Project Risk Management - Assignment Example

Introduction Attitude, motivation and behavior plays an important role in determining the success of an organization as the integration of different factors helps to use the resources effectively. This report evaluates the different issues, difficulties and problems which was being felt in Glazers Lawn Solutions and proposes different strategies through which those can be controlled. It analyzes the individual members, their attitude and behavior and chalks out a plan based on which effective change has to be implemented for better performance. Question 1 Glazers Lawn Solutions which produces lawn mowers is facing difficulties due to different attitude, motivation and behavior being shown be them. The different factors which have led towards a different drive being demonstrated by Ellen, Bill & Eric are as Knowledge about their responsibilities: One of the drivers which have helped the members to act in a different way is the knowledge that the members have about their job. This is matched by the skill and will to act in a predetermined manner. Ellen, Bill & Eric are being driven by the fact that they have the required knowledge and understand their role. This has helped them to understand the manner they will be able to contribute towards the goal and has ensured the required drive through which better marketing efficiency can be established. Cognitive Engagement: This is the amount of time that Ellen, Bill & Eric are willing to spend in their profession. This helps to bring innovativeness and helps to develop a process through which behavior of individuals can be changed. It is seen that all the three members are willing to spend time in their profession and bring the required transformation in their behavior (Deci & Ryan, 2005). This is matched by the fact that Ellen, Eric is more engaged and innovative as compared to Bill as both Ellen & Eric look to develop marketing strategies which is aggressive and ensures that it has more depth and is not limited. This has thereby increased their engagement with the job and has also transformed the degree of transformation and competence they are able to demonstrate. Self Efficacy: It is determined as the ability of an individual to judge himself and identify the manner in which he can bring a change in performance so that the task can be better achieved (Kirsch, 2005). It is identified that all Ellen, Bill & Eric have believe in their skills and knowledge and are of the view that they can transform the style of working. This has been seen by the fact that Ellen has been able to contribute positively by developing marketing strategies which has increased their reach. Eric has also been able to show his skills as despite being the youngest the new ideas and knowledge he had in the field of marketing has helped the organization develop better plans and strategies to deal with the change. Bill on the other hand is an experienced person having the required knowledge but lacks depth which has created differences with Ellen and has affected the performance to a certain extent and also created doubts on the ability of Bill. Performance Reward: The other drive which has increased the degree of contribution from Ellen, Bill & Eric is the reward which is provided to them. The organization looks to promote people based on their performance and contribution towards the organization (Pinto and Kharbanda, 2005). This is seen by the fact that Ellen was promoted as the marketing head of the department despite Bill being more experienced and associated with the organization for a longer period than Ellen. This is further supported by the fact Bill held a higher position than Ellen but Ellen was promoted based on promotion and the manner in which she was able to contribute. This act as a motivating force for Eric who is young and by performing on the high standards will provide an opportunity for getting a promotion and will develop a process through which better rewards will be provided is driving. Recognition within the organization: The organization seems to recognize people contributing which has helped to improve the social status of the people. This has helped people ensure that in the Maslow Hierarchy of Needs employees are able to move higher up in the strata and are able to satisfy their need to social recognition (Pinto and Kharbanda, 2005). This has acted as a drive for Ellen, Bill & Eric and has ensured that they are able to contribute positively towards the goals of the organization. Question 2 The case shows that Bob Gannon lacked initiative and didn’t look to be aggressive and develop new process so that better marketing strategies could be developed. This thereby helps to understand the following drives and characteristics which was reflected Lack of initiative: Bob Gannon demonstrated a lack of initiative to take new steps and was less aggressive towards marketing. Bob looked towards ensuring that the organization worked similarly and was not willing to take new methods to improve the condition of the business which was depleting. This thereby shows a lack of drive to take new initiative to develop aggressive marketing strategies Indifferent attitude: Bob Gannon also showed an indifferent attitude towards work. This was seen by the fact that even after different members had complied the work Bob hardly went through it and didn’t take any actions on the information supplied with him (Zimmerman, Bandura & Martinez-Pons, 2002). The indifferent attitude clearly shows that Bob was not willing to change and looked to work in a similar manner Lack of Cognitive Engagement: Bob Gannon highlighted a lack of cognitive engagement as Bob Gannon was not much involved with the job. Even when the subordinates had carried out the work Bob didn’t read the reports provided to him and was just placed on the desk. This shows a lack of engagement with the job and has thereby reduced his engagement with the job and has also affected the style of working Lack of Self Efficacy: It is determined as the ability of an individual to judge himself and identify the manner in which he can bring a change in performance so that the task can be better achieved (Kirsch, 2005). Bob clearly highlights a lack of self efficacy as Bob doesn’t belief in his skills which has affected the style of working and has made the organization to be less innovative in carrying out the different changes. Question 3 Mike Lynch has transformed the manner in which Glazers Lawn Solutions by removing the bottlenecks and ensuring efficiency in the style of working. To ensure that the process is effective Mike on the fore front has ensured that the business follows a flatter hierarchy system instead of the long hierarchy which is present (Huntoon, 2008). This has been matched by the fact that Mike has looked to diversify the risk by ensuring that the business mover overseas and looks to develop the product line so that better control can be exercised. Further, Mike has ensured that the process looks towards recognizing the people who contribute positively and are provided reward. Thus, Mike has ensured that a process of change has been evolved has been possible due to the fact that Mike has ensured the importance of the changing business environment. To ensure maximum effectiveness Mike has used the following Lewin’s Force Field Theory of Change: The theory states organization during their functioning will be able to find out different process, techniques and developments which have to take place for effective process of change. To garner maximum advantage from change the resistance has to be reduced so that better strategies can be implemented (Chapman & Ward 2007). This makes it imperative that Glazers Lawn Solutions looks at the positive side and develops a process which facilitates a process of change as it will help them to understand the manner in which business will gain over a longer period of time. This process of change has helped Mike to undergo the required changes and bring a change in behavior and attitude of the different person. Question 4 The marketing team is trying to restrain and refrain from mixing with Ellen over a drink because of the fact that Ellen is the marketing head and the fear that other members have if they mix with Ellen is hampering the progress. The marketing team thinks that Ellen has grown as a person and occupies a very respectable position within the organization. If they mix with Ellen and if they say anything which is objectionable could results in serious situations and could also lead to towards loss of job (Mallak, Kurstedt Jr. and Patzak, 2007). The fear that the marketing team has to mix freely with Ellen is an area which is hindering the path of growth and is acting as an obstacle to carry out the different functions effectively. The decision is not wise as it is creating differences within the team. It is important that the team members instead mix freely with Ellen. Meeting over a drink is an opportunity where an informal chain can be developed for communication and will help to unite the different members (Zimmerman, 2008). This will reduce the gap which is present among the members and will instead bring the entire member together and will ensure that better performance can be delivered. This makes it imperative the team looks to mix freely and develops an atmosphere where people work together instead of isolation. Question 5 The meeting that Ellen and others had with Mr. Hayashi clearly highlights the cultural differences which exist between them. Since, both of them belong to different nation and have a different culture it is important on the forefront to resolve the cultural issues which is present before them. This can be seen from the following differences which existed during the meeting (Zimmerman, Bandura & Martinez-Pons, 2002) Lack of eye contact between people as one culture favors eye contact whereas the other culture doesn’t prefer the same Showing an indifferent attitude as when the visiting card was given then the person instead of reading the same kept is directly in the pocket showing a lack of respect towards others Having a mix of women and men in case of Glazers Lawn Solutions whereas the Japanese had only males thereby showing the differences which arise due to sex as Japanese prefer men to work and women to carry out the home activities. Arriving at conclusion and interfering in matters before the entire discussion was completed shows the manner in which cultural differences existed between the meeting members. Question 6 The action plan which needs to be taken by Ellen with regard to the different groups has been provided under as Immediate subordinates Bill & Eric: Ellen needs to look towards removing the differences which exist between the subordinates and her. She has to understand the skills and knowledge that her subordinates have and based on it task should be assigned (Zimmerman, 2008). Since, Bill has more experience that Eric it is important that due respect is provided to Bill and needs to formulate a process through which the differences can be reduced and a common platform can be developed for better decision making. This has to be matched by more opportunities being provided to both the subordinates and looking towards developing a process through which better initiatives can be developed Rest of marketing team: Ellen needs to look towards removing the differences which exist between marketing team and her. She has to look towards removing the fear which the marketing team is presently facing and needs to mix freely. She has to look towards developing an informal channel to ensure better coordination and needs to ensure that each and every member looks towards formulating a process where everyone treats each other similarly. In addition to it Eric has to ensure that people see her as a member of the team and not as a leader and needs to unite and bring all members together. Mr. Hayashi & his team: Eric needs to undergo a program so that she is able to understand the culture of Japan. This will help to remove the cultural differences as understanding each other culture will ensure that due respect will be provided to Mr. Hayashi and his team (Ibbs, Lee and Li, 2008). Further, Eric has to look towards looking at the meeting positively and needs to develop a framework through which better results can be achieved. She has to develop a framework which ensures a win-win situation for both the parties and ensure better results. Conclusion The report thereby evaluates the different attitude and behavior which has made the different members demonstrate different behavior. This will require changes and modification by Ellen in different areas and developing a framework through which the performance can be enhanced and the organization is able to ensure better productivity and results over a longer period of time. References Chapman C. & Ward S. 2007. Project risk management: processes, techniques and insights. John Wiley & Sons, Chichester. Deci, E.L. & Ryan, R. 2005. Intrinsic motivation and self-determination in human behavior. New York: Plenum. Huntoon, C. 2008. Managing change. Proj. Mgmt. Journal., 29 (3), 5–6. Ibbs, C. W., Lee, S., and Li, M. 2008. Fast-tracking’s impact on project change. Proj. Mgmt. Journal, 29(4), 35–41. Kirsch, I. 2005. Self-efficacy and expectancy: Old wine with new labels. Journal of Personality and Social Psychology, 49, 824-830. Mallak, L., Kurstedt Jr., H., and Patzak, G. 2007. Planning for crises in project management. Proj. Mgmt. Journal, 28(2), 14–20 Pinto, J., and Kharbanda, O. 2005. Project management and conflict resolution. Proj. Mgmt. Journal, 26 (4), 45–54. Zimmerman, B.J. 2008. Academic studying and the development of personal skill: A self-regulatory perspective. Educational Psychologist, 33, 73-86 Zimmerman, B.J., Bandura, A., & Martinez-Pons, M. 2002. Self-motivation for academic attainment: The role of self-efficacy beliefs and personal goal setting. American Educational Research Journal, 29, 663-676 Read More