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Project Management Factors - Coursework Example

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This paper will focus on how project management factors such as change management, risk management, and team building contribute to the successful delivery of projects. Project management is a process of planning, arranging, motivating, and controlling resources…
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Project Management Factors
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Download file to see previous pages Risk management deals with managing the risk which is associated with the project. This paper will mainly focus on identifying different types of risk and the key factors in managing risk, different ways to manage risk and describing the risk management process. In terms of team building, the main focus will be on the process of team building, identifying the different roles required in a team and identifying the methods of team management. All these approaches will lead to project management in order to accomplish a successful project and therefore to produce a specific result in the organization. Organisational change management is a framework for administrating the effect of new business processes and the change in the organizational structure within an enterprise. It is an approach to shift teams and individuals from present to required future state. It refers to the part of a project management process where project changes are formally introduced and accepted. The goal change management is a maximization of benefits and minimization of the impact of change on the workforce without distraction (Sharma, 2006, pp.23-30). The process of change management can be summarised from the following change management diagram. There are two dimensions of change management namely organisational dimensions and individual dimensions. Organisational change is motivated by business survival, potential competitive advantage, improved efficiency, and external factors. The external factor like the introduction of new policies or economic downturn might compel a company to change from an existing state. Most of the organisational changes are created internally. All levels of managers can initiate change. For instance, middle-level managers can plan to reduce costs, frontline managers may apply new technology and senior managers may amalgamate the company with other organizations. Individual resistance to change depends on the organisational culture, security, economic factors and individual characteristics such as personalities, perceptions, and needs. People with a high need for security resist change because it intimidates a secured feeling. Changes in job tasks create fear in workers when their pay is linked to productivity. They also have a fear of not being able to learn a particular task. Such fear is known as the fear of the unknown (Hellriegel and Slocum, 2007, p.459). Kotter eight-stage model provides eight processes to evade common problems that trouble even simple change efforts in an organization. Skipping a step or making a crucial mistake within the step can have a crippling effect on the success of the change initiative. Establishing a sense of necessity: Understanding why there is a need for change, how the change will provide assistance to the organization and what may happen if change does not take place, is the process of how a leader establishes a sense of urgency. Create a guiding coalition: A team should be developed to signify the entire organization. The team should have the expertise and they should influence others to bring reliability to the change. ...Download file to see next pagesRead More
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