Abstract: Differences in commercial, professional and personal cultural traditions between western consultants and project sponsors in the Gulf Cooperation Council (GCC) region are potentially significant in the workplace, and this can impact on project outcomes. These cultural differences can, for example, result in conflict amongst senior managers, which can negatively impact the megaproject. New entrants to the GCC often experience ‘culture shock’ as they attempt to integrate into their unfamiliar environments. Megaprojects are unique ventures with individual project characteristics, which need to be considered when managing their associated risks. Megaproject research to date has mostly ignored the significance of the absence of cultural congruence in the GCC, which is surprising considering that there are large volumes of megaprojects in various stages of construction in the GCC. An initial step to dealing with cultural issues is to acknowledge culture as a significant risk factor (SRF). This paper seeks to understand the criticality for western consultants to address these risks. It considers the cultural barriers that exist between GCC sponsors and western consultants and examines the cultural distance between the key actors. Initial findings suggest the presence to a certain extent of ethnocentricity. Other cultural clashes arise out of a lack of appreciation of the customs, practices and traditions of ‘the Other’, such as the need for avoiding public humiliation and the hierarchal significance rankings. The concept and significance of cultural shock as part of the integration process for new arrivals are considered. Culture shock describes the state of anxiety and frustration resulting from the immersion in a culture distinctly different from one's own. There are potentially substantial project risks associated with underestimating the process of cultural integration. This paper examines two distinct but intertwined issues: the societal and professional culture differences associated with expatriate assignments. A case study examines the cultural congruences between GCC sponsors and American, British and German consultants, over a ten-year cycle. This provides indicators as to which nationalities encountered the most profound cultural issues and the nature of these. GCC megaprojects are typically intensive fast track demanding ventures, where consultant turnover is high. The study finds that building trust-filled relationships is key to successful project team integration and therefore, to successful megaproject execution. Findings indicate that both professional and social inclusion processes have steep learning curves. Traditional risk management practice is to approach any uncertainty in a structured way to mitigate the potential impact on project outcomes. This research highlights cultural risk as a significant factor in the management of GCC megaprojects. These risks arising from high staff turnover typically include loss of project knowledge, delays to the project, cost and disruption in replacing staff. This paper calls for cultural risk to be recognised as an SRF, as the first step to developing risk management strategies, and to reduce staff turnover for western consultants in GCC megaprojects.
Abstract: We assume an IoT-based smart-home environment where the on-off status of each of the electrical appliances including the room lights can be recognized in a real time by monitoring and analyzing the smart meter data. At any moment in such an environment, we can recognize what the household or the user is doing by referring to the status data of the appliances. In this paper, we focus on a smart-home service that is to activate a robot vacuum cleaner at right time by recognizing the user situation, which requires a situation-aware model that can distinguish the situations that allow vacuum cleaning (Yes) from those that do not (No). We learn as our candidate models a few classifiers such as naïve Bayes, decision tree, and logistic regression that can map the appliance-status data into Yes and No situations. Our training and test data are obtained from simulations of user behaviors, in which a sequence of user situations such as cooking, eating, dish washing, and so on is generated with the status of the relevant appliances changed in accordance with the situation changes. During the simulation, both the situation transition and the resulting appliance status are determined stochastically. To compare the performances of the aforementioned classifiers we obtain their learning curves for different types of users through simulations. The result of our empirical study reveals that naïve Bayes achieves a slightly better classification accuracy than the other compared classifiers.
Abstract: A large amount of software products offer a wide
range and number of features. This is called featuritis or creeping
featurism and tends to rise with each release of the product. Feautiris
often adds unnecessary complexity to software, leading to longer
learning curves and overall confusing the users and degrading their
experience. We take a look to a new design approach tendency that
has been coming up, the so-called “What You Get is What You
Need” concept that argues that products should be very focused,
simple and with minimalistic interfaces in order to help users conduct
their tasks in distraction-free ambiences. This isn’t as simple to
implement as it might sound and the developers need to cut down
features. Our contribution illustrates and evaluates this design method
through a novel distraction-free diagramming tool named Delineato
Pro for Mac OS X in which the user is confronted with an empty
canvas when launching the software and where tools only show up
when really needed.
Abstract: In today-s competitive market, most companies
develop manufacturing systems that can help in cost reduction and
maximum quality. Human issues are an important part of
manufacturing systems, yet most companies ignore their effects on
production performance. This paper aims to developing an integrated
workforce planning system that incorporates the human being.
Therefore, a multi-objective mixed integer nonlinear programming
model is developed to determine the amount of hiring, firing,
training, overtime for each worker type. This paper considers a
workforce planning model including human aspects such as skills,
training, workers- personalities, capacity, motivation, and learning
rates. This model helps to minimize the hiring, firing, training and
overtime costs, and maximize the workers- performance. The results
indicate that the workers- differences should be considered in
workforce scheduling to generate realistic plans with minimum costs.
This paper also investigates the effects of human learning rates on the
performance of the production systems.