Abstract: Firms are increasingly responding to social and environmental claims from society. Practices oriented to attend issues such as poverty, work equality, or renewable energy, are being implemented more frequently by firms to address impacts on sustainability. However, questions remain on how the responses of firms vary across industries and regions between the social and the economic objectives. Using concepts from organizational theory and social network theory, this paper aims to create a theoretical framework that explains the internal and external influences that make a firm establish its objective. The framework explains why firms might have a different objective orientation in terms of its economic and social prioritization.
Abstract: Test automation allows performing difficult and time
consuming manual software testing tasks efficiently, quickly and
repeatedly. However, development and maintenance of automated
tests is expensive, so it needs a proper prioritization what to automate
first. This paper describes a simple yet efficient approach for such
prioritization of test cases based on the effort needed for both manual
execution and software test automation. The suggested approach is
very flexible because it allows working with a variety of assessment
methods, and adding or removing new candidates at any time. The
theoretical ideas presented in this article have been successfully
applied in real world situations in several software companies by the
authors and their colleagues including testing of real estate websites,
cryptographic and authentication solutions, OSGi-based middleware
framework that has been applied in various systems for smart homes,
connected cars, production plants, sensors, home appliances, car head
units and engine control units (ECU), vending machines, medical
devices, industry equipment and other devices that either contain or
are connected to an embedded service gateway.
Abstract: The decision to recruit manpower in an organization
requires clear identification of the criteria (attributes) that distinguish
successful from unsuccessful performance. The choice of appropriate
attributes or criteria in different levels of hierarchy in an organization
is a multi-criteria decision problem and therefore multi-criteria
decision making (MCDM) techniques can be used for prioritization
of such attributes. Analytic Hierarchy Process (AHP) is one such
technique that is widely used for deciding among the complex criteria
structure in different levels. In real applications, conventional AHP
still cannot reflect the human thinking style as precise data
concerning human attributes are quite hard to be extracted. Fuzzy
logic offers a systematic base in dealing with situations, which are
ambiguous or not well defined. This study aims at defining a
methodology to improve the quality of prioritization of an
employee-s performance measurement attributes under fuzziness. To
do so, a methodology based on the Extent Fuzzy Analytic Hierarchy
Process is proposed. Within the model, four main attributes such as
Subject knowledge and achievements, Research aptitude, Personal
qualities and strengths and Management skills with their subattributes
are defined. The two approaches conventional AHP
approach and the Extent Fuzzy Analytic Hierarchy Process approach
have been compared on the same hierarchy structure and criteria set.