Information Technology Project Management Fourth Edition By Jack

Information Technology Project Management – Fourth Edition By Jack T. Marchewka Northern Illinois University Power Point Slides by Gerald De. Hondt Grand Valley State University 4 -1 Copyright 2012 John Wiley & Sons, Inc.

The Human Side of Project Management Chapter 4 4 -2 Copyright 2012 John Wiley

Learning Objectives Describe three major types of formal organizational structures: functional, pure project, and matrix. Discuss the advantages and disadvantages of the functional, pure project, and matrix organizational structures. Describe the informal organization. Develop a stakeholder analysis. Describe the difference between a work group and a team. Describe and apply the concept of learning cycles and lessons learned as a basis for knowledge management. 4 -3 Copyright 2012 John Wiley & Sons, Inc.

PMBOK® Area – Project Human Resources Management Develop Human Resource Plan Acquire Project Team Confirms that specific human resources will be available to work on the project Develop Project Team Creating a staff management plan that identifies and documents the reporting relationships as well as each team member’s role, responsibility, and required skills The processes to improve the competencies of the project team, their interactions, and the overall team environment Manage the Project Team 4 -4 The tracking of the project team’s performance, providing feedback, resolving interpersonal issues, and managing organizational change Copyright 2012 John Wiley & Sons, Inc.

The Formal Organization Formal groupings & specializations Published Lines of 4 -5 Authority Responsibilities Reporting Relationships Communication Decision-Making Copyright 2012 John Wiley & Sons, Inc.

Organization and Project Planning Organizational Structure Figure 4. 1 4 -6 Copyright 2012 John

The Functional Organization Figure 4. 2 4 -7 Copyright 2012 John Wiley & Sons,

The Functional Organization Advantages 4 -8 Increased Flexibility Breadth & Depth of Knowledge & Experience Less Duplication Disadvantages Determining Authority & Responsibility Poor Response Time Poor Integration Copyright 2012 John Wiley & Sons, Inc.

The Project Organization 4 -9 Copyright 2012 John Wiley & Sons, Inc.

The Project-Based Organization Advantages 4 -10 Clear Authority & Responsibility Improved Communication High Level of Integration Disadvantages Project Isolation Duplication of Effort “Projectitis” Copyright 2012 John Wiley & Sons, Inc.

The Matrix Organization Figure 4. 4 4 -11 Copyright 2012 John Wiley & Sons,

The Matrix Organization Advantages 4 -12 High Level of Integration Improved Communication Increased Project Focus Disadvantages Potential for conflict Unity of Command can be violated Poor Response Time Copyright 2012 John Wiley & Sons, Inc.

While the formal organizational structure tells us how individuals or groups within an organization should relate to one another, it does not tell us how they actually relate. 4 -13 Copyright 2012 John Wiley & Sons, Inc.

The Informal Organization Bypasses formal lines of communication & authority Power is determined by how well one is connected in the informal network – i. e. , the “grapevine” Can be more complex than the formal organization because relationships are established from positive and negative relationships over time 4 -14 Copyright 2012 John Wiley & Sons, Inc.

Stakeholders Individuals, groups, or even organizations that have a “stake” or claim in the

Stakeholder Analysis Process Develop a list of stakeholders who have an interest in the successful or unsuccessful outcome of the project Identify the stakeholder’s interest in the project 1. 2. 4 -16 “+1” for positive interest “ 0” for neutral “-1” for negative interest Copyright 2012 John Wiley & Sons, Inc.

Stakeholder Analysis 1. 2. 4 -17 Determine the degree of influence each stakeholder has on a scale of 0 (no influence) to 10 (can terminate the project) Define a role for each stakeholder – e. g. , champion, consultant, decision maker, ally, rival, foe, etc. Copyright 2012 John Wiley & Sons, Inc.

Stakeholder Analysis 1. 2. 4 -18 Identify an objective for each stakeholder – e. g. , provide resources, guidance, expertise, acceptance, approval, etc. Identify a strategy for each stakeholder – e. g. , build, maintain, improve, re-establish the relationship Copyright 2012 John Wiley & Sons, Inc.

Stakeholder Interest Influence Potential Conflicts Hirem N. Firem +1 5 Competition for resources with other functional managers Project Sponsor and Champion Provide resources, approvals, and public support for the project To maintain open communication so that politica landmines can be avoided Dee Manitger +1 3 Resources not made available as promised by functional managers Project Manager Lead and manage the project so that it achieves its MOV Work closely with project stakeholders and project team Project Team +1 2 This project will change a number business processes. Affected users may resist change by withholding information Steve Turner – Network Administrator Shedelle Bivits – Systems Analyst Corean Jenkins – Programmer/DBA Myra Dickens – Inventory Analyst Provide expertise to complete the project work Support projec team with adequate resources whil minimizing distractions I. Will Sellit -1 4 As the marketing manager, Sellit is not pleased that this project was chosen over his proposed project. May withhold promised resources Foe Build and maintain best possible relationship to minimize attempts to divert Maintain open communication Use project sponsor’s influence as necessary 4 -19 Role Copyright 2012 John Wiley & Sons, Inc. Objective Strategy

The Project Team The Roles of the Project Manager Managerial role Leadership role Attributes of a successful project manager 4 -20 ability to communicate with people ability to deal with people ability to create and sustain relationships ability to organize Copyright 2012 John Wiley & Sons, Inc.

The Wisdom of Teams - Jon R. Katzenbach Douglas K. Smith 4 -21 Work

Work Groups Members interact to share information, best practices, or ideas No shared performance goals (individual performance) No joint work-products No mutual accountability Viable in many situations 4 -22 E. g. , study group Copyright 2012 John Wiley & Sons, Inc.

Teams Bring complementary skills & experience Jointly defined clear goals & approaches improve communication

Real Teams 1. 2. 3. 4. 5. 6. 4 -24 Small number of people Complementary skills Committed to a common purpose Common goals Common approach Hold themselves accountable Copyright 2012 John Wiley & Sons, Inc.

Pseudo Teams Weakest of all groups Not focused on collective performance (& not trying to achieve it) No interest in shaping a common purpose Confusion & dysfunctional behaviours 4 -25 Copyright 2012 John Wiley & Sons, Inc.

Potential Teams 4 -26 Significant performance potential Requires more clarity about purpose, goals, work

High Performance Teams Meet all the conditions of a real team PLUS: 4 -27

Vital Signs for Evaluation 6 Project Team Basics Themes & Identity Enthusiasm & Energy

Team Leader (Project Manager) Acts To: Clarify purpose & goals Build commitment & self confidence Strengthen team’s collective skills Remove external obstacles Create opportunities for others Creates the Project Environment 4 -29 Work space Team culture and values Project administration Ethical Conduct Copyright 2012 John Wiley & Sons, Inc.

A Learning Cycle Approach to Project Management An Agile Project Management Approach 4 -30

Learning Cycles Derived from educator/philosopher John Dewey (1938) Used to describe how people learn (Kolb, 1984; Honey & Mumford, 1994) Can be applied to project teams (Jeris, 1997; Redding, 2000). 4 -31 Copyright 2012 John Wiley & Sons, Inc.

Traditional Teams Accept background information at “face-value” Approach projects in logical, linear fashion Provide run-of-the-mill solutions Solutions remain within the original “frame” or how the problem was originally presented to them 4 -32 Copyright 2012 John Wiley & Sons, Inc.

Radical Teams Do not accept issues & tasks at their “face value” The way the problem is defined may very well be the problem Unquestioned assumptions are surfaced & challenged Only by digging below the surface can we get to the “root” so that a meaningful solution can emerge 4 -33 Copyright 2012 John Wiley & Sons, Inc.

A Learning Cycle Figure 4. 6 4 -34 Copyright 2012 John Wiley & Sons,

Example of a Team Learning Record What we know (Facts) What we think we know (Assumptions) What we don’t know (Questions to be Answered) Company has too much inventory on hand It may be an efficiency problem Cost of maintaining current inventory is becoming prohibitive Management believes an What are the current new information system levels of inventory? will improve efficiency and therefore lower inventory levels Inventory turnover needs to be increased Why are inventory levels so high? What is the desired level of inventory? Figure 4. 7 4 -35 Copyright 2012 John Wiley & Sons, Inc.

An Example of an Action Plan for Team Learning Who? Does What? By When? Shedelle and Steve Interview sales team to understand past, current, and future trends for the company’s product. Tuesday Myra Provide a detailed count of the current physical inventory on hand. Thursday Corean Research potential inventory management system commercial packages Thursday Steve Research average inventory levels for the industry Wednesday Figure 4. 8 4 -36 Copyright 2012 John Wiley & Sons, Inc.

Team Learning Cycles over the Project Life Cycle Figure 4. 9 Each cycle provides the opportunity to challenge framing assumptions, create new understanding & find radical solutions 4 -37 Copyright 2012 John Wiley & Sons, Inc.

Assessing Team Learning Speed Depth 4 -38 Breadth (Impact) Copyright 2012 John Wiley &

The Project Environment A place to call home Technology Office supplies Culture 4 -39 What is expected from each team member? What role will each team member play? How will conflicts be resolved? Copyright 2012 John Wiley & Sons, Inc.

Example of a Project Team Charter Figure 4. 10 4 -40 Copyright 2012 John

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