly communicated, the integrated improvement efforts may be more likely to fail. Even with careful coordination and consolidated "improvement" strategy, the effort may be seen as more complex than each of the efforts individually. The reuse effort could also be canceled if other improvement efforts are deemed more critical (this may not be bad).ExampleIn one organization, managers and practitioners believed that there were too many "initiatives." To implement reuse, the organization realized that reuse must be integrated with existing software and process improvement efforts. The software engineering process group defined, managed, and maintained the software processes, and they incorporated reuse into these processes. Before this shift to integrate improvement efforts, managers received a confusing array of recommendations. Afterward, they received an integrated set of processes that included reuse from the software engineering process group. Because reuse has been integrated into the development process, it gained widespread cultural acceptance within the organization. The organization improved their planning and decision making, reduced cycle-time, and won new contracts.Related PatternsDevelop a Shared Platform,Reuse More Than Just CodePattern #4: Reuse More than Just CodeProblem StatementEngineers don't reuse already developed code components because the components either don't fit with other components, or do not quite fit the requirements [WilsonDikelSRB96].ContextManagers and practitioners are beginning to make a dedicated, long-term effort to improve results and customer value. Software reuse is seen as a way to achieve these results.ForcesManagers and practitioners often equate reuse with code, not with knowledge capture ororganizational learning [Simos].If different parts of the organization have very different practices, then they may find it moredifficult to share assets and share people among different groups.Code components reflect decisions made during requirements and design.Consistently achieving high levels of process maturity requires an understanding and application of sound requirements and design techniques.SolutionReuse software assets from all phases of the life-cycle including:ProcessesChecklistsProject management templatesRequirementsDesigns.Establish a repository and other automated tools to share the assets.Tie reuse to knowledge capture activities.ResultA number of benefits have been attributed to this approach, although not all organizations realize all of the benefits. Creating and reusing non-code assets makes code reuse more likely. Organizations are also better able to bring in and train new staff. Reusing non-code assets also results in more direct benefits such as improved cycle-time, consistency and repeatability and reduced costs, risks and surprises.ExampleOne business unit established an online repository. The repository included documentation of the current processes, project information, and reusable templates, plans, and constraints. Because different groups used the same processes, it was easier to move employees between groups, and it was easier to bring new people up to speed. The business unit was able to grow while at the same time reducing documentation costs by 40%.Related PatternsIntegrate Reuse and Tie to the Bottom LinePattern #5: Treat Reusable Components like ProductsProblem StatementApplication developers typically associate components with "use at your own risk stuff" -- they don't trust or use components they don't fully understand.ContextAn internal organization is chartered to introduce a new set of behaviors and/or a new technology through their development and management of reusable components. The goal of this activity is to achieve a significant improvement in delivering higher value and better business results.The target adopters are application development organizations. The application development organization is under tight deadlines. Those who supply components must support a diverse group of product developers, each with his or her own needs. Even though each component has one owner, others may need to make changes to his or her component when he or she is away to meet deadlines.A warning sign that this problem is occurring is that component owners do not hear about change requests from component users, either because components are not being used at all, or because a configuration management (CM) system is not being utilized to capture and communicate change requests.ForcesIf individual developers are not confident that component features critical to their work will not change, and that new component features will be addressed in a timely fashion, then developers will probably not use the components.The supplying organization must must add new features and feature sets to its components toincrease its customer base.Potential adopters will not use a component if they are at all unsure that it will be maintained and that it will be managed -- unexpected defects coming from lack of CM are not cool.With a standard configuration management system, only one component owner has access to acomponent.A standard configuration management approach focuses on tracking baselines of entire systems,e.g. NamedStableBases [Coplien97], and not tracking specific components across multiplesystems.Without a product mentality, component suppliers can easily become detached from theircustomersLack of information raises the perceived risk of using a component. Perceived risk on the part of (potential) reusers causes them to lose confidence that a component will meet their needs, andhence makes them reluctant to reuse the component.Potential reusers are often willing to forego their desire to know everything about the asset'sinternals and if they trust the supplier's credentials and know that the supplier has a competent CM tool and process.SolutionTreat reusable components like products. A lot is known about how to build and market products that go within other products, (though reuse efforts still do believe they are doing something entirely different). For example, the organization responsible for reuse should gain the confidence of the target customer base through building a high-quality product, tracking and responding to change requests. Gain endorsement from a respected expert and end user, and draw to your team a group of developers that people trust. The reuse organization shares developer's risk through specific commitments to deliver the features promised, managing and responding to change requests, and assuring that critical features will persist. The benchmark is set by product vendors (who certainly are not perfect).Make use of user groups and other communications forums to encourage the platform user community to exchange information and drive consensus regarding proposed platform changes.A flexible CM system and process is a part, but not all of the solution. Developers should be able to view version histories, and outstanding change requests. Users should also be able to use the CM to report defects and make other change requests.ResultReusable components are presented in a way that developers are more comfortable with. They are willing to try using components because they have a clearer understanding of who is responsible for what. They see the risk of using a component counteracted with endorsements from their peers and experts they respect.Use of reusable components grows from small groups within product organizations to a point where major product features may depend on the components.User community is better informed about specific reusable components. This knowledge reduces their perceived risk to reusing components, and increases component usage. The flow of information helps develop relationships between the component owners and reusers.ConsequenceAs usage grows, a problem in a component may adversely affect multiple business-critical products. ExampleIn the early days of acceptance of C++ in the AT&T development community, it was determined that acceptance would go faster if users were supplied with a set of standard "computer science" functions that would make system development using C++ easier. This set came be known as the C++ Standard Components Library and contained functions like: Lists, Maps (associative arrays), String, Blocks (unbounded arrays with memory allocation as needed) and so on. The Standards Component Library was very popular and was used by hundreds of projects across AT&T. The components were put under configuration management control and change requests (bug reports and enhancement requests) were tracked in the configuration management system, which associated each source change with specific change requests. Any developer assigned a change request could change a component and an audit trail of the change would be kept by the system.The C++ hotline used the configuration management system to enter customer change requests, track the quality and change history of the components and support the assembly and packaging of new releases. The project's configuration management was more than just the supporting system, it included the process (e.g., review boards) as well.Acceptance was high and cloning was not a problem.The success of the Standard Components Library was based on many factors, which helped build confidence among potential users:Quality of people, many of whom published books and had excellent reputations within thecompany.Strong support from Bjarne StroustrupThe quality of the components and the support that was given. Configuration Management playeda supporting role here in that without it, quality and support wouldn't have been as good as it was. Releases of reusable components were not that much different from releases of other products that have to run in multiple environments.[Cichinski97]Related PatternsNamedStableBases [Coplien97]Pattern #6: Merge After CloningProblem StatementOrganizations clone software to add components to quickly respond to customer requests, but the organization does not want to get saddled with the long-term costs associated with cloning.ContextWhile cloning offers a means to quickly respond to pressure to develop new features quickly, cloning often has far-reaching consequences. When a developer clones, code is duplicated, complicating product tracking and management. It doesn't take too long before developers build new and complex extensions on the clones making them incompatible with the code base. As a result, code grows rapidly in size and complexity. This dramatically increased the maintenance burden for each product [DikelKaneComputer97.]Periodic merging of clones is needed.ForcesRapid response requires that developers have access to and ability to modify existing source code.It is often easier to change source by "copy and modify" (ie by creating clones) rather than byextending or generalizing the original source.White box access to source is necessary to respond rapidly to multiple quick response requestsfrom end-customers.Generalizing existing components may require coordination not just with the component supplier, but also other users of that component.SolutionMerge the clones regularly.Provide application developers with "white box" access to at least selected parts of the platform source.When cloning, encourage developers to duplicate the smallest portion possible.Establish very clear rules for what types of changes can be made through cloning.Identify clones by watching for signs, such as duplicate functionality, email postings, etc, and then examine the code to determine if cloning is taking place.Allow only one clone of any given component at the same time.Encourage users (applicationdevelopers) to submit bug reports, bug fixes and suggestions forextensions and generalizations.Provide support to component users so that they can more easily use the generalized software. ResultCode base improves in robustness and reliability; bugs get fixed and stay fixed. There is a single point of maintenance, which simplifies the task of building products.Reduced maintenance costs. Every line of shared code in use, means that there are 2 or 3 lines of avoided code somewhere else.Application developers can respond to market pressures more quickly than if generalizedcomponents were built of modified initially.Reuse suppliers build trust with usersCode base stays upward compatible.ConsequencesAdditional effort must be spent to reincorporate cloned software. There is also a substantial risk that cloning could get out of hand, e.g. cloned chunks are too big, or there are are too many clones, and making the practice too expensive to sustain. There may be limits to the number of simultaneous clones that an organization can create and still merge them back into the base. An organization may have reached or passed this limit when the time required to merge the clones slows down, or if a merge cannot be completed before the next scheduled merge. Another warning sign is that merges cannot be completed with major changes.ExampleOne organization, in order to meet schedule, cloned their product in order to run the application in an additional operating environment. The organization recognized that in doing so, they had effectively doubled their maintenance costs, and that there was no way that they would be able to support all of the operating environments in their plans. They moved back to a common code-base and reduced their cycle-time from 12-24 months to 12-14 months, and they also reduced their maintenance costs. [WilsonDikelSRB96]Related PatternsConsolidate the Program to Support Evolution and Reuse [FooteOpdykePLoP94].Support Reuse via Flexible Configuration ManagementDiscussionOur work in documenting software reuse principles and related practices has been submitted to the IEEE Reuse Steering Committee, which is chartered to define principles for software reuse. We are interested in mining additional patterns in this area and in relating our efforts to other reuse & organizational related patterns.References:[Broooks86] Fred Brooks, "No Silver Bullet: Essence and Accidents of Software Engineering". Information Processing 1986 - Proceedings of the IFIP Tenth World Computing Conference (H.-L. Kugler, ed.), Elsevier.[Cichinski97] Conversation and email with Steve Cichinski of AT&T Labs. Steve was responsible for the group that developed and evolved a CM tool in AT&T. He was in the same organization as the group that developed the C++ standard components. He was also a participant in the WISR organizational principles working group.[Coplien97] J. Coplien, Organizational Patterns Web Site, viewed June 5th, 1997,http://www.bell-labs.co m/cgi-user/OrgPatterns.[DikelKaneComputer97] D. Dikel, D. Kane, S. Ornburn, W. Loftus, J. Wilson, "Applying Product-Line Architecture," Computer, v 30 n 8, August 1997, pp 49-55.[FooteOpdykePLoP94] Brian Foote & William Opdyke, Lifecycle and Refactoring Patterns That Support Evolution and Reuse. Presented at PLoP 94; included in "Pattern Languages of Program Design" (J. Coplien, & D. Schmidt, eds.), Addison-Wesley, 1995, pp 239-257.[OpdykeRobertsOOPSLA96] William Opdyke & Don Roberts, "Refactoring Object-Oriented Software to Support Evolution and Reuse". Tutorial presented at OOPSLA '96: 11th Annual Conference on Object Oriented Program Systems, Languages and Applications, San Jose, California, Octboer, 1996.[Simos96] Simos, Mark, "Learning and Inquiry Based Reuse Adoption (LIBRA): A Field Guide to Reuse Adoption through Organizational Learning," Software Technology for Adaptable, Reliable Systems (STARS), STARS-PA33-AG01, February 6th, 1996.[WilsonDikelSRB96] J. Wilson, D. Dikel, D. Kane, M. Carlyn, C. Terry, E. Cavanaugh, D. Johnson, "Software Reuse Benchmarking Study: Learning from Industry and Government Leaders, " sponsored by DISA Software Reuse Initiative, January 1996.[WISRReport97] Report on WISR '97: Eighth Annual Workshop on Software Reuse, Columbus, Ohio, March 1997. in the September 1997 issue of ACM Software Engineering Notes.。

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