Predicting Most Productive Requirements Elicitation Teams using

International Journal of Engineering and Advanced Technology (IJEAT)

ISSN: 2249 – 8958, Volume-9, Issue-1, October 2019

3809

Published By:

Blue Eyes Intelligence Engineering

& Sciences Publication

Retrieval Number: A9833109119/2019©BEIESP

DOI: 10.35940/ijeat.A9833.109119

M. Aqeel Iqbal, Asadullah Shah, Tehmina Karamat ullah Khan

Abstract –The social and collaborative nature of requirements

elicitation process bases its core dependency on aptitude,

attitudes, and personality characteristics of its participants. The

participant’s personality characteristics are directly related with

their personality traits, which can be categorized using different

personality assessment models. The MBTI personality assessment

model has been used successfully for the assessment of

personality of software engineers since last few decades. In this

article, the personality traits for requirements elicitation teams

have been predicted using MBTI personality assessment model,

on the basis of their industry demanded job descriptions/tasks

and major soft skills. The article presents a complete personality

prediction process using a systematic approach based on major

soft skills mapping with job descriptions, personality attributes

and personality traits. The obtained results show that

extraversion and feeling personality traits are the most suitable

personality traits for requirements analysts/engineers who are

assigned the task of requirements elicitation. The obtained results

are very much aligned with the already published scholar’s work

for software engineer’s personality assessment and development

team composition.

Keywords – Requirements Elicitation, RE Teams Personality,

Requirements Analyst Personality, MBTI Personality Traits,

Personality Traits, Personality traits Prediction

I. INTRODUCTION

Requirements Elicitation is considered as one of the most

important processes carried-out during requirements

engineering phase. The requirements elicitation is first stage

of requirements engineering process in which product

requirements are gathered from its intended users by using

different types of elicitation techniques. The requirements

elicitation team is responsible to explore the sources of

requirements and identify the product stakeholders [1]. The

team is also responsible to select an appropriate elicitation

technique and elicit the requirements, negotiate with users to

resolve the requirements conflicts. At the end, the team

notes the elicited requirements to make initial requirements

notebook that will be later on converted into formal

requirements specifications document.

Revised Manuscript Received on October 15, 2019.

Mr. M. Aqeel Iqbal, Kulliyah of ICT, International Islamic

University, Malaysia. (Email: bhatti.aqeel@live.iium.edu.my)

Dr. Asadullah Shah, Kulliyah of ICT, International Islamic

University, Malaysia. (Email: asadullah@iium.edu.my)

Ms. Tehmina Karamat ullah Khan, Kulliyah of ICT, International

Islamic University, Malaysia. (Email: tkarama[email protected])

Consider the figure-1, which represents the inner process of

requirements elicitation along with all of its internal stages

and tasks. The complete process of requirements elicitation

is highlighted from left to right direction in the figure to

show the sequence of activities carried-out. Initially the

requirements elicitation team uses appropriate elicitation

techniques like structured or unstructured interviews of

users and clients to gather the requirements from the product

users. Similarly, sometimes it becomes necessary to apply

and active or passive observations based techniques to

understand the user requirements. If analysts use

observation based techniques to gather the requirements,

then the user stated stories are transformed into As-Is-

Scenarios to extract the use cases from them for further

modeling of functional requirements.

Figure-1: Requirements Elicitation Process

However, if the analyst use interview based elicitation

techniques, then the users descriptions are translated into

analyst based visionary scenarios to extract the use cases

from them for further modeling of functional requirements.

In both cases, the obtained use cases are iteratively analyzed

and mapped with system requirements to refine them to get

concrete function requirements with precise scope. As-Is-

Scenarios are then mapped with observations while

Visionary Scenarios are mapped with interviewed contents

to perform their cross validation. Similarly, the use-cases

obtained are also validated with As-Is-Scenarios or

Visionary Scenarios depending upon they were obtained

from either observations or interviews.

Predicting Most Productive Requirements

Elicitation Teams using MBTI Personality Traits

Model

Predicting Most Productive Requirements Elicitation Teams using MBTI Personality Traits Model

3810

Published By:

Blue Eyes Intelligence Engineering

& Sciences Publication

Retrieval Number: A9833109119/2019©BEIESP

DOI: 10.35940/ijeat.A9833.109119

Once the use cases have been finalized for initial iterations,

the complicated candidate use-cases are prototyped to

clarify their objectivity and functionality. Sometimes all

internal scenarios of use-cases are prototyped but sometimes

only selected internal scenarios are prototyped depending

upon the criticality and complexity of use-cases. Prototypes

are then tested and validated with As-Is-Scenarios, which

also compensate for visionary scenarios. This process of

requirements elicitation works iteratively with each

successive iteration better finalizing the requirements than

its predecessor iteration. During this iterative process of

requirements elicitation, we get functional requirements,

non-functional requirements, product use-cases and

scenarios. The obtained functional requirements, non-

functional requirements, use-cases and scenarios later on

become the part of software requirements specifications

document. The process of requirements elicitation is full of

different kinds of human centered tasks and activities. The

researchers and practitioners have developed many

requirements elicitation techniques in order to cater the

effective requirements elicitation process [2]. The

requirements elicitation techniques are envisioned to

provide a way and guidance for both the elicitor and other

stakeholders in requirements elicitation process in order to

avoid the “blank slate syndrome”. The requirements

elicitation techniques can be categorized as traditional

techniques, cognitive techniques, group techniques and

contextual techniques with respect to their context of

conduct [3].

The traditional techniques are those generic techniques,

which remained in use in software engineering since its

inception, even when the process of requirements elicitation

was not well known. These techniques have been adopted in

software engineering from other domains of engineering and

social sciences. The most commonly used traditional

techniques may include interviews, questionnaires, task

analysis, domain analysis and introspection. The cognitive

techniques include a series of techniques originally

developed for knowledge gathering. These techniques aim

to elicit requirements by representing and structuring the

knowledge of stakeholders in terms of how they see both the

problem and solutions domains. The most commonly used

cognitive techniques may include card sorting, laddering

and repertory grids. The group techniques aim to foster

stakeholder agreement and buy-in, while exploiting team

dynamics. They typically require various stakeholders

working together in order to generate ideas and

specifications for the target system. The most commonly

used group techniques may include brainstorming,

requirements workshop, focus groups and group meetings.

The contextual techniques have been utilized for the

requirement elicitation as an alternative to both traditional

and cognitive techniques. These techniques focus on

requirements gathered directly from the context in which the

target system will eventually exist in real-life. The most

commonly used contextual techniques may include

ethnography, observation, protocol analysis and prototyping.

Myers-Briggs Type Indicator (MBTI) is a self-report

catalogue being designed to recognize the personality type

of a person, his/her strengths, and aptitude preferences. The

MBTI questionnaire was originally developed by Isabel

Myers and her mother Katherine Briggs based on their

research work with Carl Jung's theory of personality types

[4]. The MBTI personality traits classification is based on

recognition of four major groups of oppositely paired

personalities. These four groups include Extrovert vs

Introvert, Sensing vs. Intuition, Thinking vs. Feeling and

Judging vs. Perceiving as is shown in figure-2.

Figure-2: MBTI Personality Traits

In this personality assessment scheme, each pair defines an

aptitude orientation of a person towards his natural tendency

of actions and response in daily life activities [5]. Hence,

each pair of traits defines a scaled value of attitude

orientation of a person like more extrovert or less extrovert.

The attitude of being a less extrovert personality is

refereeing to an introvert personality. Similarly remaining

all pairs define a different set of personality attitudes and

their inclination towards more or less value in the pair [4, 5].

If we look at the figure-2 given below, we can see that

extrovert (E) vs introvert (I) personality traits pair refers to

the aspect of “Where you get your energy”. In addition, the

extrovert personality refers to aspect of “Talk it out” while

its counterpart introvert refers to aspect of “Think it

through” to get their energy. Similarly, the next personality

traits pair is sensing (S) vs Intuition (N) that refers to the

aspect of “How you take in information”. In addition, the

sensing personality refers to “Specifics” while intuition

personality refers to “Big picture” to take their information

from different sources. Similarly, the next personality traits

pair is thinking (T) vs feeling (F) that refers to the aspect of

“How you make decisions”.

International Journal of Engineering and Advanced Technology (IJEAT)

ISSN: 2249 – 8958, Volume-9, Issue-1, October 2019

3811

Published By:

Blue Eyes Intelligence Engineering

& Sciences Publication

Retrieval Number: A9833109119/2019©BEIESP

DOI: 10.35940/ijeat.A9833.109119

In addition, the thinking personality refers to “Logical

implications” while feeling personality refers to “Impact on

people” to take make their decisions for different aspects of

life. Similarly, the next personality traits pair is judging (J)

vs perceiving (P) that refers to the aspect of “How do you

organize your life”. In addition, the judging personality

refers to “Joy of closure” while perceiving personality refers

to “Joy of processing” to take organize their different

aspects of life matters and tasks.

The four pairs of personality traits give rise to sixteen

possible different personalities of humans and defines their

unique aptitude towards daily life activities. These sixteen

possible combinations of personality traits can be used to

define a full set of habits, attitude and aptitude of persons [6,

7]. Each group of traits contains either extrovert or introvert,

sensing or intuition, thinking or feeling and judging or

perceiving traits. Figure shows that the ISTJ people are

factual, practical, organized and steadfast. The ISFJ people

are detailed, traditional, service minded and devoted. The

INFJ people are committed, creative, determined and

idealistic. Similarly, all other personality combinations have

been highlighted with their personality characteristics,

which distinguish them from other personalities. Hence,

according to this personality traits model, each of these

sixteen categories of human personalities have certain

different attributes or characteristics, which makes them

different from others [8, 9].

II. RE JOB DESCRIPTIONS AND SOFT SKILLS

RECOMMENDED BY INDUSTRY

Consider the table-1, which represents a comprehensive list

of job descriptions for the post of requirements

analyst/engineer. This list of job descriptions for analyst has

been taken from Capretz et al. (2010) who dissected the

different job portrayals for software engineers being

advertised in famous newspapers, magazines and industry

standard job portals [10]. This list includes 11 major job

tasks that are supposed to be performed by requirements

engineer during his work in software development projects.

Each job description has been assigned a unique code to

further process these tasks during statistical analysis of

personality traits based on soft skills. For example, the first

unique code J01 represents the job description of “Extensive

liaison with clients”; J02 represents the job description of

“Client’s existing systems analysis” up to code J11 that

represents job description of “Maintaining updated status of

knowledge about industry practices”. In this table, the job

descriptions have been placed randomly from J01 to J11

without any criticality or prioritization. Hence job

description with code J01 is not necessarily high priority or

critical than job description with code J11. Similarly, all

other job descriptions ranging from J01 to J11 have been

placed in this table just randomly without any priority

criteria or industry ranking.

Table-1: “Job Descriptions” for Requirements

Analyst/Engineer [10]

Job/Task Descriptions

Assigned

Code

Extensive liaison with clients

J01

Client’s existing systems analysis

J02

Client’s requirements translation into

project briefs

J03

Potential solutions identification and

assessment

J04

Proposing logical and innovative system

solutions for users

J05

Suggesting proposals for system

modifications/replacements

J06

Working on system/software feasibility

reports

J07

Working with developers and users to build

an acceptable product

J08

Supervising new system development

J09

Keeping work aligned with planned

deadlines

J10

Maintaining updated status of knowledge

about industry practices

J11

Consider the table-2, which represents a comprehensive list

of major soft skills being desired in software engineers by

software industry during different stages of software

development life cycle. This list of soft skills required by

software industry has been taken from article authored by

Capretz et al. (2010) who dissected the different job

portrayals for software engineers being advertised in famous

newspapers, magazines and industry standard job portals

[10].

Table-2: Major “Soft Skills” Required in Software

Engineers [10]

Soft Skill Description

Assigned

Code

Communication Skill

S01

Interpersonal Skills

S02

Analytical & Problem-Solving Skills

S03

Open and Adaptable to Changes

S04

Organizational Skills

S05

Team Player Skills

S06

Ability to Work Independently

S07

Active Listener Skills

S08

Innovative Mind

S09

Pay through and Acute Attention to Details

S10

Fast Learner Skills

S11

In this table, there are 11 major desired soft skills for

software engineers as per software industry advertisements

on different job portals and highlighted by authors of

different software requirements engineering books. Each

soft skill has been assigned a unique code for its further use

during statistical analysis of these soft skills and personality

traits. For example, the soft skill of “Communication Skill”

has been assigned a code of S01. Similarly, the soft skill of

“Interpersonal Skills” has been assigned a code of S02.

Similarly, all other soft skills have been assigned unique

codes ranging from S01 up-to S11. It should be noted that in

this table, the soft skills have been listed down randomly

without any ranking or priority based criteria. Hence the soft

skill with code S01 is not necessarily a high priority or more

critical than S02 or S03 etc.

Predicting Most Productive Requirements Elicitation Teams using MBTI Personality Traits Model

3812

Published By:

Blue Eyes Intelligence Engineering

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Retrieval Number: A9833109119/2019©BEIESP

DOI: 10.35940/ijeat.A9833.109119

Similarly, all other soft skills ranging from S01 to S11 have

been placed in this table just randomly without any priority

criteria or industry ranking.

III. MAPPING JOB DESCRIPTIONS WITH SOFT

SKILLS AND PERSONALITY TRAITS

Consider the table-3, in which industry demanded soft skills

have been mapped on industry demanded job descriptions

for requirements engineer/analyst. In this table, the columns

represent the different soft skills ranging from S01 up-to

S11 while rows represent the job descriptions ranging from

J01 up-to J11. The each job description has been analyzed

critically and the relevant soft skills have been mapped on it

to see about which skills are required to perform that job

description. For example, the table shows that soft skills of

S01 and S02 are required in requirements engineers to

perform their job task of J01 successfully. Similarly, the soft

skills of S03, S08 and S10 are required in requirements

engineers to perform their job task of J02. Similarly, all

other job descriptions ranging from J01 up-to J11 have been

critically analyzed and the soft skills ranging from S01 up-to

S11 have been mapped on them to find the most relevant

soft skills required by each job description.

Table-3: Mapping “Soft Skills” with “Job Descriptions”

for Requirements Analyst

JDs

Recommended “Soft Skills” for Requirements

Analysts By Software Industry

S10

S11

J01

J02

J03

J04

J05

J06

J07

J08

J09

J10

J11

The last row of this table shows the total count/frequency of

appearance of each soft skill in performing all these 11 job

descriptions by requirements engineers. According to this

table, the soft skill of S01 is required to perform five

different job tasks of requirements engineer out of total 11

job tasks. Similarly, the soft skill of S02 is required to

perform four different job tasks of requirements engineer

out of total 11 job tasks. Similarly, all other soft skills

ranging from S01 up-to S11 have been analyzed and

mapped on different job tasks ranging from J01 up-to J11

and in the last row the total count/frequency of appearance

of each soft skill in these 11 job tasks have been shown.

Consider the table-4, which initially describes the

personality characteristics for each of above soft skills

ranging from S01 up to S11 and later on, it maps these

characteristics on MBTI personality traits [11, 12, 13]. For

example, the soft skill of S01 demonstrates the personality

characteristics of “Social and Talkative”. It means that a

persona having these characteristics of being social and

talkative would have soft skill of S01. Similarly, the soft

skill of S02 demonstrates the personality characteristics of

“Social and Talkative”. It means that a persona having these

characteristics of being social and talkative would have soft

skill of S02. Similarly, all soft skills ranging from S01 up to

S11 have been mapped on their relevant personality

characteristics.

Table-4: Relating “Soft Skills” with “MBTI Traits”

After mapping these soft skills on their relevant personality

characteristics, the remapping of these personality

characteristics have been performed to find out their

relevant MBTI personality traits. For example, the soft skill

S01 is initially mapped to its relevant personality

characteristics of being social and talkative and then these

personality characteristics have been mapped to MBTI traits

to conclude that extraversion personality contains these

characteristics. The table shows that S01 is related to

Extraversion, S02 is related to Feeling, S03 is related to

Thinking, S04 is related to Perceiving, S05 is related to

Judging, S06 is related to Feeling, S07 is related to Intuition,

S08 is related to Feeling, S09 is related to Intuition, S10 is

related to Sensing and S11 is related to Perceiving.

IV. PREDICTING SUITABLE PERSONALITIES FOR

REQUIREMENTS ENGINEERING TEAMS

Consider the table-5, which shows the total frequency

distribution and ranking of personality traits for requirements

engineer. From the table it can be seen that, soft skill S01

appeared in five different job descriptions for requirements

engineer while it relates to extraversion personality trait.

Similarly, the soft skills S02 and S04 appeared in four

different job descriptions for requirements engineer while

they relate to feeling and perceiving personalities. Similarly,

all soft skills ranging from S01 up to S11 have been placed in

a descending order from left to right along with their related

personality trait. In the second part of this table, total

frequency of appearance of each personality traits have been

calculated by taking union of same personality traits

occurring through different soft skills. These personality

traits have been placed in this lower part of table from left to

right in a descending order. Hence, extraversion personality

trait has been found with maximum frequency of appearance

of 6/11 for requirements engineer. Similarly, the feeling

personality trait has been found with next lowest frequency of

appearance of 5/11.

Soft

Skills

Related Personality Characteristics

MBTI Trait

S01

Sociable, Talkative

Extraversion

S02

Sociable, Talkative

Feeling

S03

Solution Oriented, Analytical

Thinking

S04

Enquiring, Curious, Willing to Learn

Perceiving

S05

Organized, Responsible, Business like

Judging

S06

Helpful, Unselfish, Cooperative

Feeling

S07

Imaginative, Intelligent, Analytical

Intuition

S08

Sociable, Interactive

Feeling

S09

Creative, Inventive, Innovative

Intuition

S10

Analytical, Investigative

Sensing

S11

Curious, Willing to Learn

Perceiving

International Journal of Engineering and Advanced Technology (IJEAT)

ISSN: 2249 – 8958, Volume-9, Issue-1, October 2019

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Blue Eyes Intelligence Engineering

& Sciences Publication

DOI: 10.35940/ijeat.A9833.109119

Table-5: Ranking of Personality Traits for

Requirements Analyst

Similarly, all other traits have been placed in a descending

order from left to right for requirements engineer. It can be

seen from this table-5 that extraversion and feeling

personality traits are the most dominating and appropriate

personality traits for job of requirements engineer as

compared to other traits. Hence, the companies should try to

hire those software engineers for task of requirements

engineering who have personality traits of extraversion and

feeling as most dominating traits. Persons with these traits

have better potential to perform system analysis and

requirements gathering tasks. It has also been highlighted by

many other researchers who have worked on personality

aspects of software engineers according to software

development tasks [14, 15].

V. CONCLUSION

The requirements elicitation process involves the most

frequent collaborations and cross-sectional interactions

among requirements elicitation team members and product

stakeholders, during their information sharing conversations.

The collaborative nature of this process defines its primary

dependency on the personality traits of its participants. If we

use the personality assessment models at an early stage of

requirements elicitation process to select the most suitable

productive software engineers as elicitation team members,

it can contribute positively for improvement of requirements

elicitation process. This article attempts to devise a method

for prediction of personality traits of requirements elicitation

team members using MBTI personality assessment tool

through a systematic approach. The results obtained show

that extraversion and feeling personalities are most suitable

personalities to perform requirements elicitation task during

requirements engineering phase. These results are very

much in accordance with already obtained results by

research community involved in the assessment of

personality factors and traits for software engineers. The

alignment of obtained results justifies the originality and

authenticity of personality prediction method used in this

article for assessment of personality traits of software

engineering roles. The used personality prediction method

can be integrated in requirements elicitation tools to

nominate the most suitable requirements elicitation team

members at early stages of requirements engineering phase.

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AUTHORS PROFILE

Mr. M. Aqeel Iqbal is a PhD student at Kulliyah of

Information and Communication Technology

(KICT), International Islamic University, Malaysia.

He did his MS in Computer Software Engineering

from National University of Sciences and

Technology (NUST), Pakistan. He is working as an

assistant professor at department of software

engineering, faculty of engineering & information technology, foundation

university Islamabad, Pakistan. He is author of many research articles

published in journals and conferences of international repute. His area of

research is software engineering.

Frequency Distribution Assessment of Personality Traits

Frequency

Distribution

of Soft

Skills &

Their

Personality

Traits

S1 = 5

S2 = 4

S4 = 4

S5 = 3

S10 = 3

S3 = 2

S8 = 2

S9 = 2

S6 = 1

S7 = 1

S11 = 1

F, P

J, S

T, F, I

F, I, P

Ranking of Personality Traits

Accumulated

Frequency

Based

Ranking of

Personality

Traits

Highes

t Trait

Intermediate

Traits

Lowest

Trait

(6/11)

(5/11)

(4/11)

J (3/11)

S (3/11)

I (3/11)

(2/11)

Predicting Most Productive Requirements Elicitation Teams using MBTI Personality Traits Model

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Published By:

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DOI: 10.35940/ijeat.A9833.109119

Dr. Asadullah Shah is working as a Full Professor

at the Kulliyyah of ICT, International Islamic

University Malaysia (IIUM) before joining IIUM,

he worked as Head of Telecommunication

Engineering & Management department, IoBM

Karachi Sindh, Dean Faculty of Computer and

Management Sciences, Isra University Hyderabad

Sindh and Head of Telecommunication Engineering

and IT, Sukkur IBA, Sindh-Pakistan. He did his

PhD from university of Surrey UK, in 1998, with specialization in

Multimedia Communication. He started his academic carrier from

University of Sindh Jamshoro, Pakistan, in 1986 as a lecturer. He has

published 250 research articles in highly reputable international and

national journal in the fields of computers, communication and IT. In

addition, he has published 22 books in his 43 years of academic carrier.

Currently he is supervising great number of postgraduate PhD students,

working in multiple disciplines, such social media and behavior modelling,

e-learning and computer game based learning for adults and school

children. He has been invited as keynote speaker, general chair for multiple

IEEE conferences such as ICETAS and ICIRD held every year in various

parts of the world.

Ms. Tehmina Karamat ullah Khan is a PhD

student at Kulliyah of Information and

Communication Technology (KICT), International

Islamic University, Malaysia. She is also working as

an assistant professor at department of software

engineering, faculty of engineering & information

technology, foundation university Islamabad,

Pakistan. She is author of many research articles

published in international journals and conferences

of good repute. She has a working experience of more than fifteen years in

academics and industry.