Collaborate With Key Stakeholders
Discuss about the Chinook Choppers Project for External Key Stakeholders.
Internal project stakeholder will be under a direct managerial control for the project leader within the business.
The two key internal stakeholders considered in this case are Employees and Owner.
Employees required to earn money and keep staying employed. The employees are engaged with the new work of adoption. Every individual employee needs to change their usual behaviours and work on new ways of doing jobs.
The owner keeps on maximising the profit made by the business. The owner will assist the manager of the project to provide leadership for completing the project successfully. The owners are usually enthusiastic about the value, project and final deliverables.
The external project stakeholder is within the same organisation but is not within the business. There are department and people who may need assistance from the project team who care or are affected by their performance.
The two key external stakeholders considered in this case are customers and suppliers.
Every customer wants low cost services or goods that have a high-quality business. Mostly supplier has the desire that the business purchase goods continuously from them.
- Main expectation of 4 key stakeholders for a project leader
Expectations are organised in many ways which cover the work, and life aspects as this are important for the people in performing the task through explicit expectations, organisational resource support, and managerial direction, quality of work environment, growth, personal expression and personal expectations with respectful treatment.
Employee: From the project leader an employee expects clear direction, and through general guidelines the leader expects the employee to work with general guidelines which are a way that is unstructured. The ideas and suggestions are given by the leader to encourage the development, autonomy and initiative.
Owner: The owner of the product ensures the requirement to be defined, ready and prioritised while being with the team through just-in-time planning and elaborate the requirement progressively. The project leader expects the owner to provide direction to the team through which a right thing could be built, and business value could be delivered based on ROI and priority.
Customer: The customer expects to get what they want though they are not sure of what it is.
Supplier: The supplier expects to deliver the product on time and provide all necessary part of the bike.
Difficulties for members in finding time: Noting the degree of difficulty regarding the participation time may considerably vary from one person to another. There were challenges in taking time for busy staff that spent the whole day in making the product and then meeting for three hours was attended.
Four Critical Challenges of Effective Collaboration
Members have negative reactions: There was a fear of getting a negative reaction from the primary sources which create hesitancy among the member. James and Carl’s were over-confidence as they have experience. However, Boyd did not feel stressed enough and continued the project without the contingency cushion.
Delayed accomplishments: The fundamental purpose of all the member of the project is to complete the making of the bike with the collaborative effort that was not augmenting. There could be many dilemmas that have resources such as energy, time and funding that are required for building the parts of the bike.
Organization diversity set having difficulty in working: Frequently challenge was centred while working on present chinook choppers diversity. The other members provided learning and networking opportunities. For all of them the main challenges on day twenty there was a minor fault in carburettor’s fuel line. It was time critical which need some time.
Continuous Communication: Open and consistent communication is needed by many of the players that can build the trust, create motivation that is common and assure with mutual objectives.
Shared Measurement System: Data were collected, and the results are measured consistently that ensures the efforts to remain aligned and hold each other accountable.
The four reason for poor collaboration include
– Failure to reach the goal
– No support from the community
– No lasting network created
– No growth or expansion
Theories of planning: The project has two part one is managerial part, and the other is effector part. The planning is the primary function for the managerial part and translating the resultant plan to action is the primary function of the effector. It is necessary to know the current state of the project, the desired state of goal, state transformation achieved through actions. The organisation translate the effector part into reality.
Theories of execution: In execution, the task is dispatch to the workstations. Whatever plan being made task execution begin with time. It has started too authorised in writing or speech. The execution of resources and the task input are ready during authorisation. Once the plan is authorised, the task then gets fully started, understood and completed.
Based on the theories provided, there are hidden assumptions that underlie in the project management theories of which two has been revealed in the above section. The assumptions are valid in exceptional situations which may even lead to the wrong assumption sometime and may create problems in project management practices. These are problems with self-inflicted as they are relying very much on theories and methods. Thus, it needs a wider and powerful theoretical foundation.
Two Techniques for Evaluation of Effective Collaboration
Transactional theories: The theories of transactional works are established with goals and have organisational boundaries. It has the existing goals of the organisation that promotes compliance with some performance expectations which has rewards and punishments. It emphasises the organisation, evaluates and rewards of the performance and its outcome and task oriented. There is the strict time that is especially effective and has constraints with a resource with highly-specified projects.
Transformational theories: The theories of transformational challenge the quo of the status. It motivates and engages the followers having a future vision. The employee gets motivated and engage and link to sense the self-having organisation values. It mainly focuses on strength and weaknesses of the individual employees and enhances the organisational goals.
Drive Performance: The leaders need to make the most of the process of project management. The process could be leverage were the expectations of the performance could be communicated and help people to achieve objectives. Leaders should be capable of understanding the accountabilities that are aligned with the strategies of the organisation. Leaders should provide effective feedback on competencies.
Manage Work: A good leader has to be very aware of the risks as it makes a decision or initiates action and has to be always ready in adjusting quickly. Often, effective leaders have the capabilities to make quick decisions although they might have little than full information. Delegation can be used to get the work done. With delegation knowledge, skills and abilities could be stretched. The tasks and assignments match the leaders effectively based on the strength and people development objectives. Effective delegation links to organisational and personal objectives, and also with effective follow-up and assignment with the clear task.
Partner within and across teams: A leader needs to jump-start the teams. It runs quickly and is efficiently critical that shows the result sooner. The leader needs to reach across the boundaries of the organisation to make their things done. Some tools and techniques are needed by the leaders effectively that defines the issues, processing options and his a commitment to the action.
Select talent: A successful leader can take the lead to successfully develop the profile and understand the knowledge, skills, motivation and experience that an employee requires. The personal involvement of the leader helps in the selection process so that it would be helpful for the interview and fit the candidate based on the evaluation.
Professional Behavior: The professional behaviour can benefit in improving the working environment. With professional behaviour, an individual can develop their working habits effectively. The productivity and effectiveness of the individual could easily improve within the organisation.
Four Consequences of Poor Collaboration
Ethical Behavior: The co-workers and manager receive ethical treatment which being most respectful for efficient and accurate communication. The employee should report if there are any violations in the policy made by the Chinook Chopper company that it is necessary to maintain the ethics that are of a high standard which is safe for the visitors as well as employees.
Socially Appropriate Behavior: The social behaviour of the individual becomes intertwined with other members of the team. The strong and positive group is associated with an individual with positive attributes that has self-identity. The social behaviour is not ale=ways positive. It may sometimes hinder the team performance.
Cultural Appropriate Behavior: With the fast-changing environment of the organisation’s culture can make the difference between success and failure. Confronting the cultural reality of an organisation is not necessary to be pleasant always. Often rewards and attention being paid for the management are the strongest indicators for the organisation culture.
No value for feeling and recognition: When employees do not get recognised for immense efforts that they have put towards a project they usually get demotivated. Their interest gets lose or even do not want to think innovative or do some extra work or have feelings about performing their role as it seems their dedication and hard work cloud not be seen.
Micromanagement: The manager characterised the management style with micromanagement that closely supervises and observes the subordinates or employees work. The micromanagement may not harm the manager as the employees may get irritated and bothersome. They lose motivation as their judgment or contribution could not be trust. With micromanagement, the employee gets disengaged and may also leave to get more freedom or may even continue to muddle through.
Insecurity in the job: Security of job is the important factor that can motivate the employee which means the place where there is insecurity of job can wreak the havoc for employee retention. If the work or job is expandable for the employee in a company that is unstable where effort is put to get the salary. However, the rest of the energy will be given on resume update, looking for job stability, co-workers gossip, and plan for a jump.
No Progress: Mostly employees are happy as they have potential to learn continuously in their organisation and have grown in knowledge and skills. The progress is accomplished in the small workplace that are triggers for motivation. There may be a situation where employees may feel stagnant and uninspired, and drop the engagement and enthusiasm. It may happen that the employees are trying to come up with new change an idea and may pass through red tape which means that they may lose the fervor and drive.
Project Management and Leadership Theories
Effective communication: Communication of information with the employees usually affect the work of an employee. This will make the employee feel that they are from in-crowd. This will make the employees keep up-to-date on the feedback of the customer, change the due dates, improve the product, department reporting or interaction structures and opportunities of training. In this way, the work decisions would be made better for the employees as and when there are some changes. With more than one changes the employees get affected and communicate by spending additional time through which the change may affect the job, decisions, goals and allocation time.
Appreciation: It is important for the employees to deliver an overall picture of every part. Hard work and projects appreciation are delivered extremely well which will give a good feeling to the employees that valued themselves, meanwhile giving drive for the best. Recognize the employee individually and appreciate a group of employee resulted in the accomplishment of a team effort.
Social Outings and Events: The employees of the company are acquainted with the co-workers and establish a good friendship. The relations that was develop was friendly had fuel their motivation.
Work Load Realistic: Employees workload could be balanced and keep realistic. The attention lapses and demotivates the employees. Thus, making the work done within the deadlines can be considered by encouraging the employees to be open about their workloads when it becomes too much for the employees.
Motivation creates a high level of enthusiasm through which the organisational goals could be reached and has been accommodated to satisfy the needs of the individual. Motivation is mainly to achieve the organisational goals which satisfy the employees’ individual needs. For a supervisor, motivation is very important to exert the best efforts through which the goal of the organisation could be achieved. The most common motivational theories are Hertzberg’s Two-Factor Theory and Maslow’s Hierarchy Needs which had been developed to represent the foundation that develops the contemporary motivation theories.
For making the project successful a lot of efforts much be involved in making the products good or understanding the sales and marketing reports. This will help to motivate and inspire the employees to work. Some of the motivational theories that are developed to help the employees are:
Hertzberg’s Two-Factor Theory: This theory has two factors namely motivation and hygiene. The factors of motivation include good efforts recognition, having a path for career and enjoy the work. The factors of hygiene include benefits, salary and relationships with management and co-workers. The application of the two factors through benefits program and comprehensive salary in the workplace develop workshops for team-building, and ways are created that can recognise the performance in a good way.
Two Leading Theories: Critical Analysis
Maslow’s Hierarchy Needs: The theory of Maslow’s meet the employees’ basic needs that include safety, esteem, belonging and psychological wellbeing. For the application of work, diversity training can be implemented by the managers and celebrate programs with the difference in people. The issues of safety are governed by law, where extra effort is taken by managers that look at things with desk ergonomics were morale employee is added. The managers and co-workers much respect the employees during their tasks.
Pure Motivational Power: The techniques of powerful motivation are to set the goals and helps in effectively nurturing the self-motivation, and it has some reason were much effort are put with hard work in the pursuit the dreams. It is essential that Boyd choose the goal that he wants and work on it until he accomplished it.
Ignite the desire: The rewards are accomplished to stimulate and motivate the most ambitious aims and visions. A reward being a link with the requirement to accomplish the goal that has one of the most effective techniques of motivation. Boyd’s can reward himself for achieving the aim. These are the most effective way to achieve ambitious aims which allow developing perseverance until the goal is accomplished.
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