...Introduction Page 3 Project PlanningPage 3 Risk Assessment Page 4 Creative ThinkingPage 5 Working Together / ConflictPage 6 Political BehaviourPage 7 RecommendationsPage 9 ConclusionPage 9 Reference ListPage 10 BibliographyPage 10 AppendicesPage 11 Introduction Within the confines of this report we will investigate the 6 keys headline statements in delivering the finding. These are the project plan, risk assessment, creative thinking, and team working and conflict, political behaviour, ending with formal recommendations. The principal argument will look at the functionality of project management and the delicate balancing act of the different element that would bring a successful outcome or possibly result in failure. 1. Project Planning Definition: What is a project? A project is a programme of activities that have a beginning and end. Projects are generally used to instigate change, improvements or developments. This statement is underpinned by PMI ‘a project is a temporary endeavour undertaken to produces a product, service or result. (Project Management Institute 2008). What is Project Management? Project management is defined by, ‘initiating processes - clarifying the business need; planning processes - detailing the project scope; executing processes - establishing and managing the project team; monitoring and controlling processes - tracking performance and taking actions; closing processes - ending all project activity’ (Portny...
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...TITTLE: TEAM PERSONALITIES AND CHANGE MANAGEMENT AUTHOR: KENANAO REGINALD MODIMOOFILE TEAM PERSONALITIES AND CHANGE MANAGEMENT. COMPARATIVE LITERATURE BASED ON TWO PAPERS INTRODUCTION This study is mainly a comparative literature review of two research papers which are both looking at Team personalities and Change management aspects within project management. The comparative study is based on research papers conducted by Crawford and Nahmias (2010) and Battilana, et al, 2010). The papers were carefully selected since they were all looking at the same concept of key abilities required to manage and execute change management projects. According to Crawford and Nahmias (2010), it was important to carry out this study to correctly address the question of who is the best person or profession suitable to manage major organisational transformations. The research was focusing on three people whom were seen as the right people to drive the organisational transformations and are as follows; Project Managers, Program Managers and Change Managers. The ideology was to assess their daily duties and come up with the best suitable competencies required to manage change. Looking at the second paper, Battilana, et al, 2010 indicated that there was increasing substantiation that transformation driver’s leadership features and behaviours determine the achievement or malfunction of organisational transformations. The study looked at three key change activities which are necessary...
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...MODULE 2 PROJECT MANAGEMENT: PROGRAMME MANAGING ORGANISATIONAL PERFORMANCE AND INNOVATIVE IMPROVEMENT CASE STUDY: “TROPHY PROJECT” GROUP ASSIGNMENT 05 JUNE 2012 We the undersigned hereby declare that this assignment is our own work. It has not been previously submitted for any other examination. Nocawa Johnson________________________________ Nolusindiso Mitani_________________________________ Welhemina Mnguni_________________________________ Content 1. Executive Summary………………………………………………………….....2 2. Body (Problems and Causes)……………………………………………….....3 2.1 Poor Planning…........................................................................................3 2.2 Programme behind schedule….................................................................4 2.3 Fruitless expenditure……………………………………………………...….4 2.4 Lack of Leadership………………………………………………………..….5 2.5 Lack of Communication……………………………………………….….….6 2.6 Lack of teamwork (no cohesion)……………………………………….……6 2.7 No goals and no objectives…………………………………………………..7 2.8 Conflict and Resistance………………………………………………………8 2.9 No Programme Management Office…………………………..………….….8 2.10 No required skills..........................................................................9 2.11 Lack of Technology……………………………………………….…9 2.12 Lack of Authority……………………………………………………10 3. About leadership in the top and functional management levels of the Organisation…………………………………………………………………...
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...Successful Change Management — Kotter’s 8-Step Change In 1996 John Kotter wrote Leading Change* which looked at what people did to transform their organisations. Kotter introduced an 8-step change model for helping managers deal with transformational change. This is summarised in Kotter’s 8-step change model. For The Heart of Change* (2002) John Kotter worked with Dan Cohen to look into the core problems people face when leading change. They concluded that the central issue was changing the behaviour of people and that successful change occurs when speaking to people’s feelings. In this article Martin Webster explains how Kotter’s 8-step change model gets to the heart of how successful organisational change actually happens and answers the question “how do you go beyond simply getting your message across to truly changing people’s behaviour?” You’ll also learn how The Heart of Change can alter the way organisations and leaders approach change management. Since this guide covers a lot of ground and is a long read (3,000 words) you may want to check out the table of contents below for some quick jumping around. And if you want to read more high quality articles please sign up for email updates and never miss another post. Want to read something shorter? Visit our related post: The Heart of Change. Or download the ebook of this article from our member resources section. Table of Contents * Successful Change Management * Kotter’s 8-Step Change Model for Leading...
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...1. Briefly discuss the role of the project manager in this situation. Demonstrate the use of effective project techniques to ensure that the project is ‘on time’ and ‘on budget’. The role of the project manager for Kopua footbridge Raglan is to ensure that the planning, organising, securing and managing resources all go to plan to achieve the goal. The project organisation works best when the work can be defined with a specific goal and deadline, the specific goal and deadline for the Kopua footbridge was for it to be opened for the public to walk across one last time before the new bridge would be opened for the first time. The Kopua footbridge is quite a unique project in terms of the distinctive lighting that represent the sea and paua. VS are the suppliers of this distinctive lighting for the bridge. An electrical engineer is needed for set up and making sure all connections are done properly. The project manager needs to make sure that all the work is going to be finished on time and control any delays that there may be. VS don’t negotiate on price (they have a fixed price for what they sell), their product is of high quality and will last for a long period of time. 2. In order to achieve set targets in your operation you apply the principles of Performance Management to help accomplish these. Discuss these in relation to your organisation and consider at least two appropriate performance measures suggested by Heizer & Render which are currently used or could be...
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...effective operations of any company’s projects, and give accurate insights on the exploration of the minimal resources available to an organization’s disposal. Besides, it enables any company to manage the work force in the process of timely completion of projects and extension of the businesses longevity. Therefore, it is important to define the roles of each party in any project assigned to the organization. Analysis of the case: designing the authorities of a project manager The Beijing EAP Inc. is a company that provided EAPs to many customers. The nature of its operations required the employees to have strong academic backgrounds that qualified them to operate in this multinational service company. Being the largest market holder in the mainland China, the Company had a huge customer base that categorized it as a big corporation. Amongst some customers of BEC were IBM, Siemens, Samsung, Lenovo, Guadong Mobile and the China Development Bank. Consequently, the Company had many projects that prompted the management to subdivide the projects to different segment managers. In this case study, for instance, Mr. Yang represents a training department manager having a communicational breakdown with Ms. Song, a project manager, based on the confusion of the roles each one was to perform. In some cases, the tension escalated to a point where the employees did not know who to approach concerning the progress of projects. Both being project managers at the BEC, the two senior employees...
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...resourceful, open to change, and a good communicator. Innovative leader is who thinks “outside the box” and seeks to implement creativity and leadership within its field of business. Highly resourceful meaning utilizing the tools that is available and find out by asking questions. A leader must create access to information. Open to change by having the leader taking into account all points of view and be willing to change a policy, program, and cultural tradition that are no longer beneficial to the group. A good communicator that listens to his team members, by asking questions, consider all options, and leads in the right direction. (Holden Leadership Center 2009) In the business community, Steve Jobs is the prime example of a good leader, who took the Apple industry to higher levels of achievement. Steve Jobs is innovative leader, resourceful; open to change, and a good communicator. Steve Jobs, “stay hungry. stay foolish” captivated billions of people with his innovative ideas and he’s thankful to use his apple team to lend support. An innovative leader that created a iPhone project so he can assemble his team on specific roles to engage in the tech activity. Steve Jobs was very resourceful on improving iMac computers and latest versions of iPhones. He gave his team a trail of questions for improvement on weakness that lies within the computer software and hardware. In despite of let downs on criticism on iPhones, he was open to change within his Apple team...
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...Transformation and Change Roles and Responsibilities 12 4.2. Strategic Analysis (Step 2) 13 4.2.1. Core Business and Competency 13 4.2.2. Preferred Culture 13 4.2.3. Create a Value System to Promote a Preferred Organisational Culture 13 4.2.4. Create a Vision and Mission of the Future 14 4.2.5. Create a Strategy Map 14 4.3. Strategic Development (Step 3) 15 4.4. Strategy Implementation (Steps 4 & 5) 16 5. RECOMMENDATIONS 17 6. CONCLUSION 17 7. BIBLIOGRAPHY 18 List of Figures Figure 1: Different steps 7 Figure 2: BSPM learning organisation value chain schematic 8 Figure 3: Shared Authority, Responsibility and Accountability 10 Figure 4: Programme structures for portfolios adapted from Steyn and Schmikl (2010: 130 11 Figure 5: Strategic Transformation Project-Portfolio adapted from Steyn et al. (2010: 79) 11 Figure 6: Establish Programme Office adapted from Steyn et al. (2010: 80) 12 Figure 7: Developing Strategic Options adapted from Steyn et al. (2010: 82) 15 List of Tables Table 1: Problems Identified against performance improvement strategies 5 Table 2: Strategic Transformation Programme Management Process 8 Table 3: Differences between Vision and Mission 14 Table 4: Responsibilities 16 EXECUTIVE SUMMARY INTRODUCTION 3. OVERVIEW PROBLEM IDENTIFICATION Table 1: Problems Identified against performance improvement strategies |# |Problem Identified |Behaviour...
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...assignment is to help each of you deepen your understanding of how various organizational behaviours, particularly those at the individual and group/team level, affect and are affected by organizational culture and organizational change. Although it is an individual assignment in terms of the core work, it expands into a group project as you each share what you discover and learn with your project team in relation to Team Project # 2. Assignment Objectives: * Explore a particular aspect of organizational behaviour. * Explain the interrelationships between these aspects of OB and organizational culture and organizational change. * Assess how the OB factors you have studied might have been at play in the Transact Insurance Corporation as described in the case study. * Develop a basic plan to show how Jim Leon might have used strengths-based approaches to change leadership to generate better outcomes. Although this is an individual assignment, you are welcome, indeed encouraged, to collaborate with your team mates as you explore your assigned topics and find common themes and patterns in the various OB topics explored by the group. You will use your collective learning to develop your Team Project 2 presentation and recommendations. Each team member will explore one of the following six topics. Determine early who is going to research which topic. 1. Individual Behaviour, Personality, Values (Chapter 2) 2. Perception and learning (Chapter 3) 3....
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...online, mobile and social media that can influence the sales and consumer decisions. Due to the drastically changing in adoption of high-tech devices, consumer buying behaviour was growing especially in Asia. The surge of e-commerce business has driven companies towards Omni-channel approach....
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...Section -1 The investigation of organisation behaviour says that in an organisation setting without people it is difficult for management to perform effectively. The understandings of the success management of the people ensure the existence of an organisation. Understanding, Controlling and prediction of the human behaviour analyse the organisational behaviour. According to (Mullins, 2010), organisation behaviour means the understanding of the individual human activity and group behaviour with the purpose of progression of organisational presentation and efficiency also it investigates the outline of the structure of organisation as a whole. The perception of organisational behaviour includes the human behaviour, the aim of the organisation, implementation of work, the practice of organisational and management, requirement for organisation success and link with external environment. According to Luthans (1998) says that in workers behaviour the motivation together with individual attitudes, qualities, understandings, and knowledge’s are not only the significant but also these behaviour works together with acquired knowledge or process which manager can use to achieve organisations target. Understanding of organisation behaviour can help managers to help make good performance in organisation. In organisational behaviour, the study of organisation is important as well to acquire particular target with human behaviour. The huge amount of people gets together or controlled on...
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...Executive Summary The engineering department at Maintrel has serious problems that need to be dealt with. These problems all revolve around Jack Manning and his poor leadership behaviors. These poor leadership behaviours have led to one of the best employees (Mark Rogers) handing in his papers of recognition, an inexperienced engineering designer staff, a project which has been done very poorly and some employees who seem unmotivated (Bert Phillips), Mark being left out from group meetings, and a promotion which should have been given to Mark. The only ways to fix these major problems/issues are for Jack to exhibit better leadership, and to gain respect from his employees. Jack must improve his decision making, influencing, building relationships and giving-seeking information with his employees (theory from the taxonomy of leadership behaviours). To do this I found there to be only be one method that can solve all the sub-issues. My other alternatives, although viable have multiple more cons then pros, and that is why the alternative I chose will produce the best results. Jack would have to convince Mark to stay by promoting him to a new supervisory position, as well as building a relationship between him and Bert to utilize both of their ideas to fix the Calgary project. He must also control assign weekly mandatory meetings informing employees of what is happening throughout the week, and leaving input for them as well to address complains/suggestions. Like any method however...
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...1. Abstract System Dynamic Modelling is an approach to frame and solve complex problems. It is widely used for policy design and analysis. System dynamics analysis is a part of Systems Theory which is used to study the dynamic behaviour of complex systems. The theory is based on acknowledgement of the fact that the inter-relations between the various components of a model, time delays between processes are as important to analyse the behaviour of a model as is the analysis of individual components. SD models solve the problem of simultaneity (mutual causation) by updating all variables in small time increments with positive and negative feedbacks and time delays structuring the interactions and control. In this paper, we have discussed the basic methodology of the technique, and the modelling process. Then, we have discussed the applications of SDM ranging from conventional ones like project management and science and engineering to exploring the concepts of SDM in Brand management and public health issues. 2. Historical background This technique of solving problems was developed in 1950s by Prof Jay Forrester of Massachusetts Institute of Technology, during his involvement with General Electric. He developed his insights about the foundations of engineering which helped him in the creation of system dynamics. He studied the problem of instability in GE employment. In this he did hand simulations (or calculations) of the stock-flow-feedback structure of the GE plants...
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...Organizational Behaviour-II Project On Organizational Innovation at Submitted to Prof. Manish Kumar Submitted by Section C Group: 6 PGP/16/128- Anand Ganesh Patil PGP/16/149- Irshad Anwar PGP/16/150- Mohamed Anas PGP/16/155- Prabhu P PGP/16/159- Ram Kumar Venkatesh PGP/16/171- Shyam Prasath B Organizational Behaviour-II Acknowledgement We would like to thank our Organizational Behaviour-II Professor Prof Manish Kumar for guiding us throughout the project and providing valuable inputs. We would also like to thank the employees and management of SAP Labs India Pvt. Ltd., Bangalore for extending their help to understand the organization and providing us valuable insights about the innovation and change process in SAP. 1|Page Organizational Behaviour-II Table of Contents 1. 2. 3. 4. 5. 6. 7. 8. 10. 11. 12. 13. An Overview of the Company ............................................................................................ 3 The Dilemma ...................................................................................................................... 3 Need for Innovation ............................................................................................................ 4 Organizational Innovation .................................................................................................. 4 Technological Changes....................................................................................................... 5 Products & Services...
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...good examples of design thinking. The purpose of this discussion was to reflect on how this approach to problem solving can lead to more practical, innovative and human-centered solutions. Year: 2011 Client: Hivos (Dutch NGO) Project Objective: Reduce energy consumption at the public library in Utrecht. Company/Agency in charge of the project: Boondoggle Amsterdam. Name of the project: Seduction Project. Case Searching for examples of design thinking we thought of the seduction project which started in 2011 for the Dutch NGO Hivos. The main goal of this project was to reduce the waste of energy by minimizing the energy consumption. This project was designed by Boondoggle Amsterdam, their central focus is realizing interaction between the advertiser and the customer. “We help brands build business by being remarkable.” Problem The way “The seduction project” approached what seemed to be a wicked problem - How to reduce energy consumption at the public library in Utrecht - is what makes it a good example of design thinking. The high level of energy consumption at the public library in Utrecht was a problem. One of the main causes was the frequent use of the elevator, this was very energy consuming. After a few days of evaluating the human behaviour at the location, they noticed that a lot of people preferred to take the elevator, even though the stairs were just right next to it, and for most cases, they turned out to be a much quicker way to get to climb a building no higher...
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