Essays on Project Risk Management Assignment

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The paper "Project Risk Management" is a great example of a Management Assignment. Attitude, motivation, and behavior play an important role in determining the success of an organization as the integration of different factors help to use the resources effectively. This report evaluates the different issues, difficulties, and problems that were 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 attitudes, motivations, and behavior being shown by them.

The different factors which have led towards a different drive being demonstrated by Ellen, Bill & Eric areas Knowledge about their responsibilities: One of the drivers who 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 the behavior of individuals can be changed. It is seen that all 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 that are aggressive and ensure 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 to 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 that have 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 have 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 to 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 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 for 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.

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

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