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Interpersonal Skill for Team Project in the Organization

   

Added on  2019-09-20

8 Pages2267 Words209 Views
Running head: INTERPERSONAL SKILLS1INTERPERSONAL SKILLS FOR PORTFOLIO, PROGRAM, AND PROJECTMANAGERStudent’s Name:Institution’s Name:Course Title:Date of Submission:

INTERPERSONAL SKILLS2Interpersonal Skills for Portfolio, Program, and Project Manager1.What criteria should be used to determine team effectiveness?Being the manager of the virtual tam for the first time in my career I have been overwhelmed by obtaining the support of the top management in transforming my endeavor of introducing a reward system and transforming it into a reality. To help ensure that my project succeeds, the top management has appointed a senior-level governance board to oversee the entire project’s progress. The governance board would be meeting me on a monthly basis and I am expected to consult with its members between meetings if any significant issues or risks arise. But unfortunately due to economic constraints I have been prevented from having direct interaction with my project team, which is made up of 25 members located on three different continents. As my company does not have a video conferencing system, and as most communication would be asynchronous except for occasional conference calls, I have to find outways to keep my team members motivated and engaged in the project in a thorough manner. Thevirtual team has been established to complete a project which is the fifth highest priority in the organization’s portfolio management system, which has 55 different programs and projects, and that is the reason why it is receiving so much extensive attention from the management. The project has been launched to develop and deliver a new product within a couple of years, and the schedule is urgent because the company’s management wants to make sure that the product makes into the marketplace before the competitors release a similar product of their own. So it has become a sole responsibility for me to keep the team motivated to complete the project in a timely manner. Being the project manager I am eager to ensure success for my team and to keep them thoroughly engaged in the project. I want to keep them motivated and for doing so I have planned for a reward and appraisal program. A team-based reward and recognition system would

INTERPERSONAL SKILLS3work for me and the team in the most effective manner, and I have been obliged by the governance body by receiving the green signal in this regard. The governance body thinks that if the reward system is ultimately deemed beneficial, it could then be applied to other programs andprojects in the organization as well. The supportiveness of the governance board has already motivated me to introduce the team-based reward system and now it is time for me to communicate the issue to the team members and to make them understand the importance of getting involved into such a process. It is to fulfill this objective that during the teleconference, I did use a nominal group technique by giving each team member an opportunity to respond with ideas about the reward and recognition system. I then asked by team to formulate a draft plan for the system and I had given one team member the responsibility of volunteering in respect of leading the effort. Now it is my responsibility to choose the criteria that should be used to determine my team’s effectiveness. It is now my duty to arrange how this team-based reward andrecognition system should be structured. Moreover, it is now my responsibility to decide that who would determine how to administer the system – the team itself, the project manager, the project sponsor, or the governance board? Again, it is me who has to determine the advantages and disadvantages of involving each of groups listed above. Moreover, I will have to determine that if a team member disagrees with the approach, can he or she opt out of the system without fear of reprisal, or does everyone need to participate for the system to be effective. It is important to establish criteria in order to evaluate any high performance team and such allows the team manager to ensure optimal productivity by setting expectations that are thoroughly appropriate. Such setting and meeting of criteria is directly related to improvement inteam processes and in communicating properly the mission and vision of the project effectively to the team members. By assessing the team members on a regular basis the way for motivating

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