Motivators and Demotivators of Agile Software Development: Elicitation and Analysis

—Motivators and demotivators are key factors in software productivity. Both are also critical to the success of Agile software development. Literature reports very diverse and multidimensional critical factors affecting the quality of Agile software development, thus, there is a need to extract and map required factors systematically for wider implications. The classification of anticipated factors and sub-factors is also desired to simplify their identification and definition. The reported research focuses on the systematic mapping of motivators and demotivators in Agile software development. A systematic mapping literature study has been performed to shed light on scattered critical factors for software engineers, affecting productivity and understanding of Agile viewpoints. Additionally, this study categorizes the extracted motivators as organization, people and technical. Whereas, the sub-factors’ categorization has been concentrated, which contributes to the motivators at grass root level. This research alleviates the problems of identification, definition and classification of the critical factors in agile software development for both practitioners and researchers.


A. Motivators and Demotivators in ASD
Agile Software Development (ASD) is a method that contains a set of values and principles according to which applications and solutions developed by the joint efforts of self-organized teams [1].Motivators play a vital role in software development and there is a need of motivators factor for the practitioners of ASD to improve their technical productivity The motivators of agile teams has increase the software quality, that will help in achieving business goals [1].Less literature review have been focused in conducting studies on motivators and demotivators of software development [2].
McHugh et al. [3] analyzes effect of motivators and demotivators on three agile practices.This research will set a common platform that breaks the shuttle research barrier in motivators and demotivators factors of ASD.
The incomplete and inconsistent requirement can lead to software failure, these failures usually occur in the development phase of the life cycle [6].Effective management is necessary in the project because of effective team work can be reduce the cost of the project up to 70% of its total cost [7].ASD practices become popular among researchers as these give respect to individuals which can create an organization factor and individual can perform better in an environment [8].ASD is associated with a cluster of methodologies, for example, Scrum and XP (Extreme Programming) are associated with iteration on small intervals [9].These methodologies are also known as ‗light weight' methodologies because these are distinct from the traditional approaches [10].As it is written in the Agile Manifesto [8] that -Self-organizing teams encourage great architectures, requirements, and designs‖ that is why agile allows requirements change during iteration that will help in collaboration with the users and the agile teams which gives autonomy in self-organizing and cross-functional.As there are multiple methods present in ASD, ones's can adopt the respective method according to their need [11].ASD can adopt any agile methodology without having fear, these approaches can select according to organization environment [12].The agile practices may be based on technical aspect, e.g.(Continuous Integration, Testfirst Programming), Based on Planning e.g.(Daily Meeting, Planning Iteration) or it can be based on agile environment e.g.(distributed team, self organizing teams) [13].

B. Need of Systematic Mapping
Even though the motivators and demotivators revealed important discussion in the software industry and practitioners have been treated in the last decades [14], scholastic researchers have not kept such pace.Recently, literature has start investigating motivators and demotivators of software engineers, however, there is a lot of research in this area that needs to be address [15].The motivators of this mapping study has been done due to the lack of existing literature regarding the research performed for motivators and demotivators of software development.This study have encounter few studies on motivators and demotivators of software engineers, however, did not find specific mapping study on motivator and www.ijacsa.thesai.orgdemotivator of ASD [16].The data presented is scattered form that is why it is necessary to integrate such literature in the form of mapping study.As written in the agile manifesto, each member has a great influence on agile teams and individual member has a role in his team [17].ASD provides their team confidence of doing work and these teams are self managing, self organizing and contain individual motivators.there is a need to provide such motivators according to the environment and to support that will help in doing work [18].A survey by Cockburn and Highsmith [19] indicates that the rewarding factor produces enthusiasm in agile teams which makes an ASD project for high performance.The literature is filled with related studies to different types of software development methodologies that deals with stress, and relationship of an employee to an organization, these factors has a strong relation to social-psychological problems such as attitude which has a strong impact on project success.ASD usually focuses on management and engineering perspective, and it has a strong concern about the management and development of software and to evaluate all the hurdles associated with agile project.
As motivators and demotivators are itself challenges, the objective of this study is to explore how pervious study has support of motivators and demotivators in ASD.Secondly, our study will follow the characterization on three factors i.e., organization, people and technical factors.To achieve the aforementioned objectives of the studythe research questions are proposed The research questions are closely linked and correlated to the study of the allocation of the available document and quantified publications.New motivators and demotivators are also incorporated in the study that is not being explored yet and identified in the published research.
The remainder of this document is structured as follows: Section II explains the background knowledge regarding motivators and demotivators.Section III explains the method of research, which is followed in this study.Section IV illustrates the results within the literature exists in motivators and demotivators, categorization and subcategorization factors.A discussion of these results follows in Section V, then finally close and all the results of the in Section VI.

II. BACKGROUND KNOWLEDGE
This section focuses on a detailed literature review varies in terms of motivators and demotivators in agile software development.
De O et al. [2] briefly describes the motivational factors in agile teams.He models the motivator factors in agile teams using the model named MOCC (model of software engineers motivation).To proof his work, he has done a case study by which he describes the motivational factors with the technical aspect.Highsmith and Cockburn [3] is considered an important member of agile legislations.This research paper is purely written on the problem facing on traditional software and their solution gave in the form of agile manifesto.Akhtar et al. [4] has done a case study related to scrum adoption and their barrier in Pakistan.Based on their finding they give suggestion which they elaborate mandatory for the improvement in the software industry.Hassan et al describe their purpose of choosing scrum because of mostly used in global software development [5].Author claims that scrum is newly implemented in Pakistan and needs a lot of improvement.This research uses qualitative technique/method and based on it give some mandatory improvements.Wagener [6] inspect the critical factors in agile software development.In the first section author briefly describe each method of agile software development.The portion which is related to our work are a categorization phase of agile factors.
Wagener divides the factors in four important groups named as (i) People, (ii) Process, (iii) and Technical, (iv) Organizational.Chow and Cao [7] done a survey study by which they find have find the most important factors which effect the project most.They done survey on 109 agile projects from different 25 countries around the world and then analyzed this data with the help of regression analysis.Baddoo and Hall [8] describe motivators of developers, project managers and senior managers in domain of Software Process Improvement(SPI).They describe many motivators factors of above all 3 groups and find that most common motivator factor is ‗rewarding'.Asghar and Usman [9] presented motivator and demotivators factors of Pakistan software industry.To evaluate data Systematic literature is done and based on these literatures review a case study has been done.Based on result of case study an extension of Pakistan industry in MOCC is proposed.They find the motivation in the study of hosted 5D's Model which has done a survey of Pakistan in which they ranked culture of Pakistan as the biggest demotivators factors.

A. Systematic Mapping Study
Systematic allocation study has reduced the biasness of literature with string order of methodological steps to literature search.Peterson et al considered a well defined and evaluated review protocols to extract, analyze and document result [10].This study also follow the process in [10] which include three step review including planning, conducting and documenting.This review is completed by an evaluation of outcome of each step's outcome.Furthermore, the categoriation and subcategorization of motivators and demotivators is also considered.

B. Planning of Mapping
This mapping study is used to explore the background literature knowledge regarding motivators and demotivator in ASD.There exists different methods that record the motivators and demotivators of ASD, however, these are in dispersed form.There exists a gap to record motivators and demotivators in the field of ASD, collectively.This Knowledge helps us to explore more what type of motivators and demotivators exist in ASD and provide a guideline to implement motivators and demotivators model in software industry which literature review lacks.

C. Research Questions
To achieve the objectives of the research, following research questions are considered as shown in Table I. www.ijacsa.thesai.org

D. Search Strings
Following are the technical keywords concate to make search strings for searching purpose which are useful for findings the studies:

F. Extraction
One of the important segments of the current research was the extraction of desired studies related to the research objectives.The extraction process starts with the injection of search strings provided in the sub-section D. The extracted motivators and demotivators are presented in the following Tables II and III.

1) Motivators extract from literature review
The number of frequencies of motivators is visualized by treemap.Following diagram depicts the different frequency range of motivator factors reported with respect to literature.Range of reported frequency is highlighted in different color, i.e frequency of identify with the task is 25, whereas, supportive role of management in examine study is 20 and the frequency range of career path is 19.Along with, frequency of development needs address, a variety of work, rewards and incentive and autonomy were 20,19,17 and 16 respectively.Moreover, frequency of technically challenging work and sense of belonging is 15, feedback is 13 and job security is 12.The frequency of trust is 10, whereas frequency of work balance, making a contribution and sense of belongings is 9 and better working environment frequency is 8. Finally, the least frequency report of motivators reported contains equity as 5, eliminate politics as 4, successful company experience as 3, well define coding standards, sufficient resources, self organizing teams and project ownership as 2 and right amount of documentation is referred only once.2) Common demotivators factors extracted from literature review Some common motivators and demotivators extracted from literature are shown in Fig. 1 and 2.
Following diagram depicts the different frequency range of demotivators factors reported with respect to literature.Range of reported frequency is highlighted in different color, i.e. frequency of unsupportive management is highest as it is reported in the literature 8 times, whereas, uncompetitive pay and stress/pressure in examining study is 7. Along with, unrealistic goals and communication barrier is 6, injustice in the promotion is 5 and lack of relationship opportunity, lack of influence and inequity/personal perferences is 4.Moreover, the frequency unfair award system, the political environment and poor quality software is 3, non interesting work and risk is 3.

G. Selection of Primary Study
Before selecting any study, all the studies were checked and select the relevant to the research questions.Papers were included after reading the title, abstract and if there was any confusion and not clear about the paper, then the complete paper review were considered and applied the inclusion and exclusion criteria.

1) Inclusion criteria
The following points are strictly followed while selecting the paper as inclusion criteria:  Studies had been published in journals, conferences, and workshops.
 Studies must be written in English.
 Studies must be accessible electronically.
 Collected studies must be published after 2000.
 Research papers will be included which are based on the expert opinion.
 Research papers related to the topic, will be included as weak evidence which do not provide evidence.

2) Exclusion criteria
The following points are strictly followed while considering the exclusion criteria:  Non-peer reviewed studies (tutorials, slides, editorials, posters, keynotes) are excluded.
 Peer reviewed, but not published in journals, or conferences are not considered (e.g.Book, and blog articles).

 Publications not in English
 Electronically non-accessible.

H. Conducting Mapping Study
Research paper which is published in different conferences or journals that would be a complete version, based on the studies discussed in the article, will be included.Selected primary studies are 48 as show in Table IV.However, further, for the evaluation of these studies, this study has included the studies that are most appropriate to the topic.

IV. MOTIVATORS IN (RQ1)
In order to answer the research question 1, motivators and demotivators are classified as these factors: Organizationorganization factors, people factors and technical factors (Table V).Although, other previous quality attributes have been discussed in this mapping study, however, the current study has found out different few more.www.ijacsa.thesai.orgCurrent section tries to answer the research question 2. This study has further divided the motivators and demotivators into sub categories, i.e. (i) Organizationorganization factors like Customer Satisfaction, Customer collaboration, and prioritize work, (ii) people factors like honesty, collaborative attitude, responsibility, and technical factors like initiation, direction to work, intensity have been discussed in this mapping study.Tables II and III represent the mappings of motivators and demotivators from exist literature.Beecham et al. [70] did a systematic literature review on motivators and demotivators on software engineer which is further enhanced by [44].This domain still demands a lot of work as this has direct concern over employee satisfaction.

VI. THREAT TO VALIDITY
We discuss threats to the validity of this work in the different mapping study steps.

A. Risk Identification of Primary Studies
A challenge was to determine the scope of our study, as motivators and demotivators covers multiple computer and society, including software development, information systems and other computer terms.This geometry uses different terminology for the same concepts.All tires and avoid distortion of competition, we've searched for motivators and demotivators terms in different contexts.While this bias falls reporting requirements, increases the search effort.To identify relevant studies and offers a selection of un-biased, a test protocol was developed.

B. Threats for the Selection and Consistency of Extraction of Data
Formulation of research questions has helped in the selection of studies of relevance, just as a frame of reference model and characterization in research methodology.We, however, contained magazine contributions and thesis here (so together as an assessment has taken place) any trends and activities.

C. Threats to Data Fusion and Results
The credibility of the threat is mitigated by having as much as possible in accordance with the Protocol on the control of a single standard description, and, if these are different from the steps and externally assessed.Along with these categorizations, a sub categorization is also being performed that will contribute further in future research.These classifications are being done for the following factors, i.e. variety of work, a sense of belonging, employee participation, recognition and clear identification with tasks.The sub factors helped in a clearer understanding of the motivators and demotivators at technical grass root level.The detailed discussion of these subcategorization is briefly described hereafter.

A. Classification of Factors into Sub Factors
The classification of some motivating factors into sub factors is performed by which their identification and definition become easier.

1) Variety of work:
People require the area of work that can boost their capability and enhance their skills.Literature usually prefer the area that can overcome their limitations in future.Variety of work can be classified as personal and market needs.In personal needs, practitioners usually want to follow their personal preference to work while in market needs, and have to follow the trend of market by which multiply their worth.
2) Sense of belonging: Software engineers have assigned different tasks which have divided per interval.These tasks demand a sense of belonging from practitioners.This sense of belonging can be divide into intrinsic and extrinsic factors.Intrinsic belonging has contain self doing of work, whereas,extrinsic belonging may contain supportive role of management.
3) Employee participation: In an organization employee participation is compulsory to get the maximum result of the project.Employee participation has classified as individual and team wise.Individual participation is like owning a problem and try to solve it by individual force, however, as a team each member participation is necessary.

4) Recognition:
The credit of work should be given to the employee.By given the due recognition of work motivate them to work better for the future work.This recognition can be classified as by giving rewards and incentives or by giving the due credit.
5) Clear Identification with Task: Understanding project requires the clarity of doing work.By clearing understanding, productivity of the system can be increased.It also provides ownership of the project.Identify with the task can be classified by clear goals and stick with the plans.
Our contribution in this research is to classify the motivators and demotivators into three factors.Organization, people and technical factors.Secondly, further classification of www.ijacsa.thesai.orgfactors into sub factors and give detail description of these sub factors is also being done.The other implication has been found in literature, is lack of the motivators and demotivators models of Agile software development because due to change of method of adopting in software development there is a need of motivators and demotivators model In ASD.Extensively, more work is needed to perform and gauge the motivators and demotivators of other Agile methods.

VIII. CONCLUSION
This mapping study briefly viewed for the given studies on motivators and demotivators of ASD and the relevant challenges regarding motivators and demotivators.Literature has discussed in detail about motivators and demotivators of ASD.The Plan behind to write this systematic mapping is to produce the results that how it will be shown in this study and the major keyword to support to find the literature related to motivators and demotivators.Research flow diagram is showing the flow of the research and depicts how the paper is being selected.The first research question addresses the different challenges in motivators and demotivators regarding software Development.These challenges are also described in the literature review, however, open issues does not describe in the literature review.The second question is to find the existing motivators of agile software development.These factors are found on the basis of three factors, i.e. people, organization and technical.

IX. FUTURE WORK
Currently the extracted material is based on the existing literature found in motivators and demotivators of agile software development.There is need for performing the empirical analysis of motivators and demotivators especially in South Asian region as there is less work is being there.
Further plans include proposed a motivational model for practitioners of agile by which guidelines for software firms will propose to increase their productivity.wewill consider Comparison of proposed method to similar methods, using a framework in future.
VII. DISCUSSIONThis research has extracted the motivators and demotivators of ASD.For this purpose, a systematic mapping study on existing literature of motivators and demotivators is performed that help to categorize them in terms of individual focus and to obtain an understanding of key research concerns.To address the individual factors, motivators and demotivators are classified into three factors, organization, people and technical.By Literature, respective motivator and demotivator factors are evaluated which is classified according to organization, people and technical.Oorganization factors are: client based, decision time, team distribution, team size, general culture and planning and control.Likewise, people factors are classified in capability, personal feature, communication and negotiation, society, culture, training and learning.Whereas, Technical factors are sub classified as personal characteristics, intrinsic, extrinsic and other general factors.All these factors classifications were considered with respect to motivators and demotivators and all data has been mapped with existing literature.

TABLE I
This question will elaborate the categorization of motivators and demotivators in the Organization, People and Technical factors 2What are subcategories of motivators and demotivators?This question aims to provide sub-categorization of motivators and demotivators.

TABLE III .
DEMOTIVATORS FROM LITERATURE

TABLE IV .
SCRUTINY OF THE PAPER