System Development Life Cycle (SDLC) is a project management technique in which a problem is broken up into smaller managable parts. The SDLC consists mainly of 8 stages; namely Initiation, Planning, Analysis, Design, Development, Testing, Deployment and Maintenance.
There are many system development methodologies that are adopted by software companies today such as the Waterfall approach, Iterative (Agile) approch, Rapid Application Development (RAD), Xtreme Programming (XP)...etc. Each of these development methodologies has its opponents and proponents. It is perhaps not immediately apparent which of these methodologies is best for producing the most desirable results.
In my years of experience developing software adopting different development methodologies, it has become quite evident that there isn't a particular methodology that works best in all situations. Adoption of a system development methodologies should be based on the particular situation and not personal bias.
There are many factors which will determine which development methodology is best such as; skills, culture, organizational politics, enviornment and technology. I am often asked about what is my evaluation of a particular development methodology, and my answer is always, "Use whatever fits your particular situation."
Keeping your staff motivated and challenged is essential for your success as a manager as well as for the success of the organizations’ common interests and goals. When staff becomes unchallenged a number of problematic situations for you and your staff may arise.
When an employee is unchallenged enough and does not get opportunities to add value, this will certainly lead to boredom. This will eventually lead the employee to use the organizations’ computers and other assets to find another job or to do things that are of interest or perhaps even play some games to pass time.
As for me, I am bored to my head and so I decided to write about the situation which was created by a number of circumstances, but mainly by my supervisor’s inability to understand my full aspirations, potentials and real value I can add to the organization.
It is the manager’s responsibility to understand staff aspirations and goals and be able to unleash their full energy to attain their full potential. My advice is of course to all of you folks out there, do not get caught up in a situation like this. If you feel that your superiors aren’t realizing your full potential, and then start looking for a different job because things will not change unless the boss is changed.