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- 2019 European Parliament Election (1)
- Association Rules (1)
- Belief change, concept contraction, EL (1)
- Business Process Management Recommender Systems Survey (1)
- Challenges (1)
- Effectiveness (1)
- Handsfree editing (1)
- Human resources management (1)
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Belief revision is the subarea of knowledge representation which studies the dynamics of epistemic states of an agent. In the classical AGM approach, contraction, as part of the belief revision, deals with the removal of beliefs in knowledge bases. This master's thesis presents the study and the implementation of concept contraction in the Description Logic EL. Concept contraction deals with the following situation. Given two concept C and D, assuming that C is subsumed by D, how can concept C be changed so that it is not subsumed by D anymore, but is as similar as possible to C? This approach of belief change is different from other related work because it deals with contraction in the level of concepts and not T-Boxes and A-Boxes in general. The main contribution of the thesis is the implementation of the concept contraction. The implementation provides insight into the complexity of contraction in EL, which is tractable since the main inference task in EL is also tractable. The implementation consists of the design of five algorithms that are necessary for concept contraction. The algorithms are described, illustrated with examples, and analyzed in terms of time complexity. Furthermore, we propose an new approach for a selection function, adapt for the concept contraction. The selection function uses metadata about the concepts in order to select the best from an input set. The metadata is modeled in a framework that we have designed, based on standard metadata frameworks. As an important part of the concept contraction, the selection function is responsible for selecting the best concepts that are as similar as possible to concept C. Lastly, we have successfully implemented the concept contraction in Python, and the results are promising.
Implementation of Agile Software Development Methodology in a Company – Why? Challenges? Benefits?
(2019)
The software development industry is enhancing day by day. The introduction of agile software development methodologies was a tremendous structural change in companies. Agile transformation provides unlimited opportunities and benefits to the existing and new developing companies. Along with benefits, agile conversion also brings many unseen challenges. New entrants have the advantage of being flexible and cope with the environmental, consumer, and cultural changes, but existing companies are bound to rigid structure.
The goal of this research is to have deep insight into agile software development methodology, agile manifesto, and principles behind the agile manifesto. The prerequisites company must know for agile software development implementation. The benefits a company can achieve by implementing agile software development. Significant challenges that a company can face during agile implementation in a company.
The research objectives of this study help to generate strong motivational research questions. These research questions cover the cultural aspects of company agility, values and principles of agile, benefits, and challenges of agile implementation. The project management triangle will show how benefits of cost, benefits of time, and benefits of quality can be achieved by implementing agile methodologies. Six significant areas have been explored, which shows different challenges a company can face during implementation agile software development methodology. In the end, after the in depth systematic literature review, conclusion is made following some open topics for future work and recommendations on the topic of implementation of agile software development methodology in a company.
Our work finds the fine grained edits in context of neighbouring tokens in Wikipedia articles. We cluster those edits according to similar neighbouring context. We encode neighbouring context into vector space using word vectors. We evaluate clusters returned by our algorithm on extrinsic and intrinsic metric and compare it with previous work. We analyse the relation between extrinsic and intrinsic measurements of fine grained edit tokens.
Most social media platforms allow users to freely express their opinions, feelings, and beliefs. However, in recent years the growing propagation of hate speech, offensive language, racism and sexism on the social media outlets have drawn attention from individuals, companies, and researchers. Today, sexism both online and offline with different forms, including blatant, covert, and subtle lan- guage, is a common phenomenon in society. A notable amount of work has been done over identifying sexist content and computationally detecting sexism which exists online. Although previous efforts have mostly used peoples’ activities on social media platforms such as Twitter as a public and helpful source for collecting data, they neglect the fact that the method of gathering sexist tweets could be biased towards the initial search terms. Moreover, some forms of sexism could be missed since some tweets which contain offensive language could be misclassified as hate speech. Further, in existing hate speech corpora, sexist tweets mostly express hostile sexism, and to some degree, the other forms of sexism which also appear online was disregarded. Besides, the creation of labeled datasets with manual exertion, relying on users to report offensive comments with a tremendous effort by human annotators is not only a costly and time-consuming process, but it also raises the risk of involving discrimination under biased judgment.
This thesis generates a novel sexist and non-sexist dataset which is constructed via "UnSexistifyIt", an online web-based game that incentivizes the players to make minimal modifications to a sexist statement with the goal of turning it into a non-sexist statement and convincing other players that the modified statement is non-sexist. The game applies the methodology of "Game With A Purpose" to generate data as a side-effect of playing the game and also employs the gamification and crowdsourcing techniques to enhance non-game contexts. When voluntary participants play the game, they help to produce non-sexist statements which can reduce the cost of generating new corpus. This work explores how diverse individual beliefs concerning sexism are. Further, the result of this work highlights the impact of various linguistic features and content attributes regarding sexist language detection. Finally, this thesis could help to expand our understanding regarding the syntactic and semantic structure of sexist and non-sexist content and also provides insights to build a probabilistic classifier for single sentences into sexist or non-sexist classes and lastly find a potential ground truth for such a classifier.
Commonsense reasoning can be seen as a process of identifying dependencies amongst events and actions. Understanding the circumstances surrounding these events requires background knowledge with sufficient breadth to cover a wide variety of domains. In the recent decades, there has been a lot of work in extracting commonsense knowledge, a number of these projects provide their collected data as semantic networks such as ConceptNet and CausalNet. In this thesis, we attempt to undertake the Choice Of Plausible Alternatives (COPA) challenge, a problem set with 1000 questions written in multiple-choice format with a premise and two alternative choices for each question. Our approach differs from previous work by using shortest paths between concepts in a causal graph with the edge weight as causality metric. We use CausalNet as primary network and implement a few design choices to explore the strengths and drawbacks of this approach, and propose an extension using ConceptNet by leveraging its commonsense knowledge base.
Thesis is devoted to the topic of challenges and solutions for human resources management (HRM) in international organizations. The aim is to investigate methodological approaches to assessment of HRM challenges and solutions, and to apply them on practice, to develop ways of improvement of HRM of a particular enterprise. The practical research question investigated is “Is the Ongoing Professional Development – Strategic HRM (OPD-SHRM) model a better solution for HRM system of PrJSC “Philip Morris Ukraine”?”
To achieve the aim of this work and to answer the research question, we have studied theoretical approaches to explaining and assessing HRM in section 1, analyzed HRM system of an international enterprise in section 2, and then synthesized theory and practice to find intersection points in section 3.
Research findings indicate that the main challenge of HRM is to balance between individual and organizational interests. Implementation of OPD-SHRM is one of the solutions. Switching focus from satisfaction towards success will bring both tangible and intangible benefits for individuals and organization. In case of PrJSC “Philip Morris Ukraine”, the maximum forecasted increase is 330% in net profit, 350% in labor productivity, and 26% in Employee Development and Engagement Index.
The erosion of the closed innovation paradigm in conjunction with increasing competitive pressure has boosted the interest of both researchers and organizations in open innovation. Despite such rising interest, several companies remain reluctant to open their organizational boundaries to practice open innovation. Among the many reasons for such reservation are the pertinent complexity of transitioning toward open innovation and a lack of understanding of the procedures required for such endeavors. Hence, this thesis sets out to investigate how organizations can open their boundaries to successfully transition from closed to open innovation by analyzing the current literature on open innovation. In doing so, the transitional procedures are structured and classified into a model comprising three phases, namely unfreezing, moving, and institutionalizing of changes. Procedures of the unfreezing phase lay the foundation for a successful transition to open innovation, while procedures of the moving phase depict how the change occurs. Finally, procedures of the institutionalizing phase contribute to the sustainability of the transition by employing governance mechanisms and performance measures. Additionally, the individual procedures are characterized along with their corresponding barriers and critical success factors. As a result of this structured depiction of the transition process, a guideline is derived. This guideline includes the commonly employed actions of successful practitioners of open innovation, which may serve as a baseline for interested parties of the paradigm. With the derivation of the guideline and concise depiction of the individual transitional phases, this thesis consequently reduces the overall complexity and increases the comprehensibility of the transition and its implications for organizations.
Despite the inception of new technologies at a breakneck pace, many analytics projects fail mainly due to the use of incompatible development methodologies. As big data analytics projects are different from software development projects, the methodologies used in software development projects could not be applied in the same fashion to analytics projects. The traditional agile project management approaches to the projects do not consider the complexities involved in the analytics. In this thesis, the challenges involved in generalizing the application of agile methodologies will be evaluated, and some suitable agile frameworks which are more compatible with the analytics project will be explored and recommended. The standard practices and approaches which are currently applied in the industry for analytics projects will be discussed concerning enablers and success factors for agile adaption. In the end, after the comprehensive discussion and analysis of the problem and complexities, a framework will be recommended that copes best with the discussed challenges and complexities and is generally well suited for the most data-intensive analytics projects.
Geschäftsregeln sind zu einem wichtigen Instrument geworden, um die Einhaltung der Vorschriften in ihren Geschäftsprozessen zu gewährleisten. Aber die Sammlung dieser Geschäftsregeln kann verschiedene widersprüchliche Elemente beinhalten. Dies kann zu einer Verletzung der zu erreichenden Compliance führen. Diese widersprüchlichen Elemente sind daher eine Art Inkonsistenzen oder Quasi-Inkonsistenzen in der Geschäftsregelbasis. Ziel dieser Arbeit ist es, zu untersuchen, wie diese Quasi-Inkonsistenzen in Geschäftsregeln erkannt und analysiert werden können. Zu diesem Zweck entwickeln wir eine umfassende Bibliothek, die es ermöglicht, Ergebnisse aus dem wissenschaftlichen Bereich der Inkonsistenzmessung auf Geschäftsregelformalismen anzuwenden, die tatsächlich in der Praxis verwendet werden.