I am looking for help with week 6 section of my essay project. Below this section is my enite essay from week 1-5 for informational help

Week 6:

Stakeholder Register

• Use this Microsoft Word template to complete information about your project's stakeholders.
  • Identification: Name, organizational position, location and contact details, and role on the project
  • Assessment: Major requirements, expectations, the potential for influencing project outcomes, and the phase of the project life cycle where the stakeholder has the most influence or impact
  • Classification: Internal/external, impact/influence/power/interest, upward/downward/outward/sideward, or any other classification model chosen by the project manager
• Please include at least eight stakeholders in this section and fill out each column appropriately.

Identification

Assessment

Classification

Name

Organizational Position

Location

Contact Details

Role on the Project

Major Requirements

Expectations

Potential for Influencing Project Outcomes

Phase of Project Cycle With Most Influence/Impact

Internal/External

Impact/Influence /Power/Interest

Upward/Downward/Outward/Sideward

1

2

3

4

5

6

7

8

Michael Geary

Cumberland International Monthly Budgets

DeVry University

PROJ330 Human Resources and Communication in Projects

Professor Wagner

February 2023

Contents

Project Overview [Submit in Week 1]1

Team and Team Development [Submit in Week 2]2

Leadership: Creating High-Performing Project Teams [Submit in Week 3]3

Motivational Techniques [Submit in Week 3]4

Team Performance Measures [Submit in Week 3]5

Conflict Management Strategies and Team Decision Making [Submit in Week 4]6

Team Decision Making [Submit in Week 4]6

Team Charter [Submit in Week 5]7

REFERENCES.8

Project Overview

Cumberland International is a Big Truck industry, the project name is budgeting , the project objective will be to meet a goal for each month, the business need for the project is to bill out the service on the trucks by the end of the month, and the value the project brings to the organization or marketplace would be keeping the business afloat and also keep benefits available for employees to get a bonus as well. This will keep employees motivated to work towards these goals as well.

Team and Team Development [Submit in Week 2]

Position or Person's Name	Skill	Hours per Week	Number of People With This Role	How is team member acquired?	Training Development
Programmer	Someone to write code in SQL	40 hours	2 people	We are outsourcing to a third-party contractor	Onboarding Project information training How to use our systems
Business Analysis	Analytical and Communication	40	1	Utilizing existing team member	Training on financial analysis tools and forecasting techniques.
Data Entry Specialist	Enters service records and other relevant data into the company's systems.	20	1	Outsourcing to a third-party contractor	Training on data entry accuracy and data management principles.
Billing Specialist	Ensures timely and accurate billing of services performed on trucks by month-end.	30	2	Internal Hiring	Training on the company's billing system and procedures.
Account Manager	Liaises with customers and ensures timely payment of invoices	30	1	Internal Hiring	Training on customer communication, invoice management, and collection techniques.
Project Manager	Oversees the entire budgeting process, manages the team, and reports progress to stakeholders	40	1	Outsourcing to a third-party contractor	Provides specific team introduction and overview of the budgeting project.

Leadership: Creating High-Performing Project Teams[Submit in Week 3]

Motivational Techniques, Team Performance Measures [Submit in Week 3]

Leadership: Creating High-Performing Project Teams

Leadership Styles and Skills:

I would utilize a blended leadership approach, adapting my style based on the situation and team members' needs. Two relevant theories I would draw from are:

Explanation:

Leadership: Creating High-Performing Project Teams

Leadership Styles and Skills:

I would utilize a blended leadership approach, adapting my style based on the situation and team members' needs. Two relevant theories I would draw from are:

1. Situational Leadership Model (Hersey & Blanchard):This model suggests adjusting leadership style based on follower maturity (competence and commitment). Initially, I would likely adopt aDirectingstyle, providing clear instructions and close supervision for outsourced team members while training them. As they gain experience, I would transition to aCoachingstyle, offering guidance and support while encouraging independent thought. For experienced internal team members, I would employ aSupportingorDelegatingstyle, empowering them to take ownership and make decisions.

2. Emotional Intelligence (EQ):High EQ is crucial for effective leadership. I would emphasize self-awareness, understanding my own emotions and how they impact the team. Social awareness is key to understanding individual team members' needs and emotions, fostering stronger relationships. Relationship management involves building trust and rapport, motivating and inspiring the team. Finally, self-regulation allows me to manage my own emotions and reactions under pressure, setting a positive example.

Tailoring Leadership Styles for the Project:

• Project Complexity:For the budgeting project's technical aspects (SQL programming, data analysis), I would providedirective guidanceinitially, ensuring accuracy and adherence to standards. As team members become proficient, I would progressively delegate tasks and encourage collaborative problem-solving.
• Team Composition:With a mix of internal and outsourced team members, I would prioritize clear communication and establishing common ground. Regular team meetings and individual check-ins would facilitate information sharing and build trust.
• Project Goals:To achieve monthly billing goals, I would emphasizefocus and accountability. Setting SMART goals, delegating effectively, and regularly monitoring progress would ensure everyone is aligned and working towards shared objectives.

Researching Project Team Training Needs:

Based on the PMBOK Guide and project needs, I would identify training areas for each team member:

• Programmers:Advanced SQL training, data warehousing concepts.
• Business Analyst:Financial analysis tools, forecasting techniques.
• Data Entry Specialist:Data quality control methods, data management best practices.
• Billing Specialist:Company billing system training, invoice management procedures.
• Account Manager:Customer communication skills, advanced collection techniques.

Leadership Activities:

• Regular team meetings:Foster open communication, discuss progress, address any challenges.
• One-on-one meetings:Provide individual feedback, support, and coaching.
• Team-building activities:Build rapport, enhance collaboration, and make a positive team environment.
• Recognition and rewards:Acknowledge and celebrate individual and team achievements.

This blended leadership approach, utilizing relevant theories and tailored to the specific project and team, aims to make a high-performing, motivated, and successful team.

Please note:This is part 1 of your Leadership section. I recommend expanding on the second part, "Motivational Techniques", and the other required sections ("Team Performance Measures") based on your project and the PMBOK Guide references provided.

Building a Cohesive Team and Fostering Growth

In addition to the leadership styles and skills mentioned earlier, I would like to propose some additional strategies to further enhance team dynamics and individual growth:

Collaboration and Knowledge Sharing:

• Cross-functional collaboration:Encourage interaction and knowledge sharing between team members in different roles (programmers and data analysts, billing specialists and account managers). This can lead to innovative solutions and a holistic understanding of the project.
• Mentorship program:Pair experienced team members with less experienced ones for knowledge transfer and guidance. This fosters a supportive environment and promotes continuous learning.
• Internal knowledge base:Make a centralized repository for project documents, best practices, and lessons learned. This ensures easy access to information and promotes knowledge retention.

Empowerment and Ownership:

• Delegate tasks and responsibilities:Trust your team members and give them ownership of their tasks. This promotes autonomy, builds confidence, and increases engagement.
• Encourage initiative and creativity:Welcome suggestions and feedback from team members. Make an environment where everyone feels comfortable voicing their ideas and contributing to problem-solving.
• Celebrate successes and milestones:Recognize and reward individual and team achievements. This reinforces positive behavior, motivates the team, and fosters a sense of accomplishment.

Communication and Conflict Resolution:

• Open and transparent communication:Maintain regular communication with your team, keeping them informed about project progress, challenges, and any changes. This builds trust and reduces uncertainty.
• Active listening and feedback:Encourage open dialogue, actively listen to your team members, and provide constructive feedback. This fosters collaboration and improves team communication.
• Effective conflict resolution:Address any conflicts quickly and constructively. Use mediation skills to understand different perspectives and find solutions that benefit everyone.

By implementing these strategies alongside the previously mentioned leadership approaches, you can Make a cohesive, motivated, and high-performing team that is equipped to deliver successful project outcomes.

Conflict Management Strategies and Team Decision Making [Submit in Week 4]

Conflict Management Strategies:

I can help you describe two commonly used models for handling conflict in project teams and how you would implement them in your Cumberland International budgeting project. Here are two options:

1. Thomas-Kilmann Conflict Model:

This model identifies five conflict resolution styles:

Competing: Asserting your own needs and goals while disregarding those of others. Accommodating: Prioritizing the needs and goals of others while neglecting your own. Compromising: Seeking a solution that partially satisfies both parties. Collaborating: Working together to find a solution that fully satisfies everyone's needs. Avoiding: Withdrawing from the conflict altogether. In the Cumberland International project, you could utilize the Thomas-Kilmann Model in the following ways:

Competing: This might be appropriate in urgent situations where a quick decision needs to be made, for example, if conflicting data entry formats are hindering billing deadlines. Accommodating: This could be beneficial when dealing with outsourced team members unfamiliar with company procedures, providing support and flexibility to ease their integration. Compromising: This can be a valuable tool for resolving minor disagreements between team members regarding data analysis approaches or billing processes. Collaborating: This should be the primary approach during team meetings and problem-solving sessions, encouraging all members to share their perspectives and work towards a mutually beneficial solution. Avoiding: While not ideal, this could be used for temporary reprieve from intense conflict situations, allowing space for emotions to cool down before constructive dialogue can resume. 2. Five-Step Conflict Resolution Model:

This model emphasizes a structured approach to addressing conflict:

Define the problem: Clearly identify the source of the conflict and gather relevant information. Generate potential solutions: Encourage brainstorming and explore various options from each party's perspective. Evaluate options: Analyze the feasibility, impact, and long-term implications of each potential solution. Negotiate and select a solution: Find common ground and reach an agreement that works for everyone involved. Monitor and follow up: Ensure the chosen solution is implemented effectively and address any further issues that may arise. This model can be applied to various conflict scenarios in the Cumberland International project, such as:

Disagreements between programmers and data analysts regarding data interpretation. Friction between internal and outsourced team members due to cultural differences or communication styles. Disputes between billing specialists and account managers regarding invoice adjustments or customer communication strategies. By utilizing the Five-Step Model, you can make a constructive and efficient process for resolving conflict, fostering collaborative team dynamics and maintaining project progress.

Team Decision Making [Submit in Week 4]

Here are two team decision-making techniques you could implement in the Cumberland International project:

1. Nominal Group Technique (NGT):

This structured process encourages independent idea generation, group discussion, and consensus building.

Here's how you could use it:

Silent generation: Individually, each team member writes down their ideas for a decision without discussion.

Round robin: Each member shares their idea one at a time without debate or judgment.

Clarification and discussion: Any member can ask clarifying questions about the ideas.

Voting: Vote anonymously on the best ideas, possibly prioritizing based on importance and feasibility.

Discussion and ranking: Discuss the top priorities and reach a final consensus through ranking or further voting. NGT can be effective for generating numerous creative ideas in a controlled environment, minimizing dominance, and encouraging all team members to contribute.

2. Delphi Technique:

This iterative process utilizes anonymous questionnaires and controlled feedback to reach a well-informed decision. Here's how you could use it:

Round 1: Distribute a questionnaire asking team members for their opinions or predictions on a specific issue related to the budgeting project. Analysis and feedback: Anonymously summarize the responses and provide statistical information without revealing individual contributions.

Round 2: Distribute another questionnaire incorporating the summary and feedback from the first round, allowing team members to revise their initial responses. Repeat rounds: Continue the process through additional rounds until there is a clear consensus or convergence of opinions.

Team Charter [Submit in Week 5]

• The Team Charter for the Cumberland International Budgeting Project is a comprehensive document that outlines the team's mission, values, operating guidelines, expectations for acceptable behavior, and goals. This charter serves as a foundational framework to guide the team in achieving project success, fostering collaboration, and maintaining a positive work environment.

Team Charter
Team Mission Statement	The mission statement succinctly captures the overarching purpose of the team. In the context of the Cumberland International Budgeting Project, the mission is to implement the budgeting process efficiently, ensuring that services on trucks are billed accurately and promptly by the end of each month. This mission aligns with the broader business objective of financial stability and employee motivation through the availability of bonuses. By clearly articulating the team's mission, every team member understands the collective purpose and contributes to the overall success of the project.
Team Values	The three specified valuesCollaboration, Ownership, and Continuous Improvementreflect the team's core principles. Collaboration emphasizes the importance of teamwork, open communication, and cross-functional cooperation. This value is crucial in a project involving various roles, from programmers to billing specialists. Ownership underscores the delegation of responsibilities, empowering team members to take ownership of their tasks and fostering a sense of accountability. Continuous Improvement emphasizes the team's commitment to learning and adapting, promoting a culture of growth and development.
Team Operating Guidelines	The operating guidelines provide specific directives on how the team will function on a day-to-day basis. Regular Communication is highlighted as a fundamental guideline, emphasizing the importance of consistent team meetings to discuss progress, address challenges, and ensure alignment with project goals. Knowledge Sharing is encouraged to enhance collaboration and understanding among team members from different roles. Proactive Problem-Solving is promoted, encouraging team members to take initiative, voice suggestions, and contribute to collaborative solutions. These guidelines provide a roadmap for the team's interactions and workflow.
Team Expectations for Acceptable Behavior	The expectations for acceptable behavior set a standard for how team members should interact and conduct themselves. Respect is identified as a key expectation, promoting an inclusive and supportive team environment where diverse perspectives are acknowledged. Timeliness emphasizes the importance of adhering to deadlines and proactive communication in case of challenges. Constructive Feedback is valued, fostering a culture where team members provide input to help each other improve and excel in their roles. These expectations contribute to a positive team culture and effective collaboration.
Team Goals	The three specified team goalsAchieve Monthly Billing Targets, Employee Motivation and Recognition, and Continuous Learningprovide a clear focus for the team's efforts. Achieving Monthly Billing Targets aligns with the project's primary objective, emphasizing the importance of accurate and timely billing. Employee Motivation and Recognition highlight the team's commitment to acknowledging and celebrating individual and collective achievements, fostering a positive and motivating work environment. Continuous Learning underscores the team's dedication to ongoing improvement, identifying and addressing training needs to enhance individual and collective skills.

• In conclusion, the Team Charter for the Cumberland International Budgeting Project is a foundational document that establishes the team's mission, values, operating guidelines, expectations for behavior, and goals. This comprehensive framework serves as a guide for the team's interactions, decision-making processes, and overall approach to achieving project success. By adhering to the principles outlined in the charter, the team aims to build a cohesive, motivated, and high-performing unit that contributes to the successful implementation of the budgeting project at Cumberland International.

REFERENCES

Facts about measuring team performance. (n.d.). U.S. Office of Personnel Management. https://www.opm.gov/policy-data-oversight/performance-management/reference-materials/historical/facts-about-measuring-team-performance/#:~:text=Team%20Level%3A%20Measuring%20the%20Team's%20Performance&text=The%20team%20can%20be%20measured,the%20team's%20problem%2Dsolving%20techniques.

Darby, J. (n.d.). How to build high performance teams. Thomas International. https://www.thomas.co/resources/type/hr-blog/how-build-high-performance-teams

5 Strategies for Conflict Resolution in the workplace. (2023, September 7). Business Insights Blog. https://online.hbs.edu/blog/post/strategies-for-conflict-resolution-in-the-workplace

Cook, B. (2023, December 19). 5 Stages of Team development: Helping your team thrive. Fellow.app. https://fellow.app/blog/management/stages-of-team-development-and-how-to-navigate-them-smoothly/

Bell, M. (2021, June 28). What is a stakeholder register. Project Management Academy Resources. https://projectmanagementacademy.net/resources/blog/what-is-a-stakeholder-register/