Week 10 Flashcards
what is an obstacle?
An obstacle is a hindrance, problem, or hurdle that gets in the way of team members and makes it difficult for them to reach their goal
- Obstacles impact team member performance, therefore PMs need to learn:
1. The various workplace obstacles, and
2. How they can be overcome
what is the obstacle of unclear goals?
Some people are naturally goal-oriented, however, most are not
– As a result, individuals are often unclear about:
a) The goals they have been set
b) How to achieve these goals
- Project Managers need to articulate and clarify goals so that team members can understand them
what is the obstacle of unclear direction?
When PMs give bad directions, team members often suffer with poor performance, to avoid this PMs need to define the path that leads to the
goal via clear instructions which ensures team knows what to do and when
- PMs should do this calmly and not criticise
what is the obstacle of low motivation?
Motivation is a long-standing area eg Maslow (1954) and Herzberg (1968)
* Path-goal leadership advocates the use of expectancy theory as a method of motivating others (Vroom, 1964)
- This suggests people are more motivated when, they feel competent, they get what they expect and they value what they do which can be done using rewards like money
= PMs need to do above to ensure team feels acknowledged
what is obstacle 4 of complex tasks?
Complicated tasks can result in leave team members panicking if they do not know how to complete them
- in this case, PMs need to use a
directive leadership style which allows them to “take control” and clarify how the team members’ goals should be completed.
= this then makes the task more manageable and increase team members’ motivation
what is the obstacle of simple tasks?
- Mundane and repetitive tasks can quickly become dull and uninteresting, the PM here must use a
supportive leadership style which encourages the team to carry on doing the boring tasks by providing stimulation in the form of social support
what is the obstacle of low involvement?
- If people don’t feel like they belong, they will not contribute so to counter low involvement, PMs need to use a participative leadership style
– This will create a safe environment where team members can give their opinions and such suggestions are used when making decisions on how the team should proceed
what is the obstacle of lack of a challenge?
- If people don’t feel challenged, they find work unmotivating
here PMs use achievement oriented leadership style is useful here as PMs continually push team members to perform, by setting high standards and are very demanding - This style is not for everyone, so PMs need to assess everyone’s needs and adopt best suited leadership style
what is conflict?
Conflict is a felt struggle between 2 or more interdependent individuals over perceived incompatible differences in beliefs, values, and goals or over differences in desires for esteem, control, and connectedness“
- if conflict is handled well, the problem-solving techniques improve, the team interpersonal relationships increase and better due to understanding which leads to stress-related conflict reducing
what are first two steps to Fisher and Ury’s principled negotiation?
- separate people from the problem: remember people have emotions, feelings etc which allows us to see their wants needs, strengthens relationship
- focus on interests not positions: look at basic needs that satisfy people eg safety, security, allows PMs to see real issue
what are last two steps to Fisher and Ury’s principled negotiation?
- invent options for mutual gain: both parties openly say their interests, then work to find a beneficial outcome
- insist upon objective criteria: can take multiple forms eg precedent (how issue was solved previously), professional standards, tradition, moral standards, what a court would decide
what is the communication strategy of differentiation for resolving conflict?
– Occurs in the early stages of the conflict
– Allows participants to explain their own position and see how it differs to the other parties’ positions, this opens communication which helps resolve the conflict via depersonalising it
- PMs must be aware of the risks of this
technique, as if done at the start there’s a risk of conflict escalating as people are emotional at this stage
what is the 2nd communication strategy of fractionation for resolving conflict?
- Breaks down large conflicts into smaller pieces (Fisher, 1971) and occurs at beginning of conflict
- This method:
- Makes the conflict less complex
- Gives it more focus
- Reduces emotions
- Facilitates good relationships
what is the 3rd communication strategy of face saving for resolving conflict?
– Conflict can threaten individual’s self-image as when people are concerned about how others perceive them,
their focus is on themselves rather than on resolving the conflict
– Using face-saving messages eg you’re making a good point, but I see it this way..
= can lower these threats to
individual’s self-image and can be used for validation during later stages of the
conflict resolution
what is conflict ‘style’?
it’s response or behaviour that people use when they’re approaching conflict. Kilmann and Thomas suggest there are five styles
- each style is characterised by how assertive and/or cooperative one is when conflict occurs
- cooperativeness is the degree someone attempts to satisfy other concerns, whilst assertiveness is the degree someone satisfys their own concerns.
