240 Part III: Executing Your Software Project Plan (Web hosting ratings)
240 Part III: Executing Your Software Project Plan Team member 2: We don t have the time or manpower to check every module in that way. A better solution is to just wait and check the final product on every machine. Team member 1: I m not about to go along with that! If it doesn t work, we wasted all of this time creating nothing. Project manager: When I taught at MIT, we recommended checking each module on a few platforms. I used that method when I developed the DST and it worked well. Let s go with that it s worked for me over and over in my experience. By bringing into the conversation the name of a prestigious school, and by conjuring up past projects, the project manager has been established as an expert in the topic. If you follow this technique, you can make a decision and quickly move on. Be careful with this technique. While you may demonstrate your expertise, if you use the wrong tone you may come across as an elitist and your team members may get the impression that you re working too hard to establish that you re better than they are. You need to find the right balance between showing team members that you re an expert while identifying with their day-to-day issues. One of the best ways to praise a team member is to acknowledge the individual as an expert. We all like to think that we know more than anyone else in some category, and there is nothing so rewarding as hearing someone in a position of power say, Hey, you really know your stuff. Using coercive power Usually, coercion is defined as compelling a person to act by employing a threat. The coercive power that remains at your disposal typically involves repercussions directly related to job performance. This coercion can be as simple as demanding that team members work weekends if the project falls behind, or as complex as threatening to transfer an employee to another department or telling individuals that their work practices may warrant a note in their HR file. Of course, you never want to overstep your boundaries or abuse your power when it comes to HR issues, so be sure to understand your firm s human resources policies. One of the most feared threats for employees today involves the performance improvement plan (PIP). Contrary to the name, it s not really viewed as a map for improving employee performance as much as it is viewed as a means of documenting any weaknesses in the worker s performance and sending a message that termination is a distinct possibility. Consider the following exchange:
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