Como formar times de software? uma análise de diferentes critérios de formação

Abstract

For companies that develop software projects, an important step is the formation of development teams. These formed teams will build a solution that aims to generate revenue and build customer loyalty for these organizations. With this in mind, the organization understands the need to look for ways to balance maximizing the value generated by the products built by its teams with its members' motivation and well-being. In the literature, we can find several criteria used in the formation of teams. One of these criteria is to form teams of technology specialists for a specific initiative from the choice of a leader who tries to optimize these experts' allocation; Another criterion suggests team building through self-selection by members themselves by personal or technical affinity. This research aims to analyze the criteria and factors in the formation of software teams and their impacts on the value perceived by the client beyond the team members' work experience. Literature reviews were conducted on criteria and restrictions on software team formation and their impact on project results on the value delivered to the client and on the welfare of team members. Studies were conducted that used these two of these criteria, and this data was collected and analyzed to demonstrate some quantitative and qualitative impacts to support knowledge to be made available to similar institutions. One study observed statistical significance in comparing the selection criteria (self-selection versus leader selection) when assessing the customer's perceived value of deliveries after a quantitative analysis. In another study in an R&D organization, a survey was conducted to assess team members' responses about the team formation criterion's impact on job satisfaction. In this study, Quantitative results indicated that the self-selection team formation strategy positively impacted job satisfaction and influenced good team cohesion and performance, while qualitative results showed that this formation strategy assembles teams with a good relationship between their members and where conflicts existed, but they are harmonically solved. It may suggest that autonomy in the team formation stage would be good practice and could be more tested in the industry. Software Engineering Practitioners may benefit from its results and gains.