Rachel seems to be well-organized and has sound time management skills for a project manager. She creates a daily to-do list to keep her focused on achieving her most important objectives. Rachel is able to identify and focus on the activities that matter most. She seems to have the concept of the 80/20 rule or the Pareto Principle which is the idea that by doing 20% of the work you can produce 80% of the benefit of doing the whole job. She spends time focusing on risks and issues. She uses her team to create ideas and create solutions. She seems to trust her team and knows she has the right team for the job. She concentrates on steering the project to a successful conclusion. Rachel also seems to possess emotional intelligence. She is aware …show more content…
I worked for a micromanager who second guessed everything I did. Simple tasks that I could have accomplished on my own if I were left alone took twice as long. He focused on 80% of the stuff that didn’t really matter. Projects were always on hold waiting for his answer or approval before they could move on. And he was an indecisive manager. He never could make a timely decision. I would spend countless time on following up with him on several matters just to get an answer. I would even make suggestions to help answer some of the issues, but of course; they always went unheard. He didn’t realize the effect his actions were having on me and I am sure other employees at the company. He thought he was producing a better product by focusing on all the minor details that could have been handled by other team members if he trusted them to do so. Then he could have spent his time actually managing the overall project. Furthermore, he was not a friendly character, nor fair. He had an in-group and out-group that he clearly made up on his own. He favored these members of his in-group in many ways. This behavior did nothing for the company morale and getting employees to work together as a team. In conclusion, I would love to have the opportunity to work for somebody like
“In the skills approach we shift our thinking from a focus on personality characteristics, which usually are viewed as innate and largely fixed, to an emphasis on skills and abilities that can be learned and developed” (Northouse, 2016, p.43). Vida definitely possesses the abilities and skills of the skills approach that empower her to be the effective leader she is today. According to Robert Katz, the author of the classic article “Skills of an Effective Administrator,” which was published in the Harvard Business Review, there are three basic personal skills that every leader should have: technical, human, and conceptual.
I began the Interview with the questions focusing on various aspects of leadership. Regina believes, and feels quite strongly that leadership is the key to any organizations survival. Regina goes on to outline the qualities in which she believes make a well defined and effective leader. A leader must embrace and encourage change. First she makes a ...
I have thought of someone who was a great supervisor and a bad supervisor. My Supervisory Experiences One supervisory experience happened when I was a special events intern for the Chandler Chamber of Commerce. I had little experience about supervising others or events, until I interned at the Chamber. The only management experience I had were front desk receptionist duties; for example, answering the phone, writing ad’s, and press releases.
Evolving since the 1980’s, case management, an essential part of quality assurance programs, promotes excellence and efficiency in consumer health care, while conserving costs for health care organizations. Effective case managers answer the demands of changing health in promoting and facilitating a patient’s progression of care (Scott 2014).
According to the Case Management Society of America, case management is "a collaborative process of assessment, planning, facilitation, care coordination, evaluation, and advocacy for options and services to meet an individual's and family's comprehensive health needs through communication and available resources to promote quality, cost effective outcomes" (Case Management Society of America [CMSA], 2010). As a method, case management has moved to the forefront of social work practice. The social work profession, along with other fields of study, recognizes the difficulty of locating and accessing comprehensive services to meet needs. Therefore, case managers work with these
...t need a hands-on manager. I have worked in situations in the past where I have been micromanaged by a superior. It greatly affected the quality of my work and my motivation level.
This manager will want to make all the decisions and not want to hear other options from the team or staff. This will make working rather difficult and unbearable at times. The first thing I can do is try my hardest to gain this persons trust. I would alter my communication style to be slightly more expressive. In my dealings with this manager I would try to get right to the point, and be firm but also polite. I don’t want the manager to think I am challenging them. Perhaps they will see I mean business and don’t want to make small talk with them. Hopefully the manager will come around to respecting me for that and deal with me in a more of a democratic leadership style when it comes to engaging with
Almost everyone has had the misfortune of having a leader that should not be in the position of leading others. Unfortunately, I have been in that position. I have had bad managers and supervisors in not just one job, but in two entirely different jobs. One of the jobs was a nutrition associate in a hospital kitchen. The other job was at the restaurant, Cracker Barrel, as a hostess. I will be pulling my experience from both jobs to explain why these leaders were not fit for the position that they held and what they could have done different to be a more effective leader.
The projects in today’s world are given a lot of importance and it will continue to grow in the coming years. There are a lot of companies which do not have production, but all of them do have projects. There are a lot of books which have been published on which related to planning and managing the projects. The one of the most important one was published by the author Eli Goldratt in his book ‘Critical chain’. This book basically talks and shows how the application of theory of constraints in the field of project management. The novel is basically based on one of the MBA classes in America where a number of ideas are developed in discussions among the students and the lecturers. The lecturer is basically fighting for a tenure with the president of the university who expects a downturn in the executive MBA. The lecturer who teaches project management has a word with one the senior colleagues and project management was the right topic to teach. There were three students who were placed in the project management team of their company which manufactures electronic products. The students are enrolled in this MBA class along with other students, here they discover a new approach to project management which is known as the
There are many similarities and differences between domestic and global project management. A project manager must realize that what might work in their country may not work in a foreign environment. Project managers might find themselves using practices that have worked for them in the past, without even thinking of the new environment, and issues may arise. Project managers need to understand the differences in a different country's environment to avoid and reduce any obstacles that there may be. Some considerations global project managers must consider are the legal, political, security, geographical, economic infrastructure, and culture implications of working with different countries (Gray, 2006).
Being a micromanager is instituting a belief that all decisions must be made through them as they have a lack of faith in their employees completing the job. When you micromanage, you rarely develop people but instead exploit them, preferring to control results rather than inspire creativity. Jim’s management technique is seen as a practice where he “bosses” his employees and lacks confidence in their work. As a result of micromanagement, the employee is left with a negative feeling and a stifled work environment.
Since first taking the quiz “How Good Are Your Project Management Skills?” until now, can you identify areas of growth or knowledge regarding project management specifically, or leadership in general? Do you find yourself giving more consideration to particular areas, principles, or practices (e.g. scheduling, scope management, communication styles, etc.)?
- Rockart, J.F., 1979, "Chief executives define their own data needs", Harvard Business Review, 57, 2, 81-93.
The topic of my group (group 4) was “How to totally float through your project for free” and the presentation was held by Roger Goodman who works for PMI NZ and Ernst & Young supply chain management with many years of working experience in many different countries such as Saudi Arabia and China.
Imaginative. Make timely and appropriate changes in your thinking, plans, and methods. Show creativity by thinking of new and better goals, ideas, and solutions to problems. This leadership style best describes Susan but in a negative manner because all of her plans are constituted by a sinister mindset. Her solution to a problem is to get rid of it. She is not competent and does not base her actions on morals and basic principles she just wants to win hoofmeisie at whatever cost and with a mother that is willing to help her she might just achieve that goal