Project manager must be able to exert interpersonal influence, excellent communication and strong leadership skills. With the ability to handle stress, problem solving, behavioural characteristics can lead to inspire the project team to succeed and win the confidence of the client. The Project Management Institute defines project management as “the art of directing and coordinating human and material resources through the life of a project by using modern management techniques to achieve pre-determined goals of scope, cost, time, quality and participant satisfaction” (Smith 2002). Therefore, for a project to be successful, the methodology employed for the execution is very important. Requirements, statement of work, risk assessment and schedule estimates must align when during the initiation of a project.
The world has enough managers - what ensures project success is leadership. A Project Leader, as opposed to a manager that manages the team by bending it to fit the project, guides from the front and mainly aims to realise the potential of the team by using skills and resources at his/her disposal to achieve the best from the team (Curlee & Gordon, 2011). The complexity theory is furthermore about accepting chaos in some stages of the project life cycle, but in such a manner that allows the project manager a level of individuality to move a project forward. Hence, complexity is about learning to accept certain unknowns with flexibility and grace. (Curlee & Gordon, 2011).
This focus is important in growing the company and staying competitive in the market. The company’s effort on managing human resources when using subsidiary companies and maintaining their core values and goals. As stated in ICMR case study “HRM is a strategic function concerned with recruitment, training and development, performance appraisal, communication and labor relations. HR policies guide the various functions of HRM. The need for a particular type of HRM is determined by the need for standardization or adaptation” (ICMR center for management research, 2011).
In my opinion, purpose is the cohesive bond which is paramount for success; although technical and relational knowledge are important, it is purpose that make or breaks an organization. “In order to prevail in this time of leadership crisis, we need leaders who can sustain themselves, maintain the pace balance their priorities, and build meaning into each day of work (Bennis & Goldsmith p
Managers have great responsibilities, these responsibilities include managing a diverse work force, maintaining a competitive edge, behaving ethically and using emerging technologies. Before one can fully understand the facet of
They must be able to communicate their thought process in order for outsiders to fully apprehend their vision. Leaders must be committed to carry through their ideas. They must be able to build a solid group foundation in order for them to succeed in the long run. Leaders should be decisive which requires a lot of confidence in themselves and their idea. Leadership is important as it helps to maximize efficiency and to achieve organizational goals.
Understanding oneself through self-analysis is essential to success in the workplace. One must have a firm grasp of who they are as a person, and how best they work with others for them to be able to achieve their goals in their career. Achievement is not determined by what your personality is, but on how you use your specific strengths to your advantage at work. For this self-analysis, I took the Myers-Briggs Type Index, the Big Five Personality Test, Emotional Intelligence Questionnaire and The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire. Having a better sense of myself will help me to communicate with others more effectively, and will guide me to utilize my strengths and weaknesses in the workplace.
CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY Today, one of the major problems confronting management in an organization is the most effective way of putting the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Indeed, organization has to consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept of organizational effectiveness is that organizations, as a social system, give certain resources and means to fulfill its objectives without disabling its means and resources and without placing undue strain upon its members. The means and resources referred to cannot be personal constituents of the organization on who the achievement of effectiveness is based through their increased performance and productivity.
They have achieved such a success based on the way they have organized their operations. Competencies are very important for an organization to build up on their own. Competencies can be of two aspects namely core competencies and threshold competencies. A core competence can be identified as a unique set of skills or production techniques that deliver a particular value to the customer. A threshold competence can be identified as a quality that need to maintain by the organization in order to remain competitive in the market (Rohwedder & Johnson,
Leadership: Definition Leadership is the process of influencing the motive of the employees and so directing, guiding them to the proper completion of the short-term goals and the mission, vision of the firm. Leadership referring to achieve a specific set of goals of the business enterprise by minimizing risk and more advantage of opportunities is also called Entrepreneurial Leadership (Rao, 2015). Today leadership is such an iterative process when the leaders should have a variety of qualities and expertise in different area of management. Here, different theories will be explained which can clearly identify the scope, the responsibilities and the area of expertise required to be successful leader. Nature of leadership There are two ways a leader can show its leadership approaches; one is trait-based leadership and another one is the situation-based leadership.