Conducting a management Project unit 5006 Free Essay Example, 4500 words

Conducting a management Project unit 5006 Outline: Introduction Project management overview Contents as per unit 5006 Conclusion Introduction: Project Management is nowadays getting more popularity since it is able to give solution to today’s competitive environment. The organization needs to introduce new innovations in product and service management more quickly due to the increased competition, changing customer taste, etc. in order to sustain in the market. Project management helps the organization in this regard to find out the solution for these problems in a scientific manner. The timely finish of successful projects requires an understanding of both the technical and human resource components of project management. The technical component is necessary to recognize the critical activities that influence the total length of time a project takes to finish. The human resource elements deal with the issues of headship and worker inspiration within a group or team atmospher e. Project Management overview: A project is an organized activity to accomplish an objective. It can be defined as a series of related tasks that are directed towards a common output which will be completed during a period of time. We will write a custom essay sample on Conducting a management Project unit 5006 or any topic specifically for you Only $17.96 $11.86/pageorder now It is the planning, directing and controlling resources (people, equipment, material) to meet the technical, cost and time constraints of the project. Features of the Project Management: A project is a completely new task; thus there are no repetitive activities. It will be operated for the first time and the challenge cannot be predicted which may incur in future. The team members have to be conscious about their work and should monitor whether they can achieve the desired objective. Thus there will be continuous evaluation, monitoring, controlling till the project is completed. In short, we can say that the project management has taken place during the overall life of the project. New project team will be formed and after accomplishing its objective, it will be dispersed. Thus there will be more time required for the team members to perform effectively and there should be a conscious effort to ensure the participation of the team members by way of effective communication and motivation. Responsibilities of the project manager: Project managers characteristically have a distinctive role within the conventional organisation structure. Most project management squads are multidisciplinary in character, concerning a wide variety of abilities and organisational units.

Leadership Styles, Leadership, Transformational Leadership...

Have you ever had a leader that inspired you to develop your own leadership traits? â€Å"A leader is someone who demonstrates what’s possible† (Mark Yarnell, 2015). There are numerous leadership styles. Each of the numerous leadership styles can be beneficial if utilized in an appropriate means. I have chosen three leaders and their unique leadership styles to discuss in this paper. The unique styles that will be discussed are situational leadership, transformational leadership, and laissez-faire leadership. I will also discuss each leader’s approach, their fundamental leadership principles, and how each leader used their style within their profession. Situational Leadership Colin Powell is one of the greatest known military leaders†¦show more content†¦If Powell was not open to the ideas and opinions of his troops, many more deaths could have occurred. Powell was supportive of his troops during training times. He would make the decisions, but they had the control. Powell was always supporting his troops and giving them motivation in any situation. The last quadrant is delegation, which Powell did not use much during his military career as he needed to be the one in control at all times as the leader. Fundamental Leadership Principles Colin Powell has thirteen rules that he follows when it comes to being an effective leader: 1. â€Å"It ain’t as bad as you think. It will look better in the morning. 2. Get mad, then get over it. 3. Avoiding having your ego so close to your position that when your position falls, your ego goes with it. 4. It can be done. 5. Be careful what you choose: you may get it. 6. Don’t let adverse facts stand in the way of a good decision. 7. You can’t make someone else’s choices. You shouldn’t let someone else make yours. 8. Check small things. 9. Share credit. 10. Remain clam. Be kind. 11. Have a vision. Be demanding. 12. Don’t take counsel of your fears or naysayers. 13. Perpetual optimism is a force multiplier.† (Powell, 2012) These thirteen rules have helped Powell throughout his career as a very successful leader. His situational leadershipShow MoreRelatedLaissez Faire And Transformational Leadership Styles Essay1615 Words   |  7 PagesComparatively, Laissez-faire leadership is a great contrast to transactional and transformational leadership styles as defined by Cherry, K. (2016) Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. Because of this, researchers have found that this is generally the leadership style that leads to the lowest productivity among group members. Laissez-faire is often characterised by:Read MoreThe Impact Of Transactional, Transformational And Laissez Faire Leadership Styles On Organisational Performance1556 Words   |  7 PagesDoes leadership make a difference to organisational performance? 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Managing Conflict In The Work Place Free Essays

Workplace conflict is common in every working environment. It arises from many causes and can have an extremely destructive effect on productivity. Recent studies have even found that in more and more cases it is leading to violence. We will write a custom essay sample on Managing Conflict In The Work Place or any similar topic only for you Order Now It is obviously very important for managers to quickly and effectively manage any conflict that arises. 1. 1 The causes of conflict in work are as follows; Conflicting resources, this is when employees are forced to share the use of certain resources. Conflicting styles, everybody works differently according to their own personality, strengths and weaknesses however this can often cause conflict because other employees may not like that particular style of working. Conflicting perceptions, we all see the world differently and differing opinions can often result in conflict. Also, certain people may have access to different or more information than others and so are able to perceive things differently. Conflicting goals, different people in our team may have different goals which they are working towards which could possibly be a hindrance to someone else’s goals. Also, different managers might have different priorities when it comes to how work is completed. Conflicting pressures, is very similar to conflicting goals although usually involves urgent tasks. If you need a staff member or team to complete a piece of work quickly for you but they are already working towards another urgent deadline it puts pressure on the individual or team. Conflicting roles, sometimes staff will have to take on work that they may feel doesn’t fall within their job responsibility, or they may feel that another person is being given a task that should belong to them. Different personal values, a person might be asked to complete a job that conflicts with their ethical values. Unpredictable policies, when polices or practices change within an organisation and those changes are not properly communicated conflict can arise. 1. 2 Stages in the development of conflict are as follows; No conflict, this is the ideal state for an organisation however it is likely that conflict will arise at some point. Latent conflict, people have differing values and ideas and while this is not a problem in itself, it is likely that an event will occur that will make such differences more noticeable and then conflict can arise. Emergence, at this stage team members will start to recognise that they have different ideas and values and difference can start to cause discord and tension. Escalation, if team members involved in conflict cannot find a resolution, conflict can escalate. Tensions will rise and people will start to pick sides. Stalemate, at this point conflict has escalated to a point where tensions are running high and neither party is willing to back down. De-escalation, even the most intense conflict will eventually calm down and parties will reluctantly begin to negotiate. Settlement and resolution, parties will find a solution to the problem. As a manger you may have to work closely with the team to help reach this stage amicably. Peace building and reconciliation, once parties have reached a solution it is important to repair and strengthen working relationships to prevent future conflict. 1. 3 Explain the effects of conflict on individual and team performance in the workplace. A substantive conflict relates specifically to team performance and goals. Substantive conflicts in the workplace can have a positive impact on individual and team performance by helping to refine best practice and creating a little healthy competition between teams and individuals. Working through conflicts can also be seen as a key phase of group development. However they can cause slower performance if individuals or groups are not working in ways which are compatible with the best and quickest completion of set tasks. An affective conflict tends to be about personal disagreements or dislikes, or in a group setting may relate to the assigned task. These can have a detrimental effect on a group’s ability to work together and communicate with each other effectively. When conflicts are based on personal dislikes and disagreements this can also to exclusion and bullying in the work place and staff forming cliques. This can greatly impact on employee job satisfaction, staff turnover which lead to company prosperity suffering or even litigation. 1. 4 Explain any recognised technique a manger could use to minimise and resolve conflict in the work place. Mediation is one form of conflict resolution were an impartial third party will meet with two conflicting individuals to discuss a settlement. The meeting will be private and confidential and each individual is given an equal footing and encouraged to discuss their issues freely. Mediation is a voluntary process  and conflicting parties are able to work together to find a mutual agreement. There is a high rate of compliance in mediated conflict resolution because both parties have equal say in finding a solution. 1. 5 Describe how a manager could create harmony at work and engender a positive atmosphere in order to minimise the adverse effects of conflict. Firstly and most importantly try to stamp out gossiping. Gossip has the most detrimental effect on workplace harmony. Just listening to gossip, even when not engaging in it will almost certainly affect people’s views and opinions of someone else. Ensure that all employees are treated equally and that you are not seen as playing favourites with certain staff members. Ensure staff have adequate and appropriate resources to complete their work. When hiring new staff, try hire people that you think will be a good fit with the current team. If a team member is not pulling their weight or not working to a high enough standard, make sure this is dealt with quickly to avoid leaving the situation to fester and cause discord. Have an open door policy so your staff feel like they can come to you with any problems and be listened to and supported. How to cite Managing Conflict In The Work Place, Papers

The Report Discusses About The Case Study Of The Top Trucking Compan

Questions: 1.How do the new workplace practices introduced by the new yard manager complement one another? 2.What are the risks to sustaining these changes if George or the yard manager moves on? 3.Do you think tough blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions? Why? How would you find out if you are right? Answers: 1. The Top truck company is recognised as a high performance workplace in the local region but earlier the companys scenario was completely different from what it is now. The credit for the turnaround of the companys and employees situation goes to the new yard manager and its new workplace practices. These are: Unlike the old yard manager, the new yard manager believed in listening to the concern of its drivers and union representatives. He had a pragmatic approach towards the problems arising in the organization and he made sure that the blame should not be put on the employees rather the root cause should be identified so that the same situation does not arise in future. This created a strong employer and employees relationship which was missing earlier. The result of strong employer and employee relationship is that it increases the productivity of the employees and also they are more motivated in working towards achieving the organizations goals and objectives (Abbah, 2014). Workers safety is the most important concern in any organization. It is the responsibility of the employer to take necessary steps to ensure workers safety. The old owners were hardly interested in the maintenance of trucks which may impact the drivers safety during working hours (Mensah Taiwah, 2015).. The manager made sure that the drivers receive appropriate training in technical and customer service area. Giving a safe working environment resulted into drivers commitment towards their employer and the organization and it also resulted into employees loyalty towards the organization (Gyeke, 2005). As soon as the top truck company was purchased by the New Transport group the company saw a major turnaround. Workers were given new uniforms and their workplace was cleaned. The benefits of working in a clean environment are healthy employees with improved productivity and increase in employees satisfaction and low turnover rate (Sarod Shirsath, 2012). Along with this, the new manager installed computer system which was first resisted by employees at the end it helped to boost the performance and morale of the employees (Odukah, 2016). The Yard manager also involved the union delegate George in managing the workplace performance. A strong bond between a manager and union is very important as the synergy of both will help the organization to achieve organization goals. Unions at workplace should be considered as the business partners because they contribute strategically in solving employees related problems. This will help to gain the trust of the drivers in the management (Dobre, 2013). The other very effective workplace practice which was used by the yard manager was to update the drivers about the yards performance. When crucial information like these are shared by the employees they feel that a sense of belongingness towards the company and they are motivated to work more productively in order to increase the organization performance (Acas, 2009). All these workplace practices have been proven to be quite successful and complementing each other because they all directed towards increase the truck drivers performance and productivity so that the organization can achieve a competitive position in the industry. 2. The role of a manager is very important in sustaining the change management process initiated in organization. The role of a manager is not just limited to implementing the transformation strategies but also to review it on the timely basis whether the new workplace strategies implemented at the workplace is contributing in achieving the long term goals and objectives of the organization or not. If the yard manager moves on, the impacts can be: The yard manager is responsible for planning and organizing the operations. Planning is a pervasive function and it should be done on regular basis. In the absence of the manager, the only responsible person is the union delegate George and he cannot fulfil this responsibility as it requires managerial skills and expertise (Cielinska, 2007). The yard manager is also responsible for managing and utilising both the human and financial resources of the organization. In his presence he managed to remove the bad eggs of the organization which significantly boost the employees morale and also the financial resources were utilised in an effective way to improve the workplace. In the absence of yard manager this cannot be possible and the company will move back to the same position that it was used to be earlier in the presence of old manager (Ragupathi, 2013). The major positive change in the old and the new manager was that the new one follows a democratic style he openly communicated with the employees and the union delegate George. In the absence of manager the drivers will not be able to communicate their issues to the top management (Spaho, 2011). Also, after the new workplaces practices the reviewing of the results is very important. If the manager will not measure the performance of the employees in comparison to the workplace practices introduced then the management will not be able to take decisions for achieving the goals of the company. In case where George moves out of the organization there shall not be much impact because even when George was present when the old manager was managing the drivers, he could not do much to improve the working condition of the truck drivers. But still the role of George is important because he remains in the direct contact with the truck drivers. He communicates all their problems and issue to the manager. George is the grievance listener of the drives. Also he is responsible for supporting the workers right during the time of old yard manager. George was also responsible in interpersonal interactions with the drivers which they may have not done with the manager (Mwamadzingo Chinguwo, 2015). Both George and the new yard manager have been responsible for managing and directing the performance of the employees to achieve leadership in the region and enhancing the employees performance to achieve the goals and objectives of the organization. 3. Blue collar unions include workers or individual who are involved in performing manual tasks in an organization. Blue collar unions are more likely to engage in the workplace changes than public or service sector unions. The reason being: The blue collar workers are much underpaid and are not much skilled, that is why they are exploited easily by the managers and authority. They usually belong to a background community and have a very low career opportunities in an industry/. The only thing that motivates them is a fat pay check. They dont understand the organization vision and mission and clearly have no interest in achieving them but there efforts are very important to achieve strategic goals of the organization. A manager can easily improve the performance of the workers by rewarding them justly in according to the work done by them. Higher the performance, higher the rewards. The manager can easily engage blue collar workers in the workplace changes by offering them fair rewards. The managers and staff in public sector organization are not much trained and they are paid very less as a result managers in those organizations are not willing to pay much attention in engaging and motivating union workers in the workplace changes but in private sector managers are well paid and qualified. They design effective strategies to engage union workers. Another reason of high engagement of workers in blue collar unions is that the motivational factors to induce them into workplace changes are very basic. Provide them with good working condition at the workplace they are satisfied and work efficiently. Treat all of them equally and provide them with fair wages which will ensure quality living. Also ensuring their safety at the workplace will increase employer loyalty and they will work hard to fulfil their goals and objectives. Job security among blue collar workers is a major concern because they are not much skilled so that is why they are easily replaceable with other workers who are willing to work at a lower wage. Also the use of machinery and technology has led to increase in the laying off ratio of wage workers in the industrial sector. Due to this the workers are highly demotivated and do not perform productively. On the other side public unions already have job security and it cannot be used as a motivational factor. By providing blue collar workers job security the manager can easily motivate them to work productively and engage in workplace changes. It will also ensure job satisfaction among them and they contribute strategically in achieving the long term goals of the organization (Ganta, 2014). Increasing the engagement of the blue collar workers in workplace practices will not only increase the productivity of the workers but it results into decrease in the attrition rate and absenteeism rate. It also helps to maintain a healthy relationship between the management and the workers (Kirkegaard Larsen, 2011). Conclusion The report concludes that the managers and union delegates play a very important role in employees engagement in strategically achieving the goals of the organization. The report also discussed about the effect of new workplace practices introduced by the new manager in the Top Trucking Company. Each of the practices introduced by the manager complement each other in such a way that it improves employees motivation and engagement in the workplace practices. The role of a manager has been considered as very important in sustaining the changes in the organization. References Abbah, T.M. (2014). Employee Motivation: The Key to Effective Organizational Management in Nigeria. IOSR Journal of Business and Management. Retrieved from https://www.iosrjournals.org/iosr-jbm/papers/Vol16-issue4/Version-1/A016410108.pdf on 15 April 2017. Acas. (2009). The People Factor engage your employees for business success. Retrieved from https://www.acas.org.uk/media/pdf/0/o/Advisory-booklet-The-People-Factor.pdf on 15 April 2017. Burton, K. (2012). A Study of Motivation: How to Get Your Employees Moving. Retrieved from https://spea.indiana.edu/doc/undergraduate/ugrd_thesis2012_mgmt_burton.pdf on 15 April 2017. Cieslinska, K. (2007). THE BASIC ROLES OF MANAGER IN BUSINESS ORGANIZATION. Retrieved from . Dobre, I.O. (2013). Employee motivation and organizational performance. Review of Applied Socio- Economic Research. Retrieved from ftp://ftp.repec.org/opt/ReDIF/RePEc/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60.pdf on 15 April 2017. Ganta, C.V. (2014). MOTIVATION IN THE WORKPLACE TO IMPROVE THE EMPLOYEE PERFORMANCE. International Journal of Engineering Technology, Management and Applied Sciences. Retrieved from https://www.ijetmas.com/admin/resources/project/paper/f201411201416479373.pdf on 15 April 2017. Gyeke, A.S. (2005). Workers Perceptions of Workplace Safety and Job Satisfaction. International Journal of Occupational Safety and Ergonomics. Retrieved from https://www.ciop.pl/CIOPPortalWAR/file/14182/201303121275gyekye3(11).pdf on 15 April 2017. Kirkegaard, l., Larsen, K. (2011). Motivation of blue and white collar employees. Aarhus School of Business and Social Sciences. Mensah, K.B.E. Tawiah, A.K. (2015). Employee Motivation and Work Performance: A Comparative Study of Mining Companies in Ghana. Journal of Industrial Engineering and Management. Retrieved from https://www.jiem.org/index.php/jiem/article/viewFile/1530/755 on 15 April 2017. Mwamadzingo, M. Chinguwo, P. (2015). Productivity Improvement and the Role of Trade Unions. Retrieved from https://www.jtuc-rengo.or.jp/data/20160120_manual.pdf on 15 April 2017. Odukah, E.M. (2016). Factors Influencing Staff Motivation among Employees: A Case Study of Equator Bottlers (Coca Cola) Kenya. Journal of Human Resource and Sustainability Studies. Retrieved from https://file.scirp.org/pdf/JHRSS_2016060714191705.pdf on 15 April 2017. Ragupathi, D. (2013). The Financial and Human resource Management Strategies to Develop the Organisation. Research Journal of Management Sciences. Retrieved from https://www.isca.in/IJMS/Archive/v2/i10/2.ISCA-RJMS-2013-084.pdf on 15 April 2017. Sarode, P.A. Shirsath, M. (2012). The Factors Affecting Employee Work Environment Its Relation with Employee Productivity. International Journal of Science and Research. Retrieved from https://www.ijsr.net/archive/v3i11/T0NUMTQxMTY5.pdf on 15 April 2017. Spaho, K. (2011). ORGANIZATIONAL COMMUNICATION AS AN IMPORTANT FACTOR OF COMPANY SUCCESS: CASE STUDY OF BOSNIA AND HERZEGOVINA. Business Intelligence Journal. Retrieved from https://www.saycocorporativo.com/saycouk/bij/journal/vol4no2/case_2.pdf on 15 April 2017.