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B6019 Project Leadership And Team
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B6019 Project Leadership And Team
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Course Code: B6019
University: Monash University
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Country: Australia
Question
1.Review the tools and techniques for project team development (see Figure 9-10 page 336 of PMBOK). Pick one of them and find an example of it from your experience or through a web search. Then discuss the effectiveness and limitations of the chosen tool/technique.
2.comment on the quote of Eugene Kranz (in the context of a project manager) “Apollo succeeded at critical moments like this because the bosses had no hesitation about assigning crucial tasks to one individual, trusting his judgment, and then getting out of his way.”
3.Find an example of a project or another team you have been a part of and highlight notable observations in accordance with Tuckman’s team development model.
4. Identify and briefly describe the importance for project leaders (from the perspective of either a new project leader or leading change) of the message/s from the video On Being Wrong by Kathryn Schulz.
Answer:
Introduction
Project leaders are personnel who are responsible to look after the progress and operations going under a project. Project leader has various personnel under him, who work on his advices (Li, Vedula and Hadar et al., 2015). A project leader is responsible to carry put the project properly and deliver it within time. A project leader needs to have various characteristics, they are mentioned below.
Discussion
1. Tools and techniques of Project team development
Some tools and techniques that contribute in development of project team are as follows
Human resource management plan: A plan is very necessary to manage the human resources and utilize their capabilities.
Interpersonal skills: The skills of the team members should be identified and nourished in order to increase their productivity(Rosenquist, Samuelsson and Johansson et al., 2014). This as a result increases the productivity of the team.
Training: The team members should be provided necessary training that would help them in performing efficiently. Training should be regarding the works that they would be doing in team.
Team-building activities: Some activities such as fun programs or collaborations among team members should be encouraged, this would increase the team spirit and help them in working effectively.
Recognition and rewards: Rewards and recognition is an important part, which encourages the team members to work very hard and be more productive.
Communication: Communication is the key to success in most of the organizations(Walker 2015). It increases the interaction among the members and team spirit as well.
One of the factors that are effective as well as harmful to some extent for organizations is communication.
Some advantages are as follows
Motivation: Effective communication helps in motivating the employees
Coordination: Communication among the employees and team members would help them to coordinate with each other.
Job satisfaction: Effective communication helps in providing job satisfaction to the employees.
Some disadvantages are as follows
Conflict: This is one of the biggest disadvantages of communication (Glukhov, Ilin and Levina 2015). Conflict may result in disruption in operations and tension among the employees.
Waste of time: Some employees might get every comfortable with their colleges and waste most of the time in workplace by chatting with each other.
Performance reviews: Communication is used in order to discuss the aims and objectives of the organization as well as the challenges faced by the employees (Zulch 2014). Some employees might not be comfortable in communicating with people and express their problems. It is a threat to the organization, which would not let the company know about the employee much.
Figure: 1
2. Comment on Eugene Kranz’s quote
In the comment by Eugene Kranz, he means that a project manager should be brave enough to take risks because risks lead to innovations. If the project manager had not taken the risk and allowed an individual to handle a critical situation, he would not have known the ability of that particular individual. He also says that, a project manager should trust his team members and the capabilities they acquire (Mueller 2015). This would help the project manager to understand his team more and use the abilities of members in an efficient manner. This as a result would increase the productivity of the project and polish the members as well. The project manager should not hesitate while assigning a work to one of the personal under him; he should be confident enough and encourage the employee to work on it. This would bring about a dedication in the employee and he would be able to perform better that he is actually able to because motivation and trust are the factors that help a lot in boosting the productivity of the project.
3. Tuckman’s team development model
Tuckman’s team development model consists of four phrases; they are forming, storming, norming and performing. After some time added, a final stage called adjourning. I had been a part of a separate team when I had to move abroad for some official work. I had worked there for several months and I had been a part of a newly formed team (Chandrasekaran, Linderman and Schroeder 2015). I found the team following some stages under development model of Tuckman. At first, we were united in a team and no one knew what the team was supposed to do. Everyone was very polite and positive. The leader played a dominant role at this time, they tried to know the members well and interact with us properly. This part was similar to the first stage of Tuckman’s team development model. After that, we were given our individual works but we worked as a team. After some part of the project was over, we were rewarded with gifts and encouraged to work hard. We were also asked for feedbacks on how the project manager helps us when we face problems and what should be done to make the team more productive. This related to the third stage of the model named Norming stage. These are the stages that I found it relative to Tuckman’s team development model and should be followed by other organizations as well.
4. Importance of project leaders
A project leader helps in managing the team and implement steps in order to increase the productivity of the team. He is responsible for maintain positivity among the members of the team and encourage them to work hard (Kendrick 2015). A project leader is very important for an organization to collaborate among the members and increase interaction among them so that they can perform well in the project. A project leader is responsible for planning how the project would be done and executes the plan in real. He also promotes the activities that would be undertaken in the project.
Conclusion
Form the above report it can be concluded that a project leader has many responsibilities that would help him to manage the team effectively as well as efficiently. He should have a clear vision, practical in ability and scheduling, clarity of things and a very good communication skill. A project leader should have the ability to manage the team and make them work in the most effective way.
References
Li, T., Vedula, S.S., Hadar, N., Parkin, C., Lau, J. and Dickersin, K., 2015. Innovations in data collection, management, and archiving for systematic reviews. Annals of internal medicine, 162(4), pp.287-294.
Rosenquist, Å., Samuelsson, B., Johansson, P.O., Cummings, M.D., Lenz, O., Raboisson, P., Simmen, K., Vendeville, S., de Kock, H., Nilsson, M. and Horvath, A., 2014. Discovery and development of simeprevir (TMC435), a HCV NS3/4A protease inhibitor. Journal of medicinal chemistry, 57(5), pp.1673-1693.
Walker, A., 2015. Project management in construction. John Wiley & Sons.
Glukhov, V.V., Ilin, I.V. and Levina, A.I., 2015, August. Project management team structure for internet providing companies. In Conference on Smart Spaces (pp. 543-553). Springer, Cham.
Zulch, B., 2014. Leadership communication in project management. Procedia-Social and Behavioral Sciences, 119, pp.172-181.
Mueller, J., 2015. Formal and informal practices of knowledge sharing between project teams and enacted cultural characteristics. Project Management Journal, 46(1), pp.53-68.
Chandrasekaran, A., Linderman, K. and Schroeder, R., 2015. The role of project and organizational context in managing high?tech R&D projects. Production and Operations Management, 24(4), pp.560-586.
Kendrick, T., 2015. Identifying and managing project risk: essential tools for failure-proofing your project. Amacom.
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