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P. 1
Important Points to Remember for PMP Exam

Important Points to Remember for PMP Exam

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PMP imp points
PMP imp points

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Published by: preeti_vsj on Mar 01, 2011
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11/29/2012

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Manager StylesCoercive Immediate ComplianceAuthoritative Providing Long term direction and VisionAffiliative Creating HarmonyDemocratic Building Commitment & Generating new IdeasPacesetting Accomplish tasks to high standards of excellenceCoaching Long term professional development of othersForms of Power Coercive Punishment - Is based on the idea in the mind of the person beinginfluenced that the person having the influence has the ability toinflict punishment or pain.Reward Reward - Is based on the idea in the mind of the person beinginfluenced that the person having the influence has the ability toadminister some sort of reward.Legitimate By Position - Is based on the idea in the mind of the person beinginfluenced that the person having the influence has this influencebecause of the values of the person being influenced. In other words, the influenced person believes that the person influencinghas the right to do this through formal authority in the organization.Referent By Personality - Is based on the idea in the mind of the personbeing influenced that the person having the influence has thisinfluence based on the person being influenced having a strongdesire to identify with the person influencing. A person who leadsothers by virtue of his or her charisma has this type of power.Expert Special Knowledge & Ability - Is based on the idea in the mind of the person being influenced that the person having the influence hasthis influence based on special knowledge or ability. This specialknowledge or ability is believed to help the influenced achieve their goals.RepresentativeFormal / Position The project manager has been assigned by senior management andis in charge of the project. Also known as positional power.Conflict StylesAvoiding The person seeks to avoid or postpone having to deal with conflict(often until more facts can be gathered, or one party has had time tothink it through)Accommodating The person seeks to maintain the relationship with others bysubordinating his own positionCompeting The person seeks to impose his will or solution on others, despitetheir misgivings or differing opinions
 
Compromising The persons seeks to find a solution to the conflict by having eachof the parties make concessionsCollaborating The person seeks to find a solution by involving all parties affectedby the conflict.Resolving ConflictsForcing Win-Lose -- One way to resolve a conflict is for one party to forcethe other to agree. This is the kind of conflict resolution thathappens when one person has power over another and exercises it.Smoothing Loss Loss -- Temporary Smoothing minimizes the disagreementby making differences seem less important. This kind of resolutionoccurs when either one of the persons disagreeing or another personin the group attempts to make the differences smaller than theyseem.Compromise Loss Loss -- Compromise is similar to smoothing. Using this typeof conflict resolution, each of the parties gives up something toreach a common ground. In this resolution the parties themselvesagree to give up on some points but not others. In doing this theyreach a common agreement that has relatively few points of disagreement.Problem Solving /ConfrontingBest Solution – Win-WinWithdrawal Yield Lose -- TemporaryTeam DecisionsIndividual Very Low Team Involvement One person actually makes thedecisionMinority Low Team Involvement A few of those involved in a situationmeet to consider the matter and make a decision, and this decisionis binding for all concernedMajority Low Team Involvement - More than half of those involved in thesituation make a decision, and it is binding for all concerned.Consensus Very high Team involvement - Consensus is needed for mostimportant decisions.Concordance Complete and absolute - Concordance (100% commitment) isneeded for decisions of critical importance.Influence and LeadershipCoercive Influence Is based upon the leader’s capability to punishReward Influence Is based on the leader’s ability to dispense rewardsPosition Influence Is based upon the tendency of people to respond to individuals inhigher positions
 
Expert Influence Is based upon your skill or experience which others may hold inhigh regardInformationInfluenceIs based upon the information or knowledge you have that’s notavailable to othersPersonal Influence Is based upon your individual personality and charisma, and therelationships you createMotivation ModelsNeeds People are motivated to satisfy perceived needs
MASLOWCLAYTON ALDERFER 
Suggested that needs can be classified into 3 broad categoriesExistence Needs include basic survival needs, bothphysiological and Safety needsRelatedness Needs include all aspects of interpersonalrelationships – Social NeedsGrowth Needs include self-esteem and achievement of potentialExpectancy If a person does not believe it is possible to do something, or that noconsequence of value will occur to the person if that something isdone, then the person will not be motivated to act in the first place.Equity People wanted to be treated fairly, and will be motivated to restorea feeling of equity if they are not treated fairlyHerzberg’s Theory
Hygiene agents – These are not motivate people, absence of these will demotivate performance – Job security, Paycheck,clean & safe working conditions, sense of belonging, civilworking relationships etc.,
Motivating Agents – These are the elements that motivate

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