By Phillip A. Laplante
AntiPatterns: id, Refactoring, and administration catalogs forty eight undesirable administration practices and environments universal to software program improvement, IT, and different corporations. The authors conceal antipatterns of administration, besides environmental/cultural antipatterns and character antipatterns/phenotypes. during the class of those damaging practices, it is possible for you to to properly establish difficulties on your personal paintings atmosphere, and take motion to right them.
The authors follow their large paintings and consultative adventure, in addition to the event of the various execs that they have got identified. This process results in a pragmatic remedy of antipattern techniques. Written for a large viewers of practitioners, the authors steer clear of a scholarly kind, in its place infusing the textual content with exciting “gadgets,” together with rambunctious and ribald sidebars, cartoons, tales, and jokes, in addition to names for his or her antipatterns which are straight away visible, iconic, funny, and noteworthy.
Following introductory fabric describing a few administration concept and the way people behave separately and in teams, the textual content offers the catalog of administration and environmental antipatterns. The publication then deals common suggestion on overcoming undesirable practices via profitable interplay with consumers, shoppers, friends, supervisors, and subordinates.
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Extra info for Antipatterns: Identification, Refactoring, and Management (Auerbach Series on Applied Software Engineering)
They studied a good number of teams, 92 to be exact, but they were all from Hong Kong, so there may be cultural factors that were not taken into account. Their findings are intriguing, however. They suggest that there should be heterogeneity along all four personality dimensions in the most effective teams — managerial cloning is a bad thing. They go on to suggest that the team leader should be an intuitive (N), feeling (F) type — that is, Keirsey’s Idealist group. They further suggest that a judging type is preferred in the team leader (Keirsey’s Teacher or Counselor).
They are serious and practical people who tend to be quiet and introverted. com/), provides another perspective on the Myers-Briggs pattern system. 2 Keirsey’s Descriptive Groupings of the Myers-Briggs Personality Types Guardians: Supervisor (ESTJ) Inspector (ISTJ) Provider (ESFJ) Protector (ISFJ) Artisans: Promoter (ESTP) Crafter (ISTP) Performer (ESFP) Composer (ISFP) Idealists: Teacher (ENFJ) Counselor (INFJ) Champion (ENFP) Healer (INFP) Rationals: Field Marshal (ENTJ) Mastermind (INTJ) Inventor (ENTP) Architect (INTP) types.
This seems to be the only firm structural requirement, however. Brown et al. adopted a comprehensive format, including: Ⅲ Antipattern name and AKA Ⅲ Keywords (relating to their antipattern reference model) Ⅲ Background Patterns and Antipatterns Ⅲ 7 Ⅲ Ⅲ Ⅲ Ⅲ Ⅲ Ⅲ Ⅲ Ⅲ Anecdotal evidence Antipattern solution (general form) Symptoms and consequences Typical causes Refactored solution Variations Example Related solutions Our antipatterns have a less formal structure, however, one that concentrates on identification of the dysfunctional situation and remedies for all those involved: Ⅲ Name: a name that conveys the antipattern’s meaning.
Antipatterns: Identification, Refactoring, and Management (Auerbach Series on Applied Software Engineering) by Phillip A. Laplante