Bus 518 discussion questions.docx

Although she has the experience and has been with the

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my mentor was promoted to a Supervisory role. Although she has the experience and has been with the agency nearly 30 years, she is not equipped to be a leader. “An effective leader fosters collaboration and strengthens others. Good leaders are facilitators. They make it easier for people to do their jobs, not harder” (Lewis, 2003, p. 97). From my observation of her management style she is more of a manager than a leader. When there is a situation where an error has occurred, she is quick to become angry versus trying to understand the problem first. She uses more of an enforcement of policy instead of using the error as a teaching moment for the employee. Just stating a policy or reporting individuals for not following policy does not allow people to grow, learn, and want to improve to contribute positively to the team. Ultimately it evokes feelings of embarrassment, and an unwillingness to cooperate in future situations. This creates a culture of employees contributing the bare minimum of what the job requires versus giving their all to a project where they feel they are unappreciated or berated constantly without a balance of praise for jobs that are completed with accuracy. Reference Lewis, J. P. (2003). Project leadership (p. 97). New York: McGraw-Hill Week 3 Response Dr. Flores you have a valid point. I think the project manager should be to blame. He/she should have known all his employee’s capabilities from the start and therefore hired someone that can complete the entire task. There may be instances where someone claimed to have more expertise in an area than they have, and when it came time to complete the job the employee did not have the appropriate knowledge. However, in most common cases I would suspect that the Project Manager is at fault in this given scenario. Although, if there is a contractor involved who recommended this particular employee to the Project Manager it could also be considered his fault for sending someone that did not meet the specifications to complete the work. Week 4 Discussion Question Team Temperaments" Please respond to the following: Analyze your current work (or past work) environment through the lens of the project manager of a team that is struggling and failing. Recommend three strategies that you, as a leader, would implement to determine the reasons for the struggles or outright failure of your project team. Provide specific examples to support your response. Three strategies that I would implement to determine the reasons for the struggles would be: Establish clear accountability for measured results- make sure that individuals know what the assigned tasks are and how and when they will be measured
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Provide the project team members the tools and techniques they need to produce consistently successful projects- ensure all equipment is provided and any technological issues that may arrive can easily be resolved. Provide access to any assistance that may be needed upfront to keep the project on track.
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