Project Relationship: Managing The Project TEAM

REFLECTIVE JOURNAL 2
PROJECT LEADERSHIP: MANAGING THE PROJECT TEAM

07 OCT 2017

INSTRUCTOR: RYAN BOROUMAND SUBMITTED BY: AATISH MUKUNDAN C0708132

INTRODUCTION
The course “PROJECT LEADERSHIP: MANAGING THE PROJECT TEAM” briefs about the disc profiling, different types of motivation theories, role conflict, conflict management methods, destructive and constructive roles, human resource management and finally discussed about project team acquire process.
DISC PROFILE
The technique used to determine the personality within an individual is nothing but the DISC. On basis of certain question that a project manager is able to analyse the team members. Which in turns helps the project manager to categorize the …show more content…
Efficiency needs are those in which the motivation is not provided because of their absence. The first one is physiological needs, the needs which are required for the physiological survivals like food, water, sex, sleep etc. The next is safety, which can be acquired only when the physiological needs are achieved. Here the main priority is to safety of body, the family, employment etc. In the next level i.e. love and belonging can be achieved only when they achieve full potential in safety. If the person lack respect or self-esteem then he slowly moves to the next zone which is ESTEEM.
GROWTH/BEING NEEDS: After achieving the deficiency needs, the individual keeps motivated to move forward to reach self-actualization.
MOTIVATION THEORY X AND Y
 Motivation theory X and Y is completely based on human motivation and management. According to the theory of motivation X, which is put forward by McGregor mainly states about typical type of management style. According to this theory the team members are mostly lazy; they never put their complete effort to make the project in an effective way. Here the attitude of the workers towards the project is like they dislike the works and moreover if a specific work is assigned to them then they should be always forced by some other to complete the task. They are less motivated and the clarity is also …show more content…
Here the workers are not force to work actually. Still the workers put their maximum effort to achieve a perfect deliverables. Moreover they are directed by themselves, they don’t require any micromanager. According to McGregor, these workers are more challenging thus they like to compete with any kind of risk and come up with a good result.
 FredericK-Herzbers motivation: is also known as two factor theories. MANAGING STRESS-CONFLICT MANAGEMENT
 INDIVIDUAL LEVEL CONFLICT: can be the root cause of many other conflicts.
 ROLE CONFLICT
 INTERPERSONAL CONFLICT: these types of conflicts occurs between two persons
 GROUP LEVEL CONFLICT: here the conflict occurs between two teams
 ORGANIZATIONAL CONFLICT: the conflict is between two organizations

ROLE CONFLICTS
 INTRA-SENDER ROLE CONFLICT: a person may be assigned with task which may not be completed within a time or given resource and capacity problem will be there.
 INTER-SENDER ROLE CONFLICT: an employ working under OPERATION MANAGER might be hired under project manager. He finds himself in a situation where he has to report to both the managers.
 SELF-ROLE CONFLICT: this type of conflict occurs when individual maybe given task that may be against moral