Evaluation of Agile Team Performance
Ladda ner
Publicerad
Författare
Typ
Examensarbete för masterexamen
Modellbyggare
Tidskriftstitel
ISSN
Volymtitel
Utgivare
Sammanfattning
The modern business landscape is part of a fast-moving, complex, and globally connected
world. The conditions have made the industrial company investigated change
from a traditional industrial strategy to a lean-agile strategy, including an adapted
version of scaled agility. The former strategy with a hierarchical structure has given
former success by standardisations’ economical benefits, but the transition aims to
provide future success by managing the new business environment with faster and
more responsive product development processes.
One of the company’s departments (the product area), consisting of approximately
20 agile teams, has been early adopters in the agile transformation. They have
seeked external eyes to evaluate how far they have come and what can be done next
to improve the change process. One of the main challenges discussed at the product
area regarding the transition from traditional to agile orientation was understanding
how to enable empowerment within the agile teams. To seize this challenge,
the researchers aimed to suggest improvements based on a qualitative case study of
three areas decided as important for high-performing agile teams.
To provide improvements, a gap analysis was conducted. The current state and an
ideal future state for empowered agile teams at the product area was determined
by research question (RQ)1 and RQ2(a). The current state can be generalised into
three parts. Firstly, the product area have structures and methods for doing agile,
but lacks in individual agile mindsets and cultural behaviors. Secondly, individual
conditions for empowerment were aligned with academic success factors for agile
teams. Thirdly, scaled agility frameworks are built on the assumption of already
having empowered teams. The ideal future state was determined to fulfilled dimensions
for teams’ agile success factors, self-organisation, and empowerment. RQ2(b)
concludes a gap between these two states and how far the product area has come
in their agile teams’ transition. The gap mainly included different dimensions that
can be improved to align individual expectations and cultural aspects with the team
task and structure. The last RQ3 answers what actions are recommended to reach
the ideal future state by reducing that gap, which is important for succeeding with
the lean-agile strategy of scaled agility.
Conclusively, it was determined that there was no agile 2.0 for all teams. Each team
needs to consider where they are today and where they want to be in the future
while assuming that the team culture and individual expectations should be aligned
with the team structure and task. The researchers have composed three roadmaps
that can be used to guide the product area with what dimensions are important
to discuss with their iterative team developments. These roadmaps are directed
to different stakeholders (the team, the team leaders, and management above team
level), with different authority to affect team elements that align with organisational
success.
Beskrivning
Ämne/nyckelord
agile transformation, self-organisation, team success factors,, high-performing teams, change management, agile roadmap