Based on the chapter; Structure and Flexibility(page 5 to 9), how it will relate to your group and their project?


Task uncertainty affects team performance negatively, the degree of negative effects depends on the level of centralization of the team decision-making structure. As a result, decentralized teams suffer less in terms of project duration and costs, but more in terms of quality, when task uncertainty increases. The project my team and I are endeavoring can be considered a high uncertainty task. Our project entails the team planning and executing a charity event. An event has many variables and as a result has many possible changes, conflicts, risks and dependencies.

The results of the simulation study suggests that in uncertain environments, when the goals and tasks are not fully defined, it is best to avoid a highly structured and tightly controlled project team structure. Maintaining a loose organizational structure with significant flexibility is even more important in dynamic situations where tasks are not only ill-defined, but also change and evolve over time. Fortunately my team's organizational structure provides us with somewhat of a level playing field for each member and consists of a single general manager overseeing and managing the teams discussion, performance and shortfalls. This hierarchy allows the direct interaction between all members of the team. The decision making process of my team can be considered democratic and all members of the team have a creative freedom to express their ideas skills for innovative ways to accomplish tasks. All ideas and opinions expressed are discussed as a group before a decision is made.

Group Theories

Research two group theories. Explain the need for human resource planning in project management (Utilize the knowledge of different group theories)

Human Resources Management (HRM) is the management of people in specific areas. HRM is considered as managing individual skills and competencies to add value to the company. Human resources is the function that deals with people in charge of a project. In other words, HRM is about organizing and managing a project team. Project Management requires a group of people organized in teams which aims to achieve specific goals according to a given project. The HR role in Project Management is composed by several ‘layers’. The three main processes within the HR role in Project Management are: Selecting, Training and Managing.

The selection process entails choosing people that are going to be part of the Project Team (PT). Selecting people means constituting a PT according to skills needed. The role of HR in this process is to identify and hire people having the closest competencies that fit with project needs and requirements. During the selection process, the group psychology theory of 'The Halo Effect' should be taken into high consideration. The halo effect is a psychological phenomenon in which we extrapolate one good trait to determine other traits. This is because we perceive beautiful people as smarter, more hardworking, honest and organized. the halo effect can have a big impact on decision making – and thus on the team. To prevent the halo effect from occurring, HR will have to make data-driven decisions when selecting individuals.

Training is the manner for HR manager to develop the required competencies of a team. It is a key process because it plays a role in the added value of a project managing team. This means how to organize the team and evaluate its performance. Group-think is a phenomenon in which a group takes on a mind on its own. This happens because groups are a potent influence on our behavior. The most charismatic individual tends to take over, and even when the sessions are conducted by the most seasoned professional. During the training process, the group psychology theory of 'Group Think' should be taken into high consideration. Group-Think affects project management because it doesn't promote innovative ideas. Innovation, by definition means radical, and radical ideas are often questioned by the group and subsequently disregarded.

Managing a team is the way of motivating people to achieve their goal. It also includes the method used to succeed in the project. The process of managing a team is the most difficult: it has to be done carefully to allow project success. Monitoring performance is the aim of the process. The assessment of overall performance has to be done regularly during the time of project. To be more effective, a team project has to evolve in a trustful atmosphere. Trust is a variable of efficiency and motivation. Conflict avoidance is also difficult to evaluate since it has a direct effect on general motivation.

How will the different personality types interact in our group

1. How will the different personality types interact in your group and how will it impact your team?

Daniel Grant - INFJ
Gavin Llewellyn- ISTJ
Tricia Tulloch- INFJ
Casper Smith- ISTJ

Our group consists of 2 members that are of the personality type ISTJ and 2 members of the personality type INFJ. The INFJ personality type has many strengths that will be beneficial to our group and allow us to work as a team towards our goal. Some of these strengths include the individual being warm and affirming by nature, sensitive and concerned for other's feelings and have good communication skills. The ISTJ personality type also will prove beneficial to our group. Some of the ISTJ's strengths include the individual honoring their commitments, able to communicate their thoughts efficiently with overall good communication skills. They are also able to tolerate conflict situations without emotional upheaval and capable to dole out punishment or criticism when called for. All these personality strengths contribute to the development of good relationships between the team members and allows us to have a well-rounded team, capable of communicating ideas and opinions efficiently.

Each personality type consists of some weaknesses that can negatively impact our team. In the case of the INFJ personality type, some of these weaknesses include an extreme dislike of conflict and criticism and high expectations for themselves and others. The INFJ's extreme dislike for conflict and criticism may prove to be problematic for the group while sharing opinions and making goal-oriented decisions. For the ISTJ, some of their weaknesses include a tendency to believe that they are always right, they are not naturally in tune with what others are feeling and their value for structure may seem rigid to others. The ISTJ's belief that they are always right and their lack of understanding for the feelings of others will prove to cause conflict in the situation of members having opposing opinions. Their value for structure will seem rigid and makes the individual seem authoritarian in nature.

On review of the strengths and weaknesses of the individuals on the team based on their personality type, a conclusion can be made that the strength of overall good communication skills and the capability of the ISTJ to tolerate conflict complements the personality of the INFJ personality type. The strengths contained by both personality types allows the team to overcome their described weaknesses.