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sameorganization. If one team from a specific organization finished the coding project in one day,the longest time it took for another team from the same organization to finish the project
was 1.21 days.
DeMarco and Lister also found no correlation between productivity and programminglanguage, years of experience, or salary. Furthermore, the study showed that providing adedicated workspace and a quiet work environment were key factors in improving produc-tivity. The results of the study suggest that top managers must focus on workplace factorsto improve productivity and quality.
DeMarco and Lister wrote a book titled Peopleware in 1987, and the second editionwas published in 1999.31 Their underlying thesis is that major problems with work perfor-mance and project failures are not technological but sociological in nature. They suggestminimizing office politics and giving smart people physical space, intellectual responsibility,and strategic direction and then just letting them work. The manager s function is not tomake people work but to make it possible for people to work by removing politicalroadblocks.
Expectations and Cultural Differences in Quality
Many experienced project managers know that a crucial aspect of project quality manage-ment is managing expectations. Although many aspects of quality can be clearly defined andmeasured, many cannot. Different project sponsors, customers, users, and other stake-holders have different expectations about various aspects of projects. It s very important tounderstand these expectations and manage any conflicts that might occur due to differencesin expectations. For example, in the opening case, several users were upset when they could
not access information within a few seconds. In the past, it may have been acceptable tohave to wait two or three seconds for a system to load, but many of today s computer usersexpect systems to run much faster. Project managers and their teams must considerquality-related expectations as they define the project scope.
Expectations can also vary based on an organization s culture or geographic region.Anyone who has traveled to different parts of an organization, a country, or the worldunderstands that expectations are not the same everywhere. For example, one departmentin a company might expect workers to be in their work areas most of the work day and todress a certain way. Another department in the same company might focus on whether ornot workers produce expected results, no matter where they work or how they dress. Peopleworking in smaller towns expect little traffic driving to work, while people working in large
cities expect traffic to be a problem or rely on mass transit systems.
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