Get Instant Help From 5000+ Experts For
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing:Proofread your work by experts and improve grade at Lowest cost

And Improve Your Grades
myassignmenthelp.com
loader
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Guaranteed Higher Grade!
Free Quote
wave

1. Describe specific practices that successful project managers apply in exercising their leadership and management roles overall. 


2. Evaluate Judy Stokley's level of success in developing a culture of trust while implementing her drawdown plan as Eglin Air Base's new Advanced Medium Range Air-to-Air Missile (AMRAAM) program director. Provide three (3) specific examples to support the response. 


3. Indicate three (3) key learning and behavior modification strategies that Judy Stokley used in order to address A1ARAAM's organizational problems and gain the trust of project team members. Provide three (3) specific examples to support the response. 


4. Analyze three (3) actions that Judy Stokley took in order to change the project team's culture and create a relationship of trust. mutual support. and teamwork between the government and contractors. Support the response with three (3) specific corresponding examples. 


5. Create a personal leadership development plan for Judy Stokley so that she may be eligible for future promotions to leadership roles beyond program director. The plan should. at a minimum. focus on promoting key leadership behaviors. designate specific strategies to promote a higher level of performance relative to the position. and specify actions that Judy could take to promote the AMRAAM culture in her new role. 

Describe Specific Practices Project Managers Apply In Exercising Their Leadership and Management Roles Overall

Successful implementation of Organisations change is the true test of personal leadership skills as it requires the individual to make tough decisions which may not be pleasant but be necessary and beneficial for future business operations. Organisation change is especially important when you need to re-organize the entire working system and cut down on unnecessary staff and expenses that may be burdening the project or organization. This is the same scenario with the AMRAAM Project which has over the years only seen more people being associated to the project and not being retrenched (Aitken & Higgs, 2010).  Over time this has led the project to incur high expenses and dormant staffs that specialize in one role rather than multitask and handle many roles. The case study analyses how Judy Stoleys reviews and manages the ARMAAM Project and helps cut down the staff from 80 to just 18 and still maintain the projects efficiency.

For a manager to lead a team or department effectively they must follow a specific set of rules which allows them to clearly outline of their goals. This is very important since it allows the manager to retain their focus on their objective but also maintain the employees and stake holder trust. In the private sector change management is easier to implement as compared to the government sector due to stake holders having direct access to top management and quick decision making. This has resulted in government projects taking a long time to adapt to changes which has affected how the departments function and deliver on client needs (Schroeder, 2012). The case study analysis the ARMAAM project, it is related to the research, development, productions, and maintenance of land to air missiles. This is a government project which has gradually seen more and more personal being involved in the project to monitor specific roles which have led to the project being over staffed and being classified as a financial burden on the defines department and taxpayer. Judy Stoleys then begins the project and helps re-evaluate the project objectives and previous management approaches to reorganize the projects management roles and make it more efficient. The case study discussed important project management practices which must be utilized by a manager to exercise the overall leadership and management roles despite their being pressure from higher authorities and officers against the move.  

Trust is considered as being among one of the most important qualities and manager must gain from their team mates so as to lead the team efficiently. Management and leadership are two separate roles which require the individual to adopt very different strategies but they both require the individual to gain the stake holders trust (Zak, 2017). Team mates, employees, contractors, and suppliers must all feel secure while dealing with an individual or organization to help them turn their attention from insecurity to focusing on their specific roles. This must always be the case and should also be the same during staff retrenchments where the staff should still retain trust in the leader and manager to guide them through the process in the best possible manner. Judy Stoleys has managed to build considerable amount of trust with the staff thus allowing her to execute the project and achieve success in the following ways

3 examples of Judy Stolleys ability to develop a culture of trust on AMRAAM Program

The most important point related to retaining staff strut is being open with them and informing them regarding your plans. While this may not be pleasant at first, it demonstrates clarity a focus and helps mature staff understand your direction. Judy Stoleys held a meeting immediately the decision was made and informed them regarding the retrenchment plan and also mentioned the time frame and ways the program would assist affected staff (Steele, 2012). This allowed employed to be prepared and begin seeking alternatives and advises on losing their job from Judy, senior members, and other sources. The organization also offered support to affected staff to locate new jobs thus helping regain the staff's trust.

Other major issues related to project progress was related to the process followed by the contractors while developing products on the ARMAAM project. As in all government projects, each staff involved a considerable amount of paper work and this tool lots of time for approval before proceeding (Harmon, 2014).  To improve efficiency the process required to be simplified but to simplify the process it was necessary for the contractors to trust the department and project management will support their move.

Judy Stoleys was to improve efficiency and cutting costs and while this could be achieved by reducing the staff members and building trust with the contractors to make the process easier it also meant the remaining staff had to be open to multitasking (Crenshaw, 2010). This meant she had to analyse and choose employees who were open to performing and perfect multiple tasks making it important to select the staff who would remain very careful.  It also required of them have a general idea of all processes and be in their youth to help reduce the need for replacement through retirement thus ensuring the project transition was successfully achieved.

Judy Stoleys would demonstrate a different approach towards leadership from the first day she was appointed where by the problems had been clearly outlined and solutions needed implementation.  She took on the responsibility of spearheading the reform in the department without considering the negative implications it would have on her reputation among the employees (Baldoni, 2008). While this may have built negative sentiment at first, over time stake holders begin viewing it as a positive trait towards the development of the project.

Open and clear communication must always be practiced by a leader so as to gain employee trust. Back biting. Blame and critique should not be made against an individual to other without their knowledge. It’s critical to confront the individual directly and inform them regarding your intention (Melecio, 2014).

3 Key learning and behavioral modification strategies used to gain trust of the Project team members

Building trust among staff and stake holders also means inviting them to disclose their insecurities. These can then be listed and analysed after which proposal developed to help to resolve the insecurities. This has been observed in the case study on several occasions such as when Judy Stoleys informs staff that the project will be experiencing a major retrenchment over the next 12 months but the program heads will help affected staff resettles and secure other employment opportunities.  Another example is when she confronts the contractors regarding the current process related to adopting and implementing change (Grant & Kirton, 2007). Mistrust is the main reason that processes are prolonged but as Judy demonstrates that she can be relied on and places her faith the contractor, they gradually begin trusting her word and processes implementation and changes begin faster.  

One of the biggest problems facing the ARMAAM project was the lack of faith and trust with the contractors which led the project heads to hire multiple staff members to monitors different ARMAAM project processes. This was mainly due to lack of trust while dealing with the contractors leading to each process needed to be monitored. This also meant more approvals where required and also instigated the contractor to take more precautions before making any proposed changes to the project. Overall this leads the project to nurture mistrust and suspicion among stake holders (Wrench, 2013). This needed to be eliminated by removing the requirement to monitor the contractors every move which would allow her to build faith and trust in the management of the project over time.  This would also help speed up the projects change implementation which would allow for more productivity and efficiency to be achieved.

Another major concern linked to the ARMAAM project was the management concern related to monitoring and restricting the contractor’s budget and profits made on projects. This was a wrong approach since the official was influencing the projects to progress by restricting finances. This resulted in limiting profits associated to the ARMAAM project which limited the number of interested contractors. Removing the restrictions would make the contracts more profitable and attract more contractors which would help increase diversity and project implementation. It would also encourage the current contractors to focus more on project quality and performance due to the increased interest by other contractors who would act as competitors.

Another major concern hampering trust is restrictions and limitations related to change and improvements were again the proposals needed to be drawn and approved. Instead, Judy Stoleys would propose leaving the decision on the contractors solely. This is due to them being the professionals in the field and making them more knowledgeable regarding the required changes. Rather than re-evaluate their proposed changes focus would be turned towards examining how the costs can be limited and success rate increased by placing the contractors responsible for the final outcome. This would mean the contractor was liable to answer questions related to quality breach and failure thus instigating them to focus more on proposals which offer a higher rate of when implemented. Failure would result in them needing to report and compensate the government for the losses which would speed up the process and ensure quality was achieved.

For Judy Stoleys to successful register success on the projects, it is critical to develop a 4 step leadership development plan which would allow here to evaluate the current scenario. Visualize her goals and intentions, plans the implementation process and constantly monitors and evaluate progress. This is important as it would allow her to maintain consistency with regard to the progress of the project which is critical towards successful implementation of the proposed plan (Timms, 2016). Only by maintaining a record of the plan will she be able to monitor her own progress thus allowing her to focus more towards achieving the goals and securing success.

Conclusion:

Today many government projects have been identified to be very costly despite there being many developments in technology and management which can assist managing the projects. This is due to the lack of initiative and drives from the project managers who simply ignore the need to implement change and make processes more efficient and cost effective. This makes it important for leaders to change their perception related to their leadership roles with the goals of improving effeminacy and process implementation as opposed to monitoring contractors and other stake holders.

References:

Aitken, P., & Higgs, M. (2010). Developing Change Leaders: The Principles and Practices of Change Leadership Development. Berlington: Routledge.

Baldoni, J. (2008). Lead by Example: 50 Ways Great Leaders Inspire Results. New York: AMACOM Div American Mgmt Assn.

Crenshaw, D. (2010). The Myth of Multitasking: How "Doing It All" Gets Nothing Done. John Wiley & Sons.

Grant, C. H., & Kirton, R. M. (2007). Governance, Conflict Analysis and Conflict Resolution. Kingston: Ian Randle Publishers.

Harmon, P. (2014). Business Process Change. Walthem: Morgan Kaufmann.

Melecio, N. (2014). Build Your Organization from the Inside-out: Developing People Is the Key to Healthy Leadership. Lulu Press, Inc.

Schroeder, C. (2012). Leadership and Management - A closer look on Differences and Managerial Roles. GRIN Verlag.

Steele, R. D. (2012). The Open-Source Everything Manifesto: Transparency, Truth, and Trust. Berkeley: North Atlantic Books.

Timms, M. (2016). Succession Planning That Works: The Critical Path of Leadership Development. Victoria: FriesenPress.

Wrench, J. S. (2013). Workplace Communication for the 21st Century: Tools and Strategies that Impact the Bottom Line [2 volumes]: Tools and Strategies That Impact the Bottom Line, Volume 1. Califonia: ABC-CLIO.

Zak, P. J. (2017). Trust Factor: The Science of Creating High-Performance Companies. New York: AMACOM Div American Mgmt Assn.

Cite This Work

To export a reference to this article please select a referencing stye below:

My Assignment Help. (2021). Essay: Successful Project Management - Case Study Analysis And Leadership Practices.. Retrieved from https://myassignmenthelp.com/free-samples/oa633-managing-organizational-change/developing-change-leaders.html.

"Essay: Successful Project Management - Case Study Analysis And Leadership Practices.." My Assignment Help, 2021, https://myassignmenthelp.com/free-samples/oa633-managing-organizational-change/developing-change-leaders.html.

My Assignment Help (2021) Essay: Successful Project Management - Case Study Analysis And Leadership Practices. [Online]. Available from: https://myassignmenthelp.com/free-samples/oa633-managing-organizational-change/developing-change-leaders.html
[Accessed 28 March 2024].

My Assignment Help. 'Essay: Successful Project Management - Case Study Analysis And Leadership Practices.' (My Assignment Help, 2021) <https://myassignmenthelp.com/free-samples/oa633-managing-organizational-change/developing-change-leaders.html> accessed 28 March 2024.

My Assignment Help. Essay: Successful Project Management - Case Study Analysis And Leadership Practices. [Internet]. My Assignment Help. 2021 [cited 28 March 2024]. Available from: https://myassignmenthelp.com/free-samples/oa633-managing-organizational-change/developing-change-leaders.html.

Get instant help from 5000+ experts for
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing: Proofread your work by experts and improve grade at Lowest cost

loader
250 words
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Plagiarism checker
Verify originality of an essay
essay
Generate unique essays in a jiffy
Plagiarism checker
Cite sources with ease
support
Whatsapp
callback
sales
sales chat
Whatsapp
callback
sales chat
close