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Numerous projects are considered complex because of the number of stakeholders, the diversity of skills, and the uncertainty involved, requiring accurate information retrieval and management of the social interactions between different participants leading to efficient knowledge sharing. This paper reports the findings of an empirical study on knowledge sharing barriers and research and development (R&D) activities that occur in the context of complex project management. The study presents issues, difficulties, and practices acknowledged by project managers related to knowledge sharing and R&D (focused on activities that involve cooperation and collaboration). Particularly, we point out the following major knowledge sharing barriers: codification process, inadequate information technology, lack of initiative and strategy by the workers, and lack of time and resources. We also explained the following practices and issues regarding the collaborative R&D activities: information exchange and retrieval, communication barriers, interdependence of knowledge and skills, and different technical terminologies. We intend to contribute to the understanding of the work carried out in the context of complex projects to improve the management practices and the information technology platforms to support them.

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PurposeThis article offers a novel approach that brings together management, engineering and organizational behavior. It focuses on the understanding of organizational dynamics in an era of technological change, upholding the importance of organizational agility and of the cultural paradigm in the management of organizations.Design/methodology/approachIn this work, the authors present the conclusions from a set of studies carried out in organizations operating in technical and technological industries. The authors assessed the capabilities of these organizations in terms of operational excellence maturity and its impact on the organizational culture and organizational agility.FindingsResults show the importance of operational excellence either in developing or expanding organizational agility capabilities while reinforcing the cruciality of an excellence-oriented culture to sustain these efforts over time.Originality/valueIncreasingly unstable business environments have led to a growing interest in how to develop and maintain operational excellence in the face of continued and disruptive change. However, this interest has, so far, been advanced with little empirical evidence to support the corresponding predictions. This work offers the first practical evidence that continued focus and optimization of operations, with the right cultural alignment, helps organizations survive and thrive in increasingly volatile, uncertain, complex and ambiguous environments.

Traditional approaches to requirements elicitation stress systematic and rational analysis and representation of organizational context and system requirements. This paper argues that (1) for an organization, a software system implements a shared vision of a future work reality and that (2) understanding the emotions, feelings, values, beliefs, and interests that drive organizational human action is needed in order to invent the requirements of such a software system. This paper debunks some myths about how organizations transform themselves through the adoption of Information and Communication Technology; describes the concepts of emotion, feeling, value, and belief; and presents some constructionist guidelines for the process of eliciting requirements for a software system that helps an organization to fundamentally change its work patterns.