For the implementation of a successful new program, the team needs to have a shared3 common goal from owner to managers all the way down to subordinates. Every internal stakeholder should have his or her clear role to play to enhance efficiency and everyone should feel that they have a purpose in contributing to the projects success, thus increasing motivation.

In addition, the employees should not be put in an insecure and uncertain situation about their employment security3; this is evident when Mr. Koenig threatened members of the HR department that several of them will be removed if they don’t deliver an acceptable new selection process proposal. Instead of using such threats Mr. Koenig could implement contingent rewards that would bring the best out of employees, as they would feel more appreciated and associated with the work they are doing. Employee retention should prove to be as important as the selection process. It would be pointless to follow a rigorous in the selection process of selecting the ideal candidate, if you cannot retain them. Companies with a high turnover rate are usually not sustainable …show more content…
An effective project manager needs workers with the right combination of knowledge, skills and ability3 to implement the project. A successful project manager should know what motivates every individual member of the team and appraise their performances in order to obtain the best out of the employees. He should be able to build a relationship in which feedback is an important aspect, this would reduce uncertainty and employees will know what is expected of them. Most importantly putting value to discipline and fairness in the workplace is essential, considering that ComInTec is working with very culturally diverse individuals. There should be trust between internal stakeholders and decentralization to allow for self-managed teams 3, thus facilitating the managers