Generic Framework for Collaborative Work Environments

Collaborative Work Environment (CWE) is an operation integration concept supported by real-time systems (tools and facility), defined business processes and the right set of domain experts. The objectives in Collaborative Work Environment implementation includes; providing an operating asset the benefits of real-time operation optimisation and reduction in personnel unsafe travel exposure alongside effective team collaboration resulting in faster decision making using the intelligent oilfield capabilities. This paper assesses, hypothetically, the Collaborative Work Environment implementation strategy for a marginal field operator in Gulf of Guinea. Collaborative Work Environment solutions are not really new to the oil and gas industry, as it has been widely implemented and embedded by major oil and gas companies in different regions around the world. However, what that is really novel are the challenges of implementation by marginal field operators. The challenges in implementing Collaborative Work Environment by marginal field operators includes; high-cost relative to the asset financial base and importantly the need for ‘visible’ benefit of intelligent oil field solutions linked to the business objective of the small operator. This paper aims to highlight an effective business strategy of implementing intelligent oil field by a marginal field operator by using procedure of comparing a case study during a well workover operation against standard implementation strategy by the major oil and gas companies. The benefits of the Collaborative Work Environment were clearly ‘visible’ leveraging on the real-time support from the office to the field using the Collaborative Work Environment technology, facility and processes. The immediate ‘visible’ benefit of Collaborative Work Environment strategy during the well intervention operation included; faster team decision-making and situational awareness collaboration with remote location using intelligent oil field capabilities. This experience provided a novel platform for developing an asset-specific intelligent oil field implementation and embedment strategy for the marginal field or small exploration and production operators in environment similar to the Gulf of Guinea. The recommendations from this paper will form a quick reference tool and assist in developing Collaborative Work Environment implementation and embedment strategy for small oil and gas field operators globally.

Collaborative work in Building Information Modeling (BIM) projects is frequently understood as the interaction of modelers in an asynchronous way through modification requests or via e-mail/telephone. However, alternative work methodologies based on creating a common and synchronous environment allow solving issues instantaneously during the design process. This study aimed to analyze the behavior and performance of BIM users with different specialties who were subjected to an experimental exercise in a collaborative environment. For this purpose, a process was devised to collect, sort, and select the data from the log files generated by the BIM software. A timeline of the experiment was populated with data on the intensity and types of commands used by each specialist, which allowed determining behavioral patterns, preferred commands, indicators of their experience, further training needs, and possible strategies for improving the team’s performance. In the experiment, the mechanical designer’s performance was 49% and the rest approximately 64%, with respect to that of the architect. An average rate of 1.66 necessary or auxiliary commands for each contributory command was detected. The average performance was 200–400 commands per hour, which intensified by the end of the experiment. Further training needs were detected for the plumbing designer to reduce the use of backwards commands. Conversely, the electrical designer showed a positive evolution regarding this aspect during the experiment. The analysis methods here described become useful for the aforementioned purposes. Nevertheless, combinations with methods from existing research might improve the outcomes and therefore the specificity of recommendations.

This research applies a systems approach to aid the understanding of collaborative working during analysis using a dedicated (Wiki) environment. The extent to which social interaction, and problem solving was facilitated by the use of the wiki, was investigated using an problem derived from the Vast 2010 challenge. This challenge requires intelligence analysts to work with a number of different sources in order to predict a possible terrorist attack. The study compared three types of collaborative working, face-to-face without a wiki, face-to-face with a wiki, and use of a wiki without face-to-face contact. The findings revealed that in terms of task performance the use of the wiki without face-to-face contact performed best and the wiki group with face-to-face contact performed worst. Measures of interpersonal and psychological satisfaction were highest in the face-to-face group not using a wiki and least in the face-to-face group using a wiki. Overall it was concluded that the use of wikis in collaborative working is best for task completion whereas face-to-face collaborative working without a wiki is best for interpersonal and psychological satisfaction.

In a web-based Collaborative Working Environment (CWE), people’s activities are principally concentrated in the group shared work space. Any collaborative interactions could leave a series of collaborative traces. Based on our proposed concept Collaborative Trace and the corresponding Model, this chapter addresses the issue related to exploit and reuse the collaborative traces in consideration of supporting the group collaboration work in different aspects. In this process, obviously, some complex filters are required to extract more potential information both from the trace set and the data base. They can be defined by the rules according to the practical collaboration object and the application formalism. Furthermore, a general traces exploitation framework is introduced and implemented in CWE with a comprehensive case: the traces based SWOT Analysis.

This study investigates the impact of performance-based compensation, a collaborative work environment, and organizational culture on the motivation of Generation Z employees in Indonesia’s food and beverage (F&B) industry. Using a quantitative approach, data were collected from 45 respondents through a structured questionnaire measured on a Likert scale (1–5). The data were analyzed using SPSS version 25, employing descriptive statistics, reliability testing, correlation analysis, and multiple linear regression. The results indicate that all three factors significantly and positively influence Generation Z employee motivation, with organizational culture having the strongest effect, followed by performance-based compensation and a collaborative work environment. These findings highlight the importance of tailored HR practices to align with Generation Z preferences, ensuring higher employee engagement, satisfaction, and retention. This study offers practical insights for F&B managers to create a motivated and high-performing workforce in a competitive industry.

In today’s exploration and production (E&P) industry, information technology has become a critical component to support business and operational processes. The increasing volume of petrotechnical data with high-resolution 3D seismic data sets and well logs, combined with real-time data acquisition from well sites requires scalable and robust computing infrastructure. E&P specific challenges, such as remote operation, shortage of experts, and knowledge retention, require changes in the working environment from a specialized and isolated traditional workflow to a multidiscipline collaborative workflow. This collaborative working environment requires technology to enable geoscientists and reservoir engineers to work in an interrelated way. The collaborative working environment can be enhanced further with a virtual workspace to overcome physical distance of collaboration with remote locations. This paper describes the collaborative environment infrastructure project in Al-Khafji Joint Operations (KJO). Located in Al-Khafji, the border region between Saudi Arabia and Kuwait, KJO has to cope with the E&P specific challenges mentioned above. The project included the design and implementation of an information technology infrastructure to enable a collaborative environment, various geoscientist workflow tools, data management and human interaction.

It was interesting to read the research work by Skarstein et al. (2024) on the need for support expressed by the recently appointed nursing leaders. The authors deal with an extremely current topic of the difficulties encountered by nurses recently appointed to a leadership position and suggest several certainly effective actions to address the problem. The current system needs a thorough overhaul to ensure that future nurse coordinators are adequately prepared to meet the complex challenges of the modern healthcare sector. The figure of the nursing coordinator plays a crucial role in ensuring efficiency, quality and safety of care. However, the growing complexity of the healthcare system, combined with the new challenges posed by the global pandemic, highlighted the need for an evolution in the nursing leadership model. The nursing profession is going through a period of crisis as it faces new challenges (Ginaldi et al. 2024; Azzellino and Martinis 2024). We must give it the opportunity and resources to renew itself and recognise new roles and responsibilities in our healthcare systems. As Skarstein et al. (2024) point out, nurses newly appointed to leadership roles want to improve their leadership position and increase confidence in the role with targeted support. The nursing profession must engage in and embrace the concept of mentoring to provide newly appointed leaders with supportive environments (Lysfjord and Skarstein 2024; McNamara et al. 2014; Vitale 2018). Nursing coordinators are called upon to manage a wide range of responsibilities ranging from managing staff to supervising the quality of care, from scheduling shifts to resolving complex clinical problems. Despite this, they often lack adequate training and support tools to effectively address these challenges. It is therefore imperative to introduce continuous training, support and development programmes, that include advanced skills in management, leadership, communication and problem-solving. There is an urgent need to introduce mentorship programmes with experienced healthcare leaders and one-on-one coaching to provide personalised support and skill development. Furthermore, promoting a culture of distributed leadership is essential to harness the strengths of each nursing team member, fostering a collaborative and inclusive work environment. Nursing leaders should be supported in their efforts to retain nurses and ensure high-quality patient care (McNamara et al. 2014; Rokach, 2014). Another critical aspect concerns the need to formally recognise and adequately remunerate the role of nursing coordinators. Often, their duties go well beyond those stipulated in their contract, resulting in stress and the risk of burnout. Leadership that cultivates a collaborative and supportive work environment is associated with greater employee satisfaction (Bergstedt and Wei 2020). Furthermore, nursing leaders must be actively involved in decision-making processes at the corporate and political levels. They must be allowed to actively participate in hospital decision-making committees. All authors contributed equally to the work. The authors declare no conflicts of interest. The authors have nothing to report.

We describe a novel approach for building a secure and fault tolerant data storage service in collaborative work environments, which uses perfect secret sharing schemes to store data. Perfect secret sharing schemes have found little use in managing generic data because of the high computation overheads incurred by such schemes. Our proposed approach uses a novel combination of XOR secret sharing and replication mechanisms, which drastically reduce the computation overheads and achieve speeds comparable to standard encryption schemes. The combination of secret sharing and replication manifests itself as an architectural framework, which has the attractive property that its dimension can be varied to exploit tradeoffs amongst different performance metrics. We evaluate the properties and performance of the proposed framework and show that the combination of perfect secret sharing and replication can be used to build efficient fault-tolerant and secure distributed data storage systems.

Collaboration @ work was first defined in the Collaboration @ work report 2004 as "collaboration among individuals engaged in a common task to achieve a shared objective using collaboration technologies". At that time the focus was on collaboration services providing functionalities at middleware level which could be reusable at the application level. Reflecting this focus, the Research European Union 6th Framework Programme Strategic Objective 2.5.9 "Collaborative working environments" was drafted up to achieve a common repository of collaboration services to be invoked by collaboration tools and integrated into large validating applicators. A budget of 40 Mio € is devoted to this Strategic Objective (SO) in 2005. Work to be carried out within this SO will contribute to the use of collaborative technologies with a mediating role among distributed workers and as a glue of diverse technologies (such as mixed-reality, visualisation, interfaces technologies) to support collaboration among people and other artefacts (robots, actuators, sensors).

Improving communications with bluetooth enabled collaborative middleware in MANET

Nangka or Jackfruit is one of the plantation crops which are commercialized in Agriculture Business industry in Malaysia. There are certain activities involved in cultivation process until it's marketed. Every day job routine is done by farmer like pruning, fruit thinning, weeding, fertilizing and so on. Those job activities are not in well planned and schedule. The development of NangKOM software could help the farmers for their daily activities in this industry. NangKOM has been developed using web based technology and open source tools like PHP, MySQL database and Apache Web Server. NangKOM application will be accessed through mobile devices using Wi-Fi technology. The entire task schedule will be recorded and identified for the next job or task to do. These tools could produce forecasting result for jackfruit in graphical graph format and analysis. Therefore, it is hoped that NangKOM could improve and increase the productivity of Agriculture field in Malaysia.

ABSTRACTSituated learning is based on the premise that action is grounded in the concrete situation and the specific circumstances in which it occurs. Such situatedness involves translation students working with authentic projects and developing professional skills, as translation needs to be undertaken within a particular framework where translators interact with colleagues and use tools for problem-solving tasks. In profession-oriented approaches to translator education, situated learning encourages the construction of new knowledge upon real-life working environments, which have evolved towards multimodal collaborative work scenarios which, in turn, simulate real-life workplaces. In order to help trainee translators develop instrumental and professional competences, we present an experimental study aimed at measuring students’ academic performance in a project-based role play translation task. The study involves students using Web 2.0 tools for the translation of authentic texts on the basis of a realistic translation commission. The results point to a highly positive attitude of students towards Web 2.0 tools. Students found them very useful, interaction among team members was facilitated, and learning performance showed a significant improvement, with students feeling more confident, autonomous and encouraged by facing a realistic situation.

As professionalism in leadership has evolved, it has become increasingly clear that technical skills and intellectual abilities are not the only attributes necessary to perform as an effective leader. Emotional Intelligence (EI) is now recognized as a dominant component of successful leadership (Goleman, 1998) [12]. In this article, we explore how emotional intelligence can impact the ability of a leader to enhance his/her performance in both an educational and organizational setting using a systematic review of the literature and a conceptual analytical methodology (Snyder, 2019) [31]. Our results include a review of peer-reviewed published research found in Scopus, ERIC, and Web of Science during the period from 2000 to 2024, as well as reviews of policy documents from UNESCO, OECD, and the Government of India. From the data collected, it appears that leaders with emotional intelligence are able to make better decisions, have increased ethicality in their decision-making, handle disputes effectively, and motivate teams to perform better, all of which have an impact on the development of a positive organizational climate and the overall success of the institution (Harms & Credé, 2010) [15]; (Côté, 2014) [18]. Facilitating or creating an effective collaborative work environment produces more productive teachers and a better quality of instructional practices in schools (Leithwood & Jantzi, 2006 [22]; Brackett et al., 2011 [20]). Additionally, the effectiveness of facilitating or creating a collaborative work environment is directly related to the emotional intelligence of the facilitator or leader (George, 2000) [14]. However, there are many challenges related to emotional intelligence that researchers have explored, such as measurement inconsistencies, cultural biases in the understanding of the use of emotional influence, and ethical considerations (Mayer et al., 2008) [6]. Therefore, there may be implications for policymakers as discussed in the context of the National Education Policy 2020 of India, which calls for holistic leadership and teacher well-being (Government of India, 2020) [28]. Future research should develop a systematic approach to integrating emotional intelligence into leadership training and developing teacher preparation programs and structures for school communities.

Transition to Practice: Onboarding Components for Establishing and Sustaining Healthy Work Environments.

Game engines at their core are modular and expandable sets of software components which allow for creation of a huge variety of different projects. Many provide the basic tools for three dimensional visualisations, networking between users, simple control schemes using keyboard and mouse or game controllers, data storage, even vocal and textual communication within the environment. While the primary purpose of these packages is for making video games for entertainment, more and more people are seeing the value of these tools in creation of more “serious” applications. These “serious games” have been focused on areas such as education and training in recent years, but there is room for expansion of game engines into the areas of visualisation and collaborative work environments. Multiplayer games are often inherently collaborative environments, forcing users to work together to reach some end goal. By using the framework provided by these games, we can more easily create a virtual workspace which can visualise real world data and problems, and allow distributed users to discuss and collaborate on potential solutions. In this paper, we discuss our development of a simple system which creates visualisations of surface current data in a 3D recreation of Galway Bay. The end goal of the system is to provide a virtual environment that will allow distributed groups of users to visualise and discuss datasets, and collaboratively come to decisions in more efficient and informed ways.