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Essay / Work Ethic as a General Project Management Skill conflict management stylesIs conflict management useful?Communication SkillsLiterature ReviewDiscussionNegotiationLeadershipConclusionSummaryThis essay discusses work ethics and the importance of maintaining a sincere approach to ethical conduct in the workplace. The essay begins by highlighting the role of each employee in ethical behavior and the impact of personal ethics on one's behavior in the workplace. The essay also discusses the changing work culture and the importance of leaders setting an ethical example. The author emphasizes the importance of being both pessimistic and optimistic when working on a project, representing factual data, and not neglecting the limitations of the group in view. The essay also delves into the impact of emotions on ethical decision-making, suggesting that individuals should express their feelings and emotions at the start of any discussion. The essay concludes by emphasizing the importance of work ethic on attitudes toward work, as they impact the human beings who perform the tasks. Overall, the essay highlights the importance of maintaining a sincere approach to ethical conduct in the workplace and ensuring that personal ethics do not harm the interests of the individual and the organization . Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essayIntroductionThe code of ethics is rather simple. It is about possessing and maintaining characteristics such as honesty, fairness, responsibility, respect and morality. At present, most of the businesses, whether it is a small startup or a business tycoon, have focused and highlighted on maintaining a sincere approach by ensuring that they maintain the work ethic within a good margin. Every organization wants to promote an ethical atmosphere by enforcing a certain code of conduct and also relying on the individual adhering to their own terms of morality. “Since it is each employee's personal code of ethics that influences their ethical behavior, the proper unit of analysis when investigating ethics should be the individual (Al-Khatib et al., 2004). “There is a line between one's own moral ethics and that of a company. An organization can impose its principles to a certain extent, but then it is up to an individual to respect them. This again might be different from ethics in personal life, student life versus professional life. According to the study (Glenn and Van Loo, 1993; Lawson, 2004). Business students generally deny cheating or any act to justify it with a good understanding of business ethics. However, even if they agree not to follow him, they end up being fundamentally less faithful. Let’s talk about looking at work ethic from a different perspective. An individual's life consists of several phases, with work covering the majority of them. The average human being devotes more than thirteen years of their life to work. Similar to eating, sleeping, and doing any other activity, work takes up a large part of it. However, this has changed in a few hundred years. Over time, from medieval times to present day, a person's dedication to a once despised job has gained more respect and gained abest credit in his eyes. There has been an evolutionary revolution in the work system as in everything else. With the evolution of man, natural events change the geography and conditions of the world, the period of war and rule followed by more social development. In the current context and under pressure, you have to build public relations while maintaining ethics, which can be a challenge. The flow of an ethical presence should flow from the top of the table. Above all, it is important that the leader sets the example. While thriving in a project, a leader must always be both pessimistic and optimistic. This means that it is very important to be conventional and reactionary and keep in mind the deadline of a project. On the contrary, a PMO must also give freedom and allow everyone to work on the project and consider it with equality and serenity. Above that, there is also a third quality which consists of representing factual data. This is where a person can choose to be transparent or hide things. A partial way to hide a truth would be to not disclose it until asked. This is where ethics matters, giving a certain number, if it is an estimate or a ballpark figure, then that. And the last thing to be properly ethical is to see the limitations of the group in sight and not overlook them. Having a misperception that neglecting something and assuming the problem will resolve itself would be an internal bad move against one's organization. It is therefore necessary to keep in mind that one must respect all the ethical laws for which they are committed and comply with them. (Max Weber) To highlight the importance of work ethic on attitudes towards work, here is an example graph that shows how, with the advancement of time and workload, the imprint of an individual's state of mind towards work as a whole. . The reason this needs to be understood and considered is that the tasks are performed by human beings. Everything comes in a package and each different individual follows their aspects, traits and emotions. Additionally, emotions can be described as feelings, sentiments, or the perception of a subject based on their personality and experience in a certain way. Consistent with the work of Nussbaum (2004), emotions can be distinctive and can have a perceptual component. In other words, an individual's frustration or disappointment can lead to emotional turmoil, but these feelings cannot be eliminated by eliminating the frustration alone. This can be mentally challenging and lead the person to make a decision that might not be desired. This is why it is very important to ensure that emotions do not manifest and harm morality. Although research findings suggest that emotions influence moral decision-making, they do not unambiguously show when or how emotions come into play when people make a judgment or decision (Huebner et al., 2009). . There are always occasions when people come forward and turn everything against them in their favor. That's what a smart person can do here. In accordance with the studies of Mole Wijk, Kleinlugtenbelt and Widdershoven (2011), each individual should, at the beginning of any discussion, express their feelings and emotions. This may include describing what they are experiencing, its substantial effects on themselves, and how it might affect the work environment. This is where the heat of introversion is vented by applying an extroverted personality. It is necessary and important to take into account the emotional aspectswhich could hinder ethical decision-making. (Molewijk, Kleinlugtenbelt, & Widdershoven, 2011) described an Aristotelian conversation method that helps one confront one's emotional state of mind. It involves five steps and helps individuals elaborate on what it means to be a competent professional in their field and become open about perceptions, judgments, and anything like the halo effect. I think this is very effective in helping to manage one's emotions and release them without repressing them, which in turn does not affect their moral and ethical decisions. Now let's look at a table that describes the ethical work of military students. As described above, the work has been classified as subject to relative. In the search engine company, a worker can enjoy freedom and independence within the framework of his moral code and can apply ethics for that particular area of interest. However, this varies. The chart below shows that hard work comes first, followed by non-leisure, asceticism followed by independence at the end. So, work ethic is very contextual. “Our society would have fewer problems if people had less free time” (Townsend & Thompson, 2014). This may not mean, one way or another, that a person should not savor, but rather focus on having an appropriate percentage of time that they give to the material subjective in one's own field of work. The whole subject of work ethics is therefore very relative and may differ in the case of a white collar employment office environment, from something that takes place on an actual construction site versus a facility for students and may be totally different from that of the military. .Team BuildingIn one way or another, each person who works will be part of a team or group which may number two or more. However, this does not mean that all groups will work together and can be considered a team. Usually, groups in the work environment will consist of two or more people who are not dependent on others and will communicate when necessary or over time. For example, let's say in a restaurant we see more than 3 or 4 people will serve different dishes. tables depending on the size of the venue and can be considered as a group. They only interact with each other when necessary or when the customer asks for something. They do not depend on other servers for work, but together they will work towards the success of the restaurant. Groups don't have a clear plan of action, so conflicts are very common, such as waiting for a table in an unassigned area. Teams, on the other hand, can be thought of as a special group of people with different skills. and each person can perform a specific part of the same project and other team members will perform their specified tasks in that project. We can differentiate teams and groups in another way, for example, teams perform the work assigned to them in the context of a common goal which is the given project, while groups can do the same work. Let's take the example of a restaurant that we talked about in the paragraph above, the waiters, they all do the same job and don't have a common goal. A group of individuals come together and work as a team to achieve their organizational goals and it is important to have an understanding between them. However, to achieve this, we may need team-building activities that help employees better understand each other's strengths and weaknesses. This understanding will help them work even bettertogether. When a project involves teams in different countries, it is important that each team member is aware of the cultural differences between them to enable successful execution of the project. Building a team should be one of the main goals of the project planning process so that it can also help team members get to know each other on a personal level, which is helpful for the success of the project . Having a good understanding of the cultural differences of team members also helps establish a level of expectation of different teams in the global environment. Building diverse teams helps the organization achieve its goals even efficiently. The extreme changes that have taken place in organizational business models have put team building at the top of their priorities. Today, most top hierarchies in businesses are being replaced by team-centric, more agile and flexible systems. Since multiple teams are involved in a project, each team acts as a cornerstone of the project, as Alison Bloom-Feshbach and Marie Poyet (2018) mentioned in their reviews: “Studies demonstrate the growing importance of collaboration; a 2015 survey of knowledge workers reveals that more than 90% of them collaborate on a weekly basis, and 65% of them multiple times a day.2 Organizations are taking note, “agility and collaboration” being cited as critical to success by 94% of companies surveyed in 2015. Deloitte’s Human Capital Trends Report.” To meet your daily challenges or achieve your overall end goals, we must build a team that can overcome all challenges. The two most important reasons that could lead a project to failure are lack of team building activities and language barriers. The reason why it is believed that language barriers will play a significant role in the failure of an organization is that good communication between team members will lead to information sharing and constant interactions, mutual respect , which will allow the entire team to have a clear vision of the project, which will increase the willingness to work better to achieve the same goal, which increases the probability of creating successful businesses. As McKEEBY, JW (2012) said in his journal, due to the rapid expansion of organizations, employees must have unique skills and the team must be able to manage even one single system. Even if teams use standard methodologies and tools, we can still see teams not sharing information, goals and their priorities with other departments and gaps in communication and we see team members operate individually. To overcome this problem, the leadership group should set goals such as “learning to work better together” and “communicating better.” Stanier, MB (2018) “Communication should be the easy part in managing tensions between individuals and teams, but we often get it wrong. Communication must reflect our actual reward strategy. » Levasseur, RE (2011) explains here how Tuckman studied the process “by which groups develop and categorized this process into four stages: formation, storming, normalization and execution. In the Formative Stage (F), a group of individuals comes together for a specific purpose and spends an initial period adapting to each other and the group's stated goal. Fueled by resistance to group influence and task demands to achieve the goal of thegroup, the storming (S) stage is generally characterized by significant relational (i.e. interpersonal) conflict. Before the team is formed, it will be a group. of people with individual entities. Once the decision is made to form a team (step 1), members worry about how their team members will behave, will they cooperate with the work, the goal of the mission and what what you have to do to get the most out of it. each other, etc. During the training stage (F), each member should try to understand and ask questions of the others so that everyone can learn from the others. The next step we have is Storming (S). This is considered a conflict stage; Typically, team members will struggle with their individual work. To be a high-performing team, you should not want your teams to be in this stage of conflict that will affect the progress of the project. Levasseur, RE (2011), “describes the link between storming (S) and execution (P) discovered by John and Mannix, according to which P is moderate or high only if S is low. Note that the shape of the curve follows the 80-20 rule, as suggested by my experience working with groups as an organizational development (OD) consultant, thus showing that even relatively moderate levels of conflict (storming) prevent a group to function effectively. Tuckman's group development model recognizes the critical role of norming as an intermediary variable between storming and performance. Conflict ManagementConflict is defined as a disagreement between members of a group where one individual or group interferes in the attempts of another individual or group (Robey et al., 1989). Conflicts can arise between team members or between different project teams within an organization. According to Jiang et al, 2014, conflict management is defined as “the ability of the team to reach agreements among members”. Conflict resolution occurs when all members display a positive attitude, resolve their differences, and reach a mutual agreement (André, 2018). Why do conflicts arise? Differences of opinion and Poor understanding of the intention of Others can create conflicts. Here are the different conflicts that could arise between team members or between different teams. Goal Conflicts: These conflicts arise when team members disagree on the goals of the project. Interpersonal Conflict: This is an event in which an individual experiences an adverse reaction when the other individual interferes with the achievement of his or her goals. Task Conflict: Task conflict is disagreement regarding views, opinions, and ideas about how to accomplish a task. Inter-team conflicts: These conflicts arise when teams with different goals interfere with other teams trying to achieve their goals. . This usually happens due to lack of resources and lack of cooperation. (Jiang et al, 2014). Perception of Conflict Each individual participating in a project has a unique personality trait that can describe how an individual will deal with and manage conflict. According to the Big Five personality trait theory, there are five personality traits (Ayub, AlQurashi, Al-Yafi, and Jehn, 2017). Agreeableness: Agreeable people are kind and cooperative. Disagreeable people tend to be suspicious and rude, which leads to conflict. Highly aggregative people can regulate conflicts because they are capable of handling a negative situation. Extroversion: Extroverts aresociable, active and self-confident. However, these individuals are not as likable as agreeable individuals because they are likely to dominate a situation. But these people can handle conflicts effectively because they are always ready to face conflict instead of avoiding it. Emotional stability: People with high emotional stability can handle stress. These people can handle conflicts effectively. Conscientiousness: Conscientious people are hardworking and systematic. These people are easily upset by task-related conflicts. Openness: Open-minded people are willing to express and share their opinions with others, which can cause task-related conflicts because others might not be willing to accept their ideas. But open-minded people are willing to discuss differences that can reduce relationship conflict. Ways to Avoid Conflict Here are the different ways to avoid conflict (Greengard, 2018). Bring all the individuals together: It is very important to bring all the team members together and discuss the issues creating conflicts. Sometimes just raising the issues will help individuals understand and resolve them. Listen: The coordinator and mediators must be attentive and listen carefully to the concerns of all individuals. Acknowledge: It is important to communicate their understanding of the situation. Ask everyone if they understand the conflict correctly. Validate your feelings: After recognizing the problems, it is very important to understand the cause. Try to confirm whether negative feelings like frustration or anger are causing the conflict. Apologize: Always apologize for your mistakes. This will help people move on and forget about anger. Conflict Management Styles How conflict is handled determines the success or failure of a team. There are different models for analyzing conflicts. Here are the different types of conflict management styles (Aritzeta, Ayestaran & Swailes, 2005) Integration: Individuals are very concerned about themselves and are also concerned about others. Team members collaborate, share information, resolve disagreements, and find ways to keep each other happy. Compromise: In this style, individuals demonstrate moderate concern for themselves and others. All individuals on a team settle on common ground, where each of them must give something and take something. Obligatory: Individuals demonstrate high concern for others and low concern for themselves. They try to understand the opinions of others and satisfy their needs. These people are ready to make concessions in a conflict situation. Avoid: Individuals have little interest in themselves and little concern for others. Individuals hide their disagreements and avoid confrontations with other parties involved in the conflict. Forcing/Domination: Individuals care the most about themselves and care the least about others. This type of individual does everything possible to obtain solutions favorable to their personal interests, independently of others. The Relationship Between Team Roles and Conflict Management Styles Each team member uses a different conflict management style regarding how they wish to approach an issue. The following describes the different team roles and their conflict management styles. (Aritzeta, Ayestaran & Swailes, 2005)Complete: These individuals combine avoidance and obliging styles for conflict management. People who complete their studies are subdued and submissive. This team role has noforceful behavior, so they are more likely to correlate negatively with the dominant style. Implementers: These individuals correlate with an integrative, avoidant, and compromising conflict management style. Implementers are systematic and controlled, but they are sometimes also defined as intransigent and conventional. These individuals oppose new ideas but are interested in common solutions and also try to understand the problem. Since these individuals are sincere, they are open to negotiation and are likely to settle on common ground. Teamwork: These individuals combine avoidance and obliging styles when managing conflict. Team workers are not assertive and are less competitive. These individuals always try to satisfy the needs of others and also avoid direct confrontation. Instead of trying to focus on the problem and find the right solution, these individuals often accept what the other party wants. Specialists: These individuals combine dominant, avoidant and obliging styles for conflict management. These individuals are defensive and uninterested in others. These individuals show less interest when the conflict is not related to their area of expertise. They make concessions and are open to negotiation. Monitor the Assessor: These individuals correlate integration and compromise styles for conflict management. The instructor evaluator understands other people's problems and will try to solve them in the best possible way. These people build bridges between opposing parties. Coordinators: These people combine dominant, integrative and compromising styles for conflict management. Coordinators try to find intermediate ways to resolve a conflict. When necessary, they try to influence others and make them accept ideas. They clarify goals between opposing parties. Investigators: These individuals correlate dominance, integration, and compromise styles for conflict management. These individuals investigate, integrate ideas, and attempt to find common ground in order to break impasses. Plants: These individuals associate a dominant style with conflict management. These individuals do not take into account the concerns of others and do not settle on common ground. Shapers: These individuals associate a dominant style with conflict management. These people are extroverted and very impulsive. These people avoid discussions. Is conflict management useful? Conflict management is an important factor because it affects job satisfaction and improves the productivity of team members. It also helps build relationships and improves engagement. Many studies show that using the right conflict management style will help develop high-performing teams. Communication SkillsCommunication skills play a vital role in project management. It is one of the mandatory soft skills that a project manager must possess. Project managers must have the ability to convey ideas clearly and effectively and must also allow team members to express themselves openly and honestly. This is the key to success in areas such as software development where people are involved. Every project must have a good communications plan. Each project may have the same or different method of providing information. The communications plan includes the type of information provided by the project manager as well as the release and distribution schedule. Communication methodscan take many forms such as emails, written reports, conversations, meetings. Communication plays a major role when it comes to mergers and acquisitions (M&A) performance. Using project management tools such as project logs, progress reports, and periodic reviews can contribute to better communication and accountable documentation of individual and team work. By documenting and following this process, you can evaluate the progress of the project and the team members. This, in turn, allows for regular and systematic description and evaluation of individual contributions and overall team performance. Regularly documenting individual contributions helps push all team members to act ethically throughout the project, that is, to contribute their fair share of work to the project. Frequent use of documentation helps cultivate the habit of thinking in action by instilling in students the practice of regularly reviewing individual and team work and constantly evaluating the quantity and quality of work completed. It also facilitates frequent reflection on the strengths and weaknesses demonstrated in individual and team work, lessons learned during the project, and possible ways to work more closely and effectively as a team in the future. Literature ReviewBelzer (2004) discussed the importance of communication skills for the project. managers. According to him, communication skills are one of the mandatory skills of project managers and they must have the ability to clearly express their ideas with their team members for successful project execution. Jerome Kanter and John J. Walsh mentioned in their article that Lack of communication with management is the main reason for project failure. Several workshop participants spoke of the lack of communication within management: "what the project manager says to the functional manager, what the functional manager says and what senior management hears seem to be different." A major problem was that people were afraid of antagonizing the vice president by disagreeing with the proposed completion dates. Communication with contract programmers was also cited as a problem. After a workshop, they discussed Knowing and reacting to the “real” status of the project. “Shooting the messenger” is counterproductive to open communication. Management should encourage honest feedback throughout the management chain. The system must accurately report project status, identify issues, and assign responsibilities for problem resolution. TJ Bond-Barnard1* and H. Steyn2 (2013) mentioned that one of the most important and frequently mentioned challenges in program management is that of communication. between project team members Pinto & Pinto and Pinto & Covin explain that effective communication between team members is very important in a project, because this communication promotes cooperation between team members, so essential to the success of the project. Communication in a program or project environment is defined as the transfer of information between program or project stakeholders; it involves one person or entity transmitting a message, and another person or entity successfully receiving and understanding the message in response [9]. Cross-functional communication in a program occurs between a group of people with different functional specialties or multidisciplinary skills, who are responsible for carrying out all phasesof a program or project from start to finish. For the purposes of this study, “cross-functional communication” refers to communication between project team members, rather than communication between groups of people with different functional specialties. DiscussionCommunication is the most relevant factor to implement the project. Other critical success factors found were: project communication, client consultation, client acceptance, senior management support, project schedule and project mission, project execution, troubleshooting, personnel management, monitoring and control. Communication in projects was the most important success factor in large companies, and the most important in small companies. All of the evidence in this research supports the idea that individuals who possess not only technique, but also knowledge management, leadership, and capabilities, lead successful projects. The most critical factors were those of management, however, management capabilities and experiences helped the project succeed. Communication skills are very important for the success of the project. Project managers' communication skills are not always perfect, they can always be improved. The success of any project depends on the quality of the project management mechanism. Project managers need to understand all the relevant factors to understand the entire communication process. Every project must have a good communications plan. A project will have its own method or process or it may be like another project. Poor communication of project managers with stakeholders will have a serious impact on the success of the project. Poor communication could be as follows. Missing project deadlines as they are not properly communicated among team members. Decreased project productivity which results in increased budget and schedule. Lack of team engagement Project members and stakeholders. Stakeholder misunderstanding of project expectations. Excessive communication with stakeholders can also lead to poor communication. Understanding a variety of cultures can also help managers communicate effectively among team members. The project manager must ensure that he delivers the right message at the right time. Some teams communicate electronically because their people are located in different geographic areas. They are called virtual teams. It is also very important for the project manager to remember the time zones so as not to miss any important meetings or project deadlines. Here are the different means of communication. Electronic emails. Sending any project information, such as project documents and budget information, in emails that may or may not include attachments. Sending reminders with project deadlines is also very helpful. The information should be sent to all team members.Blog. The project blog is an online journal shared among team members by sending an invitation. Project managers can include all project-specific information as well as challenges and decisions that were made regarding the project.Fax. These machines have been around for many years. In many countries, all signed contracts were legal by fax, but electronic copies mailed online were not. Sending all documents to currently least preferred physical address. Video conference calls. This is becoming more and more popular as project membersare diversifying. Team meetings / virtual meetings / one-on-one meetings There are many other ways to communicate. But the best approach is to hold an in-person meeting with the project stakeholders before the project begins. Every complex project must have a good communications plan. Here are the few key elements that should be followed in every plan. Project Objective: This should include the project mission. Define objectives and expectations: define the objectives and expected results of the project. Project goals and plans should be discussed among all team members through different modes of communication. Communication roles. All roles and responsibilities of team members should be clearly defined. Roles can be project manager, manager and sponsor. Negotiation Negotiation is a concept of winning or losing. In a project, negotiation plays a vital role in planning budgets and obtaining the necessary resources. To achieve victory in a negotiation, we must follow a few steps. The negotiator should evaluate the other party's requirements/plan, try to convince them to come closer to your requirements, motivate them by giving them the right knowledge about user requirements and manipulate them into believing your requirements. According to Gallagher, KP, Kaiser, KM, Simon, JC, Beath, CM and Goles, T. (2010), Negotiation is the key relational skill for internals and new hires on a project. It is necessary for the actor in the team of a project to have negotiation skills, because in the negotiation process or in the process. There is a big change in the type of negotiations in an organization and with the increase in technological types of communication with negotiation has also changed. According to Sai, Kenneth and Henry "negotiation support systems (NSS) and other discussion products have emerged." In the past, before the advent of technology, to negotiate people used to travel to the other party which takes time, by introducing the new way of online communication for negotiation we can connect anywhere to solve the problem and it is no less than in-person communication. Negotiation is used to resolve the dispute by communicating, exchanging ideas, and prioritizing the problem to be resolved (Sai, Kenneth, and Henry). In a project that plans out there, few tasks need to be negotiated before starting execution. Before starting the project, we need to plan the budget and obtain the resources. According to the education project planning strategy, these are the challenges to be addressed (Garrido-Lopez, M., Hillon, YC, Cagle, W., & Wright, E. (2018)) and I will describe how the negotiation will be part of it. Select the customer, balance their needs, manage interactions, manage the team, make them think and create value. Among all this, in my opinion, negotiation will be part of balancing customer needs and team management. We have to prepare a sheet with all the client's needs and based on the requirements a budget will be assigned to the project and while finalizing the budget from the client's side, a negotiation should take place if the client is not satisfied with the documented budget. and the planned budget. The project manager must explain in detail to the project sponsor the documented budget showing our requirements and convince the project sponsor to rethink their requirements. In the other challenge, while managing the team, the project manager has to hire the required team to complete on time without changing the scope. The project team will have both contract and full-time employees accommodated depending onneeds and use of the team. . According to W. A. Meinhart and Leon M. Delionback (1968), the project contracting effort is divided into three phases: program definition, research and development, and execution. We need to accommodate the team based on these things, like where we need contract employees and where to accommodate permanent employees. There must be a negotiation with the respective teams to obtain these resources for the project. According to Amrita Narlikar (2013), to win the negotiation we must “albeit to varying degrees depending on the problem domain and the negotiating partner.” While solving the problem, we must state the requirements very clearly and make the other party understand the necessity of these requirements in the negotiation. According to Adam D. Galinsky, William W. Maddux, Debra Gilin and Judith B. White. (2008), after conducting three case studies, they concluded that perspective taking is more important for a negotiator than empathy. Perspective and empathy are very important aspects of project negotiation. These will help create a clear idea of winning the negotiation most of the time. According to THV Mothilal DeSilva (2007), negotiations are done based on the strength and capabilities of the sponsor. Before preparing a budget or plan to request a resource, a negotiator must do background work on the project sponsor or investor. The negotiator must have information about the strengths and weaknesses of the other party. By documenting the information we can have an estimate of what to negotiate and how to make their weakness your strength in a negotiation debate for obtaining a resource or planning a budget meeting with the client and the sponsor/investor of the project. The main benefit of knowing their weakness is to make them understand your need and motivate them to change their argument about the weakness. Assessing the other party's strength will attempt to prepare them for the issues they will discuss about themselves. There are few steps to follow for a successful negotiation. According to Hake. S and Shah. T (2011), their research in the clinical industry, the above negotiation steps can lead you to success. They are divided into four phases of negotiation that are very important to take into account: Collection of facts. Know the priorities. Know the principles. Identify common areas. Negotiations are triggered when there is a conflict in the project. According to Shankar Ganesan (1993), negotiations refer to five types of conflict: rivalry or aggression, collaboration or problem solving, compromise, avoidance and accommodation. These styles are used in different situations in relation to the project in an organization. For example, there should be competing or aggressive negotiation while the requirement is clearly mentioned and the client tries to negotiate with the requirements, you cannot start the project with the requirement you have. Collaboration or problem solving is used when requirements are narrowly defined and one must push the other to close the gap between requirements. In this case, the negotiators will have strong questions and will have to resolve mutual problems. Compromise is the strategy in which one of the negotiators must give up their demands and agree with the other party because the opposing party has strong evidence of the necessity of those demands. Avoidance is a strategy of avoiding the other party's demands and forcing the negotiator to modify the requirement provided by the client. Meet requirements once strong evidence has been demonstrated. Negotiation is not aeasy skill to go through by a professional, it should need all the expertise in these methods, concepts and theories to be successful in most of the time. After briefly studying all these research materials, negotiating with other parties must have a strategy, plan to question the other party, and be ready to answer the questions we expect from the other party.LeadershipAccording to a journal written by Mansour Javidan in the Cross-Cultural Lessons in Leadership from the Globe Project, Project management leadership plays a very important role in project success by guiding the project through complex and stressful situations. A leader exhibits many characteristics throughout the project management process: - Good communication: to lead a project, one must be able to clearly communicate their vision, objectives, respective guidelines, etc. The ability to deliver and receive constructive responses is another important element of being a leader. Positive attitude: Spread positivity within the team by having discussions of motivation, commitment and confidence in the team. Team building: for the project to succeed, the whole team must work well together. it is important to manage team conflicts at an early stage. Excellent Decision Making: Making the right decisions at the right time has a direct impact on the success of a project.Problem Solving: A great leader should always have excellent problem solving skills so that when the time comes, the problem is resolved.Resilience: Maintaining a positive attitude even after a temporary setback is the most important trait of a leader. Emotional Intelligence: Being able to understand the emotions of not only oneself but also others is a trait that every leader should possess. All of these attributes are essential to becoming a great leader. However, in the article, the focus was on the traits of resilience and emotional intelligence. Reading the article carefully, it can be said that the traits of resilience and emotional intelligence are the most important aspects of a leader. These two traits play an important role in making a leader determined in all circumstances and allowing a project manager to perceive things from a different perspective. At the culmination of all these important characteristics, a project manager elevates his status and facilitates the smooth running of the project. From these projects, if we want to achieve the desired result, the presence of good leadership is essential. An article written by Michael (2001) based on project management skills is published in the International Journal of business performance and focuses on the role of project managers, their skills and their effect on project success. Previous research has shown that an effective project manager includes four conceptual, human, and technical skills, along with their 16 skill components. The article discusses the skill components that influence time, cost and quality performance in construction projects. So, in order to understand this, data was first collected from 107 project managers using a questionnaire survey method. The results of the analysis were collected, which further implied that interpersonal influence has a positive relationship with project time performance. Project cost performance is influenced by four skill components, namely emotional intelligence, interpersonal skills, apparent sincerity and budgeting. Finally, project quality performance is affected by eight competency components, including vision,emotional intelligence, interpersonal skills, transformational leadership, interpersonal influence, apparent sincerity, quality management and document and contract administration. So, looking at this analysis, we can say that different skills have their respective different effect on the progress and success of the project. It is important for a leader to fully understand the nature of the project and apply the right type of skills at the right time in order to maintain smooth progress throughout the project. Many conflicts and complex situations arise during the project, but a good project manager who has the skills to deal with the whole situation will always ensure that the desired result is achieved. We have discussed the importance of a good leader in ensuring success, but there are also many things a leader must always be aware of. Being a leader comes with a multitude of responsibilities and the individuals around you always have high expectations. Due to this pressure, leaders sometimes make common mistakes such as: Lack of humility Lack of faith Lack of vision Giving less time to the team Not setting goals Misunderstanding the role All of these mistakes are the most common common issues that many leaders struggle with. It is therefore important that a good leader not only leverages his or her skills but also pays attention to the common mistakes that many leaders make. So far we have discussed the different leadership traits, different leadership skills and their effects on the project and some common struggles of a leader. However, one cannot ignore the approach in which leaders assume their role. A paper written by S.Pretorious(2018) was presented at the South African Institute for Industrial Engineering (SAIIE) which focuses on different leadership styles and approaches. This article includes some of the leadership styles, approaches and theories that have been presented over the last two decades, namely: -Types of approaches discussedTrait approachSkills approachBehavioral approachSituational approachPsychodynamic approachThe leader decides his approach by looking at the project structure , after which the main preference is given accordingly i.e. traits, skills, behavior and situation. Types of leadership styles discussed: Strategic leadership: This type of leadership focuses on how organizational performance is influenced by executive leaders. Transactional leadership: This is a type of leadership focused on interactions between leaders and subordinates. This happens when managers offer promotions to employees who exceed their target. This leadership style is largely task-oriented. Servant Leadership: In this type of leadership, leaders serve by ensuring that the highest priority needs of their followers are met. Authentic Leadership: The main emphasis of this type of leadership is the authenticity of the leader. Charismatic leadership: It is a type of leadership that comes into play whenever there is a situation of distress, uncertainty or extreme enthusiasm in social relationships. Amin (2016) in his journal writing on the impact of natural leadership qualities on project performance describes that Some people naturally possess the qualities of a motivational leader from birth. They can find themselves in any situation and have become leaders by displaying certain qualities that surprise everyone around them. Certain qualities are developed from a young age, such as conscience, lucidity in communication,leadership, initiative and influencing skills, displaying them, making them always stand out as a Showstopper. Much research has been done on how gender difference can impact project performance. Since as male and female, they embody different innate qualities as a natural leader. Many authors have even considered age as an influential factor in project team management. As a young leader will be more energetic, will strive to achieve new things and will be able to grasp new technical details very quickly. Conversely, old-age leaders will use their past experiences in working with management times and calmly manage the team with their traits and practices. Amin (2016) mentioned an interesting model in his Journal explaining how age and gender can actually impact project team performance. Jack Futcher says in S.Pretorious (2018): “Process does not deliver projects. Leadership trumps and must trump process. » To summarize, the ultimate goal of a certain project manager is always to achieve a positive result. Davis, B.L. (2007). The Journal describes that “My analysis found that increased support from the LEAD Fellow cadre and mentoring contributed to mentees being less stressed and less satisfied with their work. » The article studies the traits followed by the leader, approaches suitable for being a good team leader, leadership styles, theories discovered by different authors, differences in leadership and management to get more clarity and contradicts also some errors that could arise if the project fails. . According to my research, only 34% of projects manage to reach their completion goal. The reason projects fail is hiring project managers primarily based on their technical expertise rather than their leadership abilities, resulting in poor team leadership and unsuccessful projects. Conclusion In today's competitive and fast-paced world, work ethic holds a crucial place in the professional world and conflict Management is an essential skill that all individuals within an organization should possess. Communication skills are also an essential aspect of project management, as they enable project managers to effectively convey ideas, foster collaboration among team members, and facilitate project success, while negotiation is a skill essential in project management. An individual's behavior and decisions are influenced by their personal ethics, which also plays a major role in their work ethic. Although the company or organization may establish certain principles, it is ultimately up to the individual to adhere to them. Maintaining a balance between personal and professional ethics can be difficult, but it is essential to creating a positive work environment. A leader's example and behavior sets the tone for ethical conduct in the workplace. A leader must maintain a balance between pessimism and optimism and present factual data while being transparent. It is also essential to understand and recognize emotions and the impact they can have on decision-making. The Aristotelian conversation method can be an effective tool for confronting one's emotional state of mind. Conflicts can arise between team members or between different project teams within an organization. Conflict can be perceived differently by each individual depending on their personality traits such as agreeableness,.
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