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Тренинги, Курсы, Обучение — Agile, Scrum, OKR
Тренинги, Курсы, Обучение — Agile, Scrum, OKR
Тренинги, Курсы, Обучение — Agile, Scrum, OKR
17 October, 2022 г.
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Is Conway's law real?

Conway's law is a theory about how software is designed, which states that the structure of a software project mirrors the social structure…

Is Conway's law real?

In 1968, Melvin Conway, a software engineer at MIT, coined the term "Conway's Law" to describe the phenomenon of how software projects were structured in relation to their management structures. In other words, Conway's Law states that the structure of a software project mirrors its management structure. This can be seen in many different ways: if you have a team with three managers, then your code will have three different parts; if you have a team of four developers who report to one manager and one developer who reports to two managers, then your code will also have four different parts.

A lot of people think Conway's law is real. But what does it actually mean?

This has been proven true time and time again in academic studies as well as real-world examples—and even if it weren't true for any other reason than it makes sense logically (and we all know how much engineers love logic), it's still worth taking into account when building teams and structures around projects.

Conway's law, as popularized by John Backus and Peter Naur (both computer scientists), states that the structure of a system tends to mirror the structure of the organization that built the system. It's a fairly simple concept: if your company is organized in a certain way, then the software you build will reflect that same organizational structure.

For example, let's say your company has a lot of managers who are constantly juggling multiple projects at once. When you're writing code for them, you'll probably end up with an interface that is more complex than it needs to be because there are so many moving parts involved in any given task. In this case, the structure of your organization influenced how you designed your software—which is exactly what Conway predicted would happen!

But does this mean that Conway's law is always true? Not exactly. While it might seem like common sense on its face, there are plenty of examples where this doesn't appear to hold true: Amazon's website is organized by product category instead of by department or team; Apple organizes its products around categories such as "music" and "apps" etc.

Conway's law is a theory about how software is designed, which states that the structure of a software project mirrors the social structure of the organization that produced it.

As a result, it is often true that programmers will be forced to design software in ways that reflect their organizations' culture. However, this theory has been largely discredited by research that shows that organizational culture and design practices are not strongly correlated.

How can Conway's law be prevented?

To prevent Conway's law, you must first understand what it is and how it works. Conway's law states that a system's structure will be limited by the extent to which it can be understood in terms of the communication structures within the system.

In other words, if we have a team of developers who are all working on different aspects of a project, but they don't have clear lines of communication with one another, then we are likely to end up with a disorganized structure for our system as a whole.

To prevent this from happening, we need to make sure that our teams are organized in a way that ensures clear communication between everyone involved. This can be done by making sure that each developer has their own space where they can work without interruption, and also by setting up regular meetings between all members of each team so that they can discuss their progress and make sure they're on track with their goals.

Conway's law is a phenomenon that occurs when the structure of a software system mirrors the social structure of the organization that created it. In other words, if an organization has a hierarchical structure where programmers report to managers, and managers report to executives, then the way in which code is written will reflect that structure: programmers will write code for their managers, who will then review and approve it before passing it on to the executives. This structure can cause problems because it can make it difficult for teams to collaborate effectively if they're not organized in a way that allows them to easily communicate with each other.

In order to prevent Conway's law from occurring, organizations should consider restructuring their management hierarchy so that different teams are working more closely together and more easily able to communicate with each other. This may mean eliminating some middle managers or reorganizing teams so that programmers report directly to executives instead of through a middle manager.

The best way to prevent Conway's law from being an issue is to start with the right people.

If you're building a software development team, for example, having two developers with very different skill sets may not work well together. If one developer has experience with web applications while another developer has experience with mobile apps, they might constantly be at odds over how to approach what they're working on—and there could even be disagreements about which platform should be used when.

This is why it's important to get a group of people together who can work harmoniously on a project before starting work on it—or at least make sure that everyone understands what their role will be up front.

Why is Conway's law important?

Conway's law is important because it helps us understand how software projects are organized, and why they behave the way they do.

It tells us that in any software project, the structure of the code is determined by the organization of the team. If a team is organized around features or tasks, then the resulting code will reflect that same structure. If a team is organized around roles or technologies, then the resulting code will reflect that same structure.

This makes it easier for us to understand how our software is built and how it may behave in ways we did not intend or expect. We can also use this knowledge to make better decisions about how we organize our teams.

If you have a team that is split into silos, your product will likely be built in the same way—with different teams working on different parts of it without much communication between them. If you want to build a product that works well together, you need to make sure your organization is structured in such a way that different teams will work together effectively.

Conway's law is important because it gives us a way to look at the structure of our organizations and identify which parts of it are working well, which parts aren't, and how we can improve. It can help us understand how we can use our organizational structure to our advantage, rather than just accepting it as something that is.

Conway's law is the idea that the structure of a software system mirrors the communication structure of the organization that built it. It's important because it shows how communication between programmers can have a direct effect on the quality and effectiveness of their code, as well as on their organizational productivity as a whole.

Conway's law helps us understand why it's important for programmers to work well together--and why good communication between teams is essential. When you have a group of people working together on one problem, it's important that they have shared understanding about what they're doing, where they're going, and how they're going to get there. If you don't know what your teammates are working on or why, then you can't help them out when they need it most--and vice versa!

Conway's law states that the organizational structure of software-producing companies tends to mirror their communication structures.

It was coined by computer scientist Melvin Conway in 1968, and has since been used as a tool for understanding and predicting the organization of software projects and teams.

Conway's law is important because it can help us understand how to best organize ourselves so that we can work effectively with others on our teams—whether they're internal or external stakeholders.

Conway's law is important because it states that software and hardware architectures tend to reflect the communication structures of their designers.

This means that if you want your team to be able to communicate effectively, you need to make sure that the structure of your company reflects that communication.

If you're looking at a company where different departments are siloed, or where there are hierarchical structures in place, this is probably a sign that you should take a look at how your company is structured.

It's also important because it can help you predict how things will change over time. If a team is all on one floor of an office building, but their work has them working with other teams, it's likely that they'll eventually move onto another floor or even another building altogether (or start working remotely). It's possible for this kind of change to happen without any planning or foresight on your part—but if you're aware of what's going on, then you can at least prepare for it.

In particular, Conway's law emphasizes that different parts of an organization will have different perspectives on what projects are most important and how they should be approached. This can lead to conflicts within organizations when different teams have competing priorities and designs for their applications.

Conway's law is an observation that software organizations tend to structure themselves in a way that mirrors their communication patterns.

This means that when teams are not able to communicate effectively, they often create a structure that mirrors those communication issues. For example, if one team has trouble communicating with another team, it's likely that the two teams will be located on different floors in the same building.

This is important because it means that by observing the structure of your company, you can get some insight into how well your employees are able to communicate with each other.