Project Management Report: Strategies for Effective Problem Solving

This report delves into the critical aspects of project management, focusing on building a sustainable problem-solving culture within organizations. It synthesizes knowledge from recent developments in managing people, emphasizing the importance of employee engagement in identifying and addressing issues. The report explores the utilization of cognitive and communication strategies, highlighting their impact on effective problem-solving, especially within virtual teams. It also examines how to apply creativity and initiative in professional practice, advocating for leaders to foster a supportive environment that encourages employees to take ownership of problems and develop solutions. The report stresses the significance of open communication, ongoing training, and mentorship to enhance problem-solving capabilities and drive organizational performance. It also references a variety of academic sources to support its claims.

Running head: PROJECT MANAGEMENT
PROJECT MANAGEMENT

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Table of Contents
1: Synthesise a body of knowledge that includes the understanding of recent developments in the field
of managing people...................................................................................................... 3
2: Utilise cognitive and communication strategies that demonstrate your mastery of theoretical
knowledge and critical reflection on theory and professional practice........................................4
3: Apply creativity and initiative to new situations in professional practice and further learning........5
References................................................................................................................ 8

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1: Synthesise a body of knowledge that includes the understanding of recent developments in
the field of managing people.
When a company engages its individuals in problem-solving as part of their daily
performance, they feel more encouraged, they do their jobs better, improves the
organizational performance, and virtuous cycle initiates to turn. These approaches could tap
the higher potential for the firm and its consumers. At one auto-parts of the manufacturer,
each workforce creates an average of 15 recommendations for enhancement in each year
(Martin and Siebert, 2016).
Over a time of 16 years, these recommendations have supported in securing the higher
advances that arrived at well beyond productivity to create quality and safety. Some people
resort to using avoidance approaches and outlining an issue to maintain peace with colleagues
(Oyebode and Parveen, 2019).
The underwriting staff at one commercial lender shied away through illustrating a specific
issue openly however privately, they were convinced. It was caused by unreliable activities
among their department and another. The unwillingness for discussing preventing the issue
from being recognized as well studied on an objective basis. There is a need to consider a
team that focuses on considerable inconsistency can comp common tasks such as initiating
the application of a mortgage (Ross, Ressia, and Sander, 2017). Along with this, proficient
and competent people could finish the work within 30 minutes however, some people take 40
minutes and some of the individuals take only 60 minutes. The firm can spend longer time in
order to investigation how many of complete the task at different speeds (Kerns, 2019).
Company also more focuses on issues or opportunities rather than issues. It is a good method
in terms of eliminating the sounding unfavourable or critical. In practice, higher problem-
solving starts to the competency of acknowledging issues and willingness to demonstrate
them without decision making (Wallin, Nokelainen, and Mikkonen, 2019). When a firm deal

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with the issue because bad things, defect, and failings bringing them out into open would
make individual uncomfortable. However, problems that stay hidden would not get fixed as
well as, problems that go unfixed may keep the firm from researching its goal (Falkheimer
and Heide, 2018).
2: Utilise cognitive and communication strategies that demonstrate your mastery of
theoretical knowledge and critical reflection on theory and professional practice.
Cognitive and thinking skills could be complex for people when their disability impacts the
way their brain processes the data such as individuals with intellectual disabilities, particular
learning disabilities, psychiatric disorders, neurological situations, dementia, and acquired
brain injuries (Grant and Baden-Fuller, 2018).
Inadequate cognitive and thinking skills could direct the social withdrawal, stress, and poor
work performance. It could cause an individual to feel frustrated with themselves and others
as well as, becoming overwhelmed and easily confused while making efforts to learn new
data. Consequently, individuals can withdraw from others and underperform in their roles
within an organization (Lavoie, et. al., 2018). The procedure can affect through thinking and
cognitive skills such as problem-solving, critical thinking, attention, organization and
planning, as well as, concentration and memory. Along with this, good communication skills
are significant in terms of solving the issues in across of progressively virtual teams. Along
with this, the company should work on communication skills when a team is together as it
would support them in better solve issues while they are apart (Könings, Bovill, and
Woolner, 2017).
The given below communication strategy can enhance problem-solving:
 State the issue and interest. It can recognize the problems as well as, interests of
others. It can avoid the name to call and responds to the complaints with another
complaint.

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 A company should provide an apology while feasible.
 It should also stay in current and upcoming. The past has already existed.
 Stick to current theme.
 Focuses on zones related to the agreement.
 Set time for further discussion as well as, take time out when discussion declines (Wu,
et. al., 2018).
3: Apply creativity and initiative to new situations in professional practice and further
learning.
Company can often attain effective enhancement simply through accessing what is avoiding
them through consistently implementing existing best practices across whole employees. By
making an effortlessly understood target, the list makes sure the claims managers to probe the
critical data. It helped executives to coach their team members concerning ideal performance.
Firms can often attain effective enhancement simply through assessing what is avoiding them
by implementing existing best practices inconsistent across whole employees (McLaughlan
and Lodge, 2019).
To support in this type of atmosphere, a leader should themselves change as well as,
respecting the professionals of individuals on their team as well as, addressing strategies for
supporting them. The company should emphasize issues despite illustrating targets,
developing a safe atmosphere to raise the issues, making sure individuals have adequate time
about problem-solving and supporting them to develop their competencies (Markauskaite and
Goodyear, 2017).
Adjusting towards this change in role could take time for leaders can be accustomed to being
team heroes. However, through learning regarding how to help others can participate to full,
they can also address the new identity as well as, even more, a strong manner in terms of
adding value to their firm. Problem-solving could consider longer managerial time. Hence, it

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creates the sense for individuals to deal the issues before they create, let alone expand for
affecting bottom line (Horton-Deutsch and Sherwood, 2017).
As an executive, a company can prevent the management from only for these causes. It can
comprehend how issues often could be addressed in their early phases even eliminated. It can
understand how benefit it is to assess the operation and exercise to evaluate where limitation
could exist and then support to these limitations and create the process without such flaws
(Wu, et. al., 2018).
As savvy leader, the company can identify that best strategy for problem-solving is to
eliminate such an issue in the first place. It could not be easy however it is probable. Early
discovery of the problem as well as, sound problem solving helps in creating an atmosphere
where workforces are motivated to apply their initiative in order to remedy the issues while
they occur. Risk could be permitted and practicality executives are not risk-averse (Könings,
Bovill, and Woolner, 2017).
There is a need to link solutions to rest of firm. Moreover, best managers share what their
group has addressed to save other groups with firm from having to reinvent controls. These
trailblazing creates these executives’ heroes, however, they interact about their discoveries
because they are sound company citizens and they understand everyone advantageous from
working in safe working atmosphere. There is no time to better than now (Lavoie, et. al.,
2018).
The managers provide the truth to their talk about shared goals as well as, leadership through
permitting employees to go out their boxes and depicts in helpful atmosphere and their
innovation. Besides, motivating workforce initiative creates sense. By permitting workforces
a higher vigorous role in problem-solving, managers can increase the employee’s feelings
about satisfaction to their tasks when freeing themselves to dedicate the consideration for
planning and other activities of leadership (Grant and Baden-Fuller, 2018).

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The basis is determined for workforces to resolve the issues on their own as well as, recover
the assignation of employees while their executive considers employees in setting of goal as
well as, advance of action plans. When employees would identify their issues then they
address as they perform their task, then they need that data. It also supports them to create
right judgements as well as, emphasizes their energies in which, it would have a higher return
for firm. But, only focus on mission and goals could not always be adequate. The worth of
employee program integrates the helpful atmosphere for out of box thinking about people
(Falkheimer and Heide, 2018).
The manager keeps open to all lines of communication. The more workforces understand
regarding complexities with supplies, deadlines, and like better equipped they are to create
intelligent decisions while arising issues. Managers should listen to ideas of employees.
Along with this, there is a need to clear that they are interested in their recommendations.
There is also a need to focus on objective and initiative encouraging feedback frequently.
Employees should be counselled on what particularly they did incorrect as well as, what
definitely they did correct as well as coached for solving issues (Wallin, Nokelainen, and
Mikkonen, 2019).
A manager should conduct the ongoing training in which evidence is required. When
workforces create a mistake to solve the concern and the issue may be met again then they
may want to have individual to experience the training in that element of solution in which
they are weak. And, the manager should mentor people by that aspect in problem-solving in
which they are weak (Kerns, 2019).

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References
Falkheimer, J. and Heide, M., 2018. Strategic Communication: an introduction. Routledge.
Grant, R.M. and Baden-Fuller, C., 2018. How to develop strategic management competency:
Reconsidering the learning goals and knowledge requirements of the core strategy
course. Academy of Management Learning & Education, 17(3), pp.322-338.
Horton-Deutsch, S. and Sherwood, G.D., 2017. Reflective practice: Transforming education
and improving outcomes (Vol. 2). Sigma Theta Tau.
Kerns, C.D., 2019. Managing teamwork: A key leadership practice. Journal of Leadership,
Accountability and Ethics, 16(1), pp.40-53.
Könings, K.D., Bovill, C. and Woolner, P., 2017. Towards an interdisciplinary model of
practice for participatory building design in education. European Journal of
Education, 52(3), pp.306-317.
Lavoie, P., Michaud, C., Bélisle, M., Boyer, L., Gosselin, É., Grondin, M., Larue, C., Lavoie,
S. and Pepin, J., 2018. Learning theories and tools for the assessment of core nursing
competencies in simulation: A theoretical review. Journal of advanced nursing, 74(2),
pp.239-250.
Markauskaite, L. and Goodyear, P., 2017. Epistemic fluency and professional education.
Dordrecht: Springer.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
McLaughlan, R. and Lodge, J.M., 2019. Facilitating epistemic fluency through design
thinking: a strategy for the broader application of studio pedagogy within higher
education. Teaching in Higher Education, 24(1), pp.81-97.
Oyebode, J.R., and Parveen, S., 2019. Psychosocial interventions for people with dementia:
an overview and commentary on recent developments. Dementia, 18(1), pp.8-35.

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Ross, P.K., Ressia, S. and Sander, E.J., 2017. References', Work in the 21st Century (The
Changing Context of Managing People) (pp. 155-182). Emerald Publishing Limited.
Wallin, A., Nokelainen, P., and Mikkonen, S., 2019. How experienced professionals develop
their expertise in work-based higher education: a literature review. Higher Education, 77(2),
pp.359-378.
Wu, T.T., Huang, Y.M., Su, C.Y., Chang, L. and Lu, Y.C., 2018. Application and Analysis of
a Mobile E-Book System Based on Project-Based Learning in Community Health Nursing
Practice Courses. Journal of Educational Technology & Society, 21(4), pp.143-156.