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-Now we get to the final part of the lesson.

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-And in this part I want to talk about well known,

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-ineffective development practices. These practices, when followed, tend to lead

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-to predictably bad results. So let's look at some examples of

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-these classic mistakes. And we're going to start with mistakes

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-involving people. And notice that there is a long list. So

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-I'm going to discuss just a few of those mistakes.

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-And I'm going to point you to more information on this

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-topic in the class notes. And some of these mistakes are

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-actually kind of entertaining. So I'll recommend that you look at

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-the class notes and go in more depth in this list.

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-So the first people mistake I want to mention is the

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-one that I define, heroics. And this refers to too much

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-emphasis on can do attitudes, so this idea that one person

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-by himself or by herself can do everything and can make

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-the difference in the whole project. And unfortunately, this encourages extreme

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-risk taking and discourages cooperation, which is plain bad for

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-the project. For example, it might force people not to

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-report schedule slips. It might force people to take on

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-on too much responsibility. And normally, and I saw it

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-happen many times, the final result is a failure. So

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-what you want when you're developing a larger project, is

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-actually to apply soft engineering principles. Have teams, have team

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-work, and have cooperation among the different team members, without pointing

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-too much on single individuals. Another classic mistake

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-is to not create the right working environment. We

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-all like to work in nice environments. And there

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-is strong evidence that the working environments can play

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-a big role in productivity. There is evidence

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-that productivity increases when the workplace is nice, quiet,

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-warm, and welcoming. Finally, some of the most important

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-people relating mistakes are due to poor people management.

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-For example, lack of leaderships, or leadership that is

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-exercised using the wrong means in the wrong way, which

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-can lead to very unhappy personnel and therefore, low

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-productivity, or even people leaving teams. Another classic example of

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-poor management is adding people to a project that

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-is behind schedule, which never works. Why it doesn't work?

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-Because these new people need to be brought up to

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-speed, and that causes further delays rather than improving the

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-situation with the project schedule.